Employee resignation retraction and where you stand in it all
Resignations can come in various forms, from simple notes to creatively decorated cakes. But what if someone declares they are quitting in the heat of the moment during an argument? It may be best not to take this at face value and instead ask for a written resignation later, which can provide an opportunity for the employee to reconsider. Scheduling a conversation to understand the underlying issues can also give them space to retract a rash decision. As an employer, it’s important to consider whether any damage has been done to relationships with colleagues or if there are underlying problems that need addressing before accepting a resignation. In some cases, rejecting a retraction may be the only choice, but there could be an element of risk to doing so. The context and circumstances of the situation can affect tribunal judgments, and it is important to have a clear understanding of the situation to make a well-informed decision. A cool-off period and requesting a written resignation are recommended to help everyone come to a rational decision. For expert help with handling a resignation, it’s best to seek advice from professionals.
How to navigate the rocky terrain that is unpaid leave
When an employee requests unpaid leave, the response depends on the reason behind the request. Legally, employers must grant unpaid leave for parental, carer’s, compassionate, and family and domestic violence reasons. Refusing unpaid leave could lead to unlawful discrimination claims, so employers should be cautious. Granting unpaid leave shows compassion and supports a positive workplace culture. Declining such requests could cause an employee to leave, so employers should respond with care. Planning ahead by taking on a contract worker or an internal secondment can ensure business continuity. Communication is essential, and employers must be aware of the employee’s situation and inform them of the conditions of their unpaid leave. Consistency is also important because granting unpaid leave to one employee could set expectations for others. Employers can seek HR advice and assistance regarding unpaid leave.
International remote working post-Covid, and your legal obligations
The COVID-19 pandemic has led to a shift towards remote work, creating opportunities for international remote working in Australia. However, it is essential to be aware of legal obligations when working remotely from another country. International remote working involves working for a company based in a different country while living and working in Australia. It can offer several benefits, including flexibility, work-life balance, and diversity. Nevertheless, legal implications vary, depending on the nature of work, the employer, and the country of work. Compliance with tax laws, employment contracts, and visa requirements is critical. Seeking professional advice to ensure compliance is necessary. Personal and professional growth opportunities should also be proactively sought when working remotely from another country. Therefore, international remote working can provide many advantages, but compliance with legal obligations is crucial to maximise these opportunities.
How to deal with the rise in grievances as an SME
The COVID-19 pandemic has caused a rise in workplace grievances among SMEs. This can be attributed to the shift in ways of working and remote working distancing staff from company culture, leading to a lack of communication among employees. Mental health also plays a role, as employees may be taking their frustrations out on colleagues, leading to grievances about working conditions. When dealing with grievances, it is important to take all aspects into consideration and understand why the issue has been raised. Having a grievance policy and procedure is helpful, and it is important to deal with the issue in an appropriate way. It is also important to establish if the issue can be dealt with in an informal manner, as this can reassure the employee and speed up the process. Some grievances may require a formal route, in which case a clear procedure must be followed. A cultural reset could be key in preventing grievances, as cultivating an open and honest culture will help employees feel comfortable in raising issues. It is also recommended to consider introducing flexible working, remote working, or employee benefits packages to help alleviate potential issues. For SMEs experiencing people problems, the HR Dept can provide guidance and carry out investigations, even managing meetings in person if desired.
