Most people hand in their notice and work professionally until they leave.
But sometimes they tell colleagues how awful the business is, try to convince others to quit or just refuse to do their job properly because they’ve already mentally checked out.
When this happens, you don’t want to be figuring out what you can legally do while they’re causing problems. You need options that you know will work.
Your options for managing departures
Keep them working normally
- Works fine if they’re being professional
- Use when you need a proper handover
Address problems early
- Have a clear conversation about what needs to change
- Set expectations for their remaining time
- Document the conversation
Modify their role if problems continue
- Remove client contact to prevent damage to relationships
- Limit system access to protect sensitive information
- Move them to less sensitive work that minimises disruption
Consider garden leave for serious situations
- They stay employed and get paid, but can’t come in, access systems or contact clients
- Useful if they have sensitive information or could influence others to leave
- Requires a garden leave clause in their contract to enforce, but you can always propose it
Pay in lieu of notice for immediate removal
- End their employment today and pay what they would have earned
- Gets them out immediately when the situation is too disruptive
- Requires a specific contract clause to enforce, but you can always suggest it
Get prepared now
You can’t predict who might become difficult during their notice period, but you can control how well you’re prepared to handle it.
The businesses that manage exits smoothly have employment contracts with garden leave and payment in lieu clauses, plus a simple leavers process covering handovers and system access.
Get this sorted now and, when someone’s notice period starts going wrong, you’ll have options instead of just hoping that they behave themselves.