{"id":202847,"date":"2021-02-25T12:40:41","date_gmt":"2021-02-24T23:40:41","guid":{"rendered":"https:\/\/legalvision.co.nz\/?p=202847"},"modified":"2021-02-25T14:17:04","modified_gmt":"2021-02-25T01:17:04","slug":"withdrawn-resignation-what-can-i-do","status":"publish","type":"post","link":"https:\/\/legalvision.co.nz\/employment\/withdrawn-resignation-what-can-i-do\/","title":{"rendered":"My Employee Has Withdrawn Their Resignation. What Can I Do?"},"content":{"rendered":"\n<p><span data-preserver-spaces=\"true\">It can be stressful when an employee resigns, particularly if they do so in the heat of the moment on a difficult day. It can get even more complicated when the employee then seeks to withdraw their resignation. Your obligations as an employer differ depending on the circumstances of the resignation. If there is ambiguity s<\/span>urrounding the<span data-preserver-spaces=\"true\"> resignation, yo<\/span>u should<span data-preserver-spaces=\"true\"> give them the benefit of the doubt. This article sets out:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><span data-preserver-spaces=\"true\">the usual resignation process; and <\/span><\/li><li><span data-preserver-spaces=\"true\">how your obligations as an employer differ in a few of the most common situations.<\/span><\/li><\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span data-preserver-spaces=\"true\">How Resignation Typically Works<\/span><\/h2>\n\n\n\n<p><span data-preserver-spaces=\"true\">An employee can resign at any time. Usually, as an employer, you would then:<\/span><\/p>\n\n\n\n<ol class=\"wp-block-list\"><li><span data-preserver-spaces=\"true\">check the&nbsp;<\/span><a class=\"editor-rtfLink\" href=\"https:\/\/legalvision.co.nz\/employment\/employment-agreement\/\" target=\"_blank\" rel=\"noopener\"><span data-preserver-spaces=\"true\">employment agreement<\/span><\/a><span data-preserver-spaces=\"true\">&nbsp;to confirm the notice period;<\/span><\/li><li><span data-preserver-spaces=\"true\">accept the resignation request;<\/span><\/li><li><span data-preserver-spaces=\"true\">calculate the employee\u2019s final pay; and<\/span><\/li><li><span data-preserver-spaces=\"true\">collect any company property they may have.<\/span><\/li><\/ol>\n\n\n\n<p><span data-preserver-spaces=\"true\">Note that while some employers may have exit interviews with employees who resign, this is not compulsory or mandatory by law. However, it may be in your business\u2019 interests to get a fuller picture of your employee\u2019s reasons for resigning.<\/span><\/p>\n\n\n\n<p><span data-preserver-spaces=\"true\">As soon as the employee has given the required notice set out in their employment agreement, you cannot stop them from leaving at the end of that period. This is even if you do not formally accept that notice. Accepting notice is acknowledging that the employee is resigning.<\/span><\/p>\n\n\n\n<p><span data-preserver-spaces=\"true\">If an employee has resigned verbally, you should document this and ask the employee to write the date they propose to finish work. You can then follow up by accepting their resignation in writing.<\/span><\/p>\n\n\n\n<p><span data-preserver-spaces=\"true\">However, if an employee tries to withdraw their resignation later, it is a more complicated situation. Your&nbsp;<\/span><a class=\"editor-rtfLink\" href=\"https:\/\/legalvision.co.nz\/employment\/good-faith-obligation\/\" target=\"_blank\" rel=\"noopener\"><span data-preserver-spaces=\"true\">good faith obligation<\/span><\/a><span data-preserver-spaces=\"true\">&nbsp;as an employer is important to consider whenever there is ambiguity.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span data-preserver-spaces=\"true\">When An Employee Tries To Withdraw An Unambiguous Resignation<\/span><\/h2>\n\n\n\n<p><span data-preserver-spaces=\"true\">If an employee clearly resigns and later seeks to take it back (particularly after time has passed), usually they cannot do so unless you consent. Most resignations are relatively clear in this way, and the employment relationship will end unless both you and the employee agree otherwise. You do not have a legal obligation to accept a withdrawal request in these circumstances.<\/span><\/p>\n\n\n\n\n<a href=\"#content-next\"\n   class=\"block p-4 mt-10 text-xl font-bold text-center text-white no-underline bg-gray-800 rounded-t-xl\">\n    Continue reading this article below the form\n    <i class=\"text-xl fa-regular fa-arrow-down\"><\/i>\n<\/a>\n<div class=\"px-6 pt-10 pb-12 mb-10 text-center bg-gray-100 rounded-b-xl sm:px-12 test\">\n    <div class=\"mb-8 text-2xl font-bold text-orange\">\n        Need legal advice?