Resignations in the workplace often unfold in various ways, from formal written notices to unexpected declarations in the heat of the moment. But what happens when an employee impulsively announces their resignation during a tense situation?
“I quit!” – handling emotional resignations
When an employee angrily declares their resignation amidst a conflict, it’s crucial not to hastily accept this without further clarification. It’s best practice, especially considering workplace laws, to request the resignation to be formalised in writing. Even if not mandatory in the employment contract, seeking written confirmation allows both parties time for reflection and seriousness regarding the decision.
Going Deeper – understanding the situation
If circumstances permit and the resignation occurs impulsively via text or an emotional outburst, it’s advisable to arrange a discussion to comprehend the underlying issues. This dialogue not only provides a chance for the employee to reconsider but also aids in assessing if unresolved concerns like workplace harassment, heavy workload, or strained relationships influenced their decision.
Rejecting a Retraction – assessing the circumstances
In the event the employee does retract their resignation, employers must carefully weigh all relevant factors before making a decision. While outright rejecting a retraction might be necessary at times, it’s crucial to consider instances where the resignation was made under stress or unreasonable pressure. Fair Work has ruled differently based on individual case merits, emphasising the need for a fair and reasonable approach.
Seek expert guidance
Recruitment and retention may be hard for many businesses right now, so you don’t want to lose a good employee if the situation can be rescued. A cool-off period and request for resignation in writing are a good starting point so that everyone can eventually come to a rational decision – whether that is to stay or go.
Should you require professional assistance in managing employee resignations compliant with relevant laws, contact your local HR Dept for advice.
