Resignation
Often, employees decide to voluntarily end their contract with their current employer, an act called resignation. In basic terms, resignation can be thought of as the conventional demonstration in which an individual surrenders their position or office in their current company.
We will discuss what resignation is, how employees resign, its difference with termination, and how organisations should deal with an employee’s resignation.
What is resignation?
Resignation meaning the voluntary vacating of one’s office is a formal and official way of one leaving the company. If an employee chooses to leave, they need to express their decision clearly. Note: when a worker is fired, he or she can get severance pay and joblessness benefits. But, in the case of resignation, leaving is the employee’s voluntary decision which is why they are not eligible for both.
How does an employee resign?
When an employee has made up their mind to leave, they must ensure this decision is officially conveyed to the employer. To do that, they should submit a resignation letter via paper or email. This is also called notice of resignation. An important point to note here is that an employer reserves the right to accept or reject the resignation letter. Nonetheless, rejection does not stop the worker from departing.
How is resignation different from termination?
Even though the outcome is the same in both cases, which means terminating an individual's employment, the process of an employee quitting their job and getting fired from it are fundamentally different. The most prominent difference is the difference of which party does it. For instance, with a termination notice the employer gives it to the employee. In contrast, when there is a resignation notice it comes from the employee toward the employer.
How should an organisation handle employee resignation?
Certainly, an employer resignation is a serious matter that necessitates certain actions from the organisation to handle it professionally and correctly.
- Resignation acknowledgement- When you receive an employee's notice of resignation, write a letter to confirm that you have accepted their decision.
- Exit interview- At an exit interview, the employer may seek to comprehend why the worker chose resignation. Frequently this assists in identifying areas requiring improvement that could help maintain other employees within the organization.
- Plan the transition- Often, the employees resigning are responsible for handing over their role and responsibilities to their successor or replacement. The organisation should plan this transition smoothly and quickly to ensure the employee’s resignation does not harm the organisation’s day-to-day business.
- Legal and administrative issues- Often, an employee’s departure raises a lot of legal and administrative issues like returning access to organisation resources and finalising pay.
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