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Guide to managing an employee resignation

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Our Guide to Managing an Employee Resignation offers step-by-step instructions for a smooth transition, ensuring professionalism and maintaining positive relationships.

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What is a Guide to managing an employee resignation?

The guide to managing an employee resignation is a comprehensive resource providing managers with practical steps to handle the resignation process smoothly.

It covers essential aspects such as exit interviews, transition planning, and maintaining positive relationships.

This guide's purpose is to assist managers in navigating employee departures with professionalism, ensuring a constructive departure experience for both the departing employee and the team.

Guide to managing an employee resignation
guide to managing an employee resignation

What legal and best practice aspects should employers be aware of?

  • Employment Rights Act 1996: Outlines the legal framework for employee resignations and notice periods.

  • Equality Act 2010: Ensures fair treatment and prevents discrimination during the process of managing employee resignations.

  • Data Protection Act 2018 (incorporating GDPR): Mandates the handling of personal data during the resignation process in compliance with data protection principles.

  • Company Policies and Employment Contracts: Internal policies and contractual agreements may outline specific procedures for managing employee resignations.

  • Common Law Principles: Legal principles, including those related to notice periods and contractual obligations, guide the process of managing employee resignations.

Guide to managing an employee resignation

Managing an employee's resignation is sensitive and important process for both the employee and the organisation. Here are some general steps to follow:

  1. Acknowledge the Resignation: Start by acknowledging the employee's resignation and expressing your appreciation for their contributions to the organisation.

  2. Discuss Transition: Schedule a meeting with the employee to discuss their transition plan, which should include transferring their responsibilities, knowledge, and contacts to someone else in the organisation. This is important to ensure that there is no disruption to the business and the work can continue as smoothly as possible.

  3. Confirm Last Day and Benefits: Confirm the employee's last day of work and discuss any outstanding benefits or entitlements that they may be entitled to, such as accrued leave, severance pay, or retirement benefits.

  4. Keep It Confidential: Keep the employee's resignation letter and reason for leaving confidential, and do not discuss it with other employees without the employee's permission.

  5. Conduct Exit Interview: Consider conducting an exit interview with the employee to gather feedback on their experience working for the organization. This information can be helpful in identifying areas for improvement and retaining other employees.

  6. Communicate the Departure: Once the employee has left, communicate their departure to the rest of the team in a professional and respectful manner.

Remember, handling an employee's resignation letter with professionalism and sensitivity is important for maintaining positive relationships with both the departing employee and the rest of the team.


Previous step
Resignation letter template

This letter is used by an employee as a formal method of submitting notice that they intend to resign from their employment.

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Guide to managing an employee resignation
Next step
Resignation acceptance letter template

If an employee resigns, issue this model resignation acceptance letter to provide specific end of contract information, such as the date of their last day of work.

Why buy our Guide to managing an employee resignation?
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  • You ensure compliance with applicable ACAS Codes of Conduct and other legal requirements.
  • You get a process flowchart to help you adhere to best practice.
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