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Should Employers Extend Proper Notice Time For Resignations?

Deciding whether to extend proper notice time for resignations due to difficulty finding replacement employees is a strategic choice that employers should carefully evaluate based on their specific circumstances. While there are potential benefits to extending notice periods, such as knowledge transfer and smoother transitions, it's essential to consider the following factors before making a decision:

1. Hiring Challenges: Assess the severity of the hiring difficulties and the potential impact on your business operations. If the job market is highly competitive or there is a shortage of qualified candidates, it may be prudent to consider extending notice periods to allow for a more thorough recruitment process.

2. Workload and Productivity: Evaluate the workload and productivity implications of keeping the departing employee for an extended period. If the absence of a replacement would significantly strain the remaining team or hinder critical projects, it may be necessary to prioritize prompt hiring over extended notice.

3. Financial Considerations: Consider the financial implications of extending notice periods. Calculate the costs associated with providing salary, benefits, and any other entitlements during the extended period. Ensure that the financial impact is reasonable and aligns with your budgetary constraints.

4. Employee Morale and Engagement: Assess the potential impact on employee morale and engagement if a departing employee is required to stay for an extended notice period. Consider whether their presence might create a negative or disruptive atmosphere within the team. Balance the benefits of knowledge transfer with the potential risks to the overall team dynamics.

5. Alternative Solutions: Explore alternative solutions to address hiring challenges. This could involve leveraging recruitment agencies, increasing efforts in talent sourcing and attraction, offering attractive incentives to potential candidates, or considering interim solutions such as temporary employees or contractors. For recruitment assistance, consider working with to fill your positions quickly.

6. Legal and Contractual Obligations: Review any legal requirements or contractual obligations related to notice periods. Ensure that any extension of notice aligns with applicable labor laws and employment agreements.

Ultimately, the decision to extend proper notice time for resignations should be based on a thoughtful analysis of the specific circumstances and considerations mentioned above. It may be beneficial to consult with HR professionals, senior management, or legal advisors to make an informed decision that best suits your organization's needs.

I'd love to hear your thoughts on this!


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