We’ve had a bit of a lucky streak lately when it comes to problematic employees moving on. While we haven’t quite mastered the art of telepathy, a surprising number have chosen to resign just as things were coming to a head. Often, it’s because they realise their employer is getting proper HR advice – and the days of coasting without consequences are rapidly coming to an end.
A resignation, especially one submitted without drama or grievances, is often the ideal outcome. If they leave with immediate effect, that’s even better – no notice to pay (just accrued holiday), and a clean break for everyone.
However, we’ve had two recent cases where employers were so wound up and ready to dismiss that they couldn’t quite let go of the idea – even after the employee resigned.
In the first case, the employee resigned to avoid a gross misconduct investigation. Twice. It’s on record. But the manager responded with, “You can’t resign because you’re fired.”
In the second case, the employee handed in her notice before disciplinary action could be taken. But the manager insisted on holding a meeting just to tell her that if she hadn’t resigned, she would have been dismissed anyway – because she was, in their words, a “troublemaker.”
Neither of these approaches is helpful. In fact, the second one has likely turned what could have been a clean and simple resignation into something far more messy.
Here’s the key point: when someone resigns – especially without complaint – that’s your best-case scenario. You might feel tempted to have the last word, to tell them just how badly they’ve behaved, or to make it clear they would have been dismissed anyway. Resist that urge.
A quiet, graceful exit is far better than a drawn-out process or the risk of a tribunal claim. Sometimes, the best thing you can do is smile, accept the resignation, and move on – knowing that the outcome is exactly what you wanted.