\n        <br>\n        <span class=\"text-lg not-prose\">\n                            Call <a href=\"tel:+64800005570\" class=\"not-prose\">0800 005 570<\/a> for urgent assistance.\n                <br>\n                Otherwise, complete this form, and we will contact you within one business day.\n                    <\/span>\n    <\/div>\n\n    \n\n<div class=\"not-prose flex justify-center text-left gform_input_bg_white    \">\n    <script>\nvar 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This is very common where there are discussions around resignation, and some employers may think that their employee had resigned when the employee did not intend to do so.&nbsp;<\/span><\/p>\n\n\n\n<div class=\"box box--info box--icon\">\n<p><span data-preserver-spaces=\"true\">For example, an employee does not say the words \u201cI resign\u201d but says something like \u201cI am considering resigning\u201d. Here, you should not leap to the conclusion that the employee has resigned. Your obligation of good faith as an employer requires you to enquire into what the employee meant.<\/span><\/p>\n<\/div>\n\n\n\n<p><span data-preserver-spaces=\"true\">In this kind of situation, you cannot simply rely on your interpretation of what the employee said (or did) as a valid resignation. The law requires you  to take steps to clarify and be sure t<\/span>he employee intends the <span data-preserver-spaces=\"true\">resignation. This can be as simple as checking in with the employee and asking them to resign in writing.&nbsp;<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span data-preserver-spaces=\"true\">When An Employee Tries To Withdraw An Emotional Resignation<\/span><\/h2>\n\n\n\n<p><span data-preserver-spaces=\"true\">It is also a complicated situation when a resignation from an employee comes in the context of an emotional reaction or outburst.<\/span><\/p>\n\n\n\n<div class=\"box box--info box--icon\">\n<p><span data-preserver-spaces=\"true\">For example, you are having a strong disagreement with an employee. They then say something like \u201cI can\u2019t take this anymore &#8211; I resign\u201d and leave the office. This is not necessarily a legally clear or valid resignation.<\/span><\/p>\n<\/div>\n\n\n\n<p><span data-preserver-spaces=\"true\">If they change their minds after a day or two, your obligation of good faith requires you to let the employee withdraw that kind of emotional resignation.<\/span><\/p>\n\n\n\n<p><span data-preserver-spaces=\"true\">Generally speaking, employers should give their employee who has resigned emotionally a reasonable opportunity to reconsider their decision and potentially withdraw the resignation if they choose to.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span data-preserver-spaces=\"true\">Key Takeaways<\/span><\/h2>\n\n\n\n<p><span data-preserver-spaces=\"true\">When an employee tries to withdraw a resignation, your options depend on the manner of the resignation in question. If there is a clear and unambiguous resignation, particularly one put in writing by the employee, you do not have an obligation to accept the request to withdraw.&nbsp;<\/span><\/p>\n\n\n\n<p><span data-preserver-spaces=\"true\">However, if there was ambiguity, or if the employee resigns after an emotional day, you do have a good faith duty to not consider the resignation as final. Generally, you should give your employees in these situations a chance to cool off and reconsider their decision. If you want to know more about responding to an employee trying to withdraw their resignation, contact\u00a0<\/span><a class=\"editor-rtfLink\" href=\"https:\/\/legalvision.co.nz\/employment-lawyers-lp\" target=\"_blank\" rel=\"noopener\"><span data-preserver-spaces=\"true\">LegalVision\u2019s New Zealand employment lawyers<\/span><\/a><span data-preserver-spaces=\"true\">\u00a0on 0800 005 570 or fill out the form on this page.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span data-preserver-spaces=\"true\">Frequently Asked Questions<\/span><\/h2>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1614209238138\"><strong class=\"schema-faq-question\"><strong>Can an employee withdraw their resignation?<\/strong><\/strong> <p class=\"schema-faq-answer\">This depends on the circumstances. In general terms, an employee cannot withdraw clear resignations. Ambiguous or hastily made resignations may be withdrawn if there is sufficient doubt that an employee genuinely intended to resign.