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Employees and employers alike have the right under at-will employment laws in almost all states to end their relationship without notice, for any reason, but the two-week rule is a widely accepted standard of workplace conduct. Now Sue Shellenbarger writes at The Wall Street Journal that employers say a growing number of workers are leaving without giving two weeks' notice.
Some bosses blame young employees who feel frustrated by limited prospects or have little sense of attachment to their workplace. But employment experts say some older workers are quitting without notice as well. They feel overworked or unappreciated after years of laboring under pay cuts and expanded workloads imposed during the recession. One employee at Dupray, a customer-service rep, scheduled a meeting and announced she was quitting, then rose and headed for the exit. She seemed surprised when the director of human resources stopped her and explained that employees are expected to give two weeks' notice. "She said, 'I've been watching 'Suits,' and this is how it happens,' " referring to the TV drama set in a law firm.
According to Shellenbarger, quitting without notice is sometimes justified. Employees with access to proprietary information, such as those working in sales or new-product development, face a conflict of interest if they accept a job with a competitor. Employees in such cases typically depart right away—ideally, by mutual agreement. It can also be best to exit quickly if an employer is abusive, or if you suspect your employer is doing something illegal.
More often, however, quitting without notice "is done in the heat of emotion, by someone who is completely frustrated, angry, offended or upset," says David Lewis, president of OperationsInc., a Norwalk, Conn., human-resources consulting firm. That approach can burn bridges and generate bad references. Phyllis Hartman says employees have a responsibility to try to communicate about what's wrong. "Start figuring out if there is anything you can do to fix it. The worst that can happen is that nobody listens or they tell you no."
(Score: 2) by ledow on Saturday July 16 2016, @10:25AM
I basically did - the new job didn't start until the new financial year (the new place had to get rid of a useless IT guy, ironically....) but I'd signed contracts to start in that new financial year before I resigned.
Over the intervening time I temped at various other places, so it wasn't months off but I did treat a lot of it - quite rightly - as my accumulated holiday that I was never allowed to take.
And if you hand in your resignation, you don't need to "book" your holiday. They either have to let you take it or - with your agreement - pay it off. You are literally "owed" that number of days and need to take them before your employment terminates.
As I resigned, I had to give two months notice before termination. Which automatically brings 8-weeks of accumulated holiday (which is really their critical mistake - allowing me to build up that amount of holiday, with HR's approval) starting 8-weeks back from final termination date (i.e. starting that day!).
However, I did them the courtesy of a one-day handover (easy when you have all the right documentation - if you only they actually had found someone who knew what they were doing to take over, rather than some random relative, but not my problem - I did a handover and the documentation was bang up-to-date).