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1614209228556\"><strong class=\"schema-faq-question\"><strong>Does my good faith obligation as an employer still apply if an employee has resigned?<\/strong><\/strong> <p class=\"schema-faq-answer\">Yes, your good faith obligation still applies. This is true if, for instance, you believe they resigned, but they say that they did not.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1614209216444\"><strong class=\"schema-faq-question\"><strong>Is it legally required to carry out an exit interview for employees who resign?<\/strong><\/strong> <p class=\"schema-faq-answer\">No, it is not legally required to carry out exit interviews.<\/p> <\/div> <\/div>\n\n\n\n\n<div class=\"not-prose m-feedback-prompt\">\n    <!-- Thumbs up\/down bar -->\n    <div class=\"m-feedback-prompt__main\">\n        <div class=\"m-feedback-prompt__title\">Was this article helpful?<\/div>\n        <div>\n            <!--span class=\"m-feedback-prompt__button--text\">Thanks!<\/span-->\n            <button type=\"button\" class=\"m-feedback-prompt__button m-feedback-prompt__button--yes\"\n                    data-analytics-link=\"feedback-prompt:yes\" aria-label=\"Agree\">\n                <i class=\"fa-regular fa-thumbs-up fa-3x\"><\/i>\n            <\/button>\n            <button type=\"button\" class=\"m-feedback-prompt__button m-feedback-prompt__button--no\"\n                    data-analytics-link=\"feedback-prompt:no\" aria-label=\"Disagree\">\n                <i class=\"fa-regular fa-thumbs-down fa-3x\"><\/i>\n            <\/button>\n        <\/div>\n    <\/div>\n\n    <!-- Feedback form -->\n    <div class=\"m-feedback-prompt__form\">\n        <div class=\"m-feedback-prompt__form--thanks \">\n            <div>Thanks!<\/div>\n            <p>\n                We appreciate your feedback \u2013 your submission has been successfully received.            <\/p>\n        <\/div>\n        <form id=\"contact-form\" class=\"m-feedback-prompt__form--form\" action=\"\" method=\"post\">\n            <input type=\"hidden\" id=\"authenticity_token\" name=\"authenticity_token\" value=\"90c4126e1b\" \/><input type=\"hidden\" name=\"_wp_http_referer\" value=\"\/api\/wp\/v2\/posts\/202847\" \/>            <input value=\"https:\/\/legalvision.co.nz\/employment\/withdrawn-resignation-what-can-i-do\/\" type=\"hidden\" name=\"currenturl\"\n                   id=\"currenturl\">\n            <input value=\"My Employee Has Withdrawn Their Resignation. What Can I Do?\" type=\"hidden\" name=\"currenttitle\"\n                   id=\"currenttitle\">\n            <label>\n                <!-- display on thumbs-up -->\n                <span class=\"m-feedback-prompt__feedback m-feedback-prompt__feedback--yes\">\n                    Can you tell us <span class=\"font-semibold\">why<\/span> you found it helpful?\n                <\/span>\n\n                <!-- display on thumbs-down -->\n                <span class=\"m-feedback-prompt__feedback m-feedback-prompt__feedback--no text-lg\">\n                    How can we better improve this article?\n                <\/span>\n                <textarea name=\"feedbackmessage\" id=\"feedbackmessage\" required><\/textarea>\n            <\/label>\n\n            <div class=\"m-feedback-prompt__form--error\" id=\"form-submit-error\"><\/div>\n            <button id=\"submit-contact-form-button\" type=\"submit\" name=\"commit\" class=\"m-feedback-prompt__form--submit\"\n                    data-analytics-link=\"feedback-prompt:submit\">\n                Submit            <\/button>\n        <\/form>\n    <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>It can be stressful when an employee resigns, particularly if they do so in the heat of the moment on a difficult day. It can get even more complicated when the employee then seeks to withdraw their resignation. Your obligations as an employer differ depending on the circumstances of the resignation. If there is ambiguity<a href=\"https:\/\/legalvision.co.nz\/employment\/withdrawn-resignation-what-can-i-do\/\">Continue reading <span class=\"sr-only\">&#8220;My Employee Has Withdrawn Their Resignation. What Can I Do?&#8221;<\/span><\/a><\/p>\n","protected":false},"author":13235,"featured_media":201629,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","editor_notices":[],"footnotes":""},"categories":[5],"tags":[25,577,602,603],"class_list":["post-202847","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment","tag-small-business","tag-employment-agreement","tag-resignation","tag-withdrawn-resignation"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>What To Do if My NZ Employee Withdraws Their Resignation | LegalVision<\/title>\n<meta name=\"description\" content=\"What do you do if your New Zealand employee withdraws their resignation? 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What Can I Do?"}]},{"@type":"WebSite","@id":"https:\/\/legalvision.co.nz\/#website","url":"https:\/\/legalvision.co.nz\/","name":"LegalVision New Zealand","description":"LegalVision is a commercial law firm in NZ with a commitment to innovation","publisher":{"@id":"https:\/\/legalvision.co.nz\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/legalvision.co.nz\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-NZ"},{"@type":"Organization","@id":"https:\/\/legalvision.co.nz\/#organization","name":"LegalVision New Zealand","url":"https:\/\/legalvision.co.nz\/","logo":{"@type":"ImageObject","inLanguage":"en-NZ","@id":"https:\/\/legalvision.co.nz\/#\/schema\/logo\/image\/","url":"https:\/\/legalvision.co.nz\/wp-content\/uploads\/sites\/2\/2020\/11\/LegalVision_square_logo.png","contentUrl":"https:\/\/legalvision.co.nz\/wp-content\/uploads\/sites\/2\/2020\/11\/LegalVision_square_logo.png","width":400,"height":400,"caption":"LegalVision New Zealand"},"image":{"@id":"https:\/\/legalvision.co.nz\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/LegalVision","https:\/\/x.com\/LegalVision_law","https:\/\/www.linkedin.com\/company\/legalvision-group"]},{"@type":"Person","@id":"https:\/\/legalvision.co.nz\/#\/schema\/person\/9387f642e47723252dc4b6c7f3f5fe83","name":"Matthew Bartlett","image":{"@type":"ImageObject","inLanguage":"en-NZ","@id":"https:\/\/legalvision.co.nz\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/ad516503a11cd5ca435acc9bb6523536?s=96","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/ad516503a11cd5ca435acc9bb6523536?s=96","caption":"Matthew Bartlett"},"description":"Matt is a Legal Content Writer at LegalVision, based in New Zealand. Matt previously worked as an employment lawyer in a top-tier firm in New Zealand, and now works at the University of Auckland as a Research Fellow in the Faculty of Law.","sameAs":["anthony.lieu@legalvision.com.au"],"url":"https:\/\/legalvision.co.nz\/author\/mattbartlett\/"},{"@type":"Question","@id":"https:\/\/legalvision.co.nz\/employment\/withdrawn-resignation-what-can-i-do\/#faq-question-1614209238138","name":"Can an employee withdraw their resignation?","acceptedAnswer":{"@type":"Answer","text":"This depends on the circumstances. In general terms, an employee cannot withdraw clear resignations. Ambiguous or hastily made resignations may be withdrawn if there is sufficient doubt that an employee genuinely intended to resign.","inLanguage":"en-NZ"},"inLanguage":"en-NZ"},{"@type":"Question","@id":"https:\/\/legalvision.co.nz\/employment\/withdrawn-resignation-what-can-i-do\/#faq-question-1614209228556","name":"Does my good faith obligation as an employer still apply if an employee has resigned?","acceptedAnswer":{"@type":"Answer","text":"Yes, your good faith obligation still applies. This is true if, for instance, you believe they resigned, but they say that they did not.","inLanguage":"en-NZ"},"inLanguage":"en-NZ"},{"@type":"Question","@id":"https:\/\/legalvision.co.nz\/employment\/withdrawn-resignation-what-can-i-do\/#faq-question-1614209216444","name":"Is it legally required to carry out an exit interview for employees who resign?","acceptedAnswer":{"@type":"Answer","text":"No, it is not legally required to carry out exit interviews.","inLanguage":"en-NZ"},"inLanguage":"en-NZ"}]}},"_links":{"self":[{"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/posts\/202847","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/users\/13235"}],"replies":[{"embeddable":true,"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/comments?post=202847"}],"version-history":[{"count":4,"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/posts\/202847\/revisions"}],"predecessor-version":[{"id":202898,"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/posts\/202847\/revisions\/202898"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/media\/201629"}],"wp:attachment":[{"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/media?parent=202847"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/categories?post=202847"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/legalvision.co.nz\/api\/wp\/v2\/tags?post=202847"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}