{"id":209457,"date":"2021-08-18T15:14:04","date_gmt":"2021-08-18T02:14:04","guid":{"rendered":"https:\/\/legalvision.co.nz\/?p=209457"},"modified":"2021-09-03T16:31:58","modified_gmt":"2021-09-03T03:31:58","slug":"resignation-letter","status":"publish","type":"post","link":"https:\/\/legalvision.co.nz\/employment\/resignation-letter\/","title":{"rendered":"Handling an Employee’s Resignation Letter in NZ"},"content":{"rendered":"

Running a business means that you will be managing people daily. Looking after your employees is essential as your business will likely run better with more motivated employees. However, labour turnover will happen in any business, and you must be prepared when this happens. Usually, your employee will give you a resignation letter to inform you that they are leaving your organisation. This article will explain what you should do in this situation and how your business should react.\u00a0<\/span><\/p>\n

What Is a Resignation Letter?<\/span><\/h2>\n

When your employee decides that they want to leave your business, they will draft a resignation letter. The resignation letter will detail why they want to leave the company and when they plan to leave.<\/span><\/p>\n

Knowing how to react appropriately and professionally can be challenging for an employer. However, there are a few steps you can take upon receiving a resignation letter.<\/span><\/p>\n

1. Check the Employment Contract<\/span><\/h2>\n

The structure of your employment contract will determine how you should proceed when receiving a resignation letter. If your employee is on a <\/span>fixed-term contract<\/span><\/a> and they want to break this, there may need to be a sufficient reason for this. A fixed-term contract is an employment agreement that is meant to last for a certain period of time. The contract may include a termination clause that allows the employee or the employer to cancel the contract if meeting specific circumstances.<\/span><\/p>\n

These circumstances could be if the employee breaches the contract or if the employer cannot provide what the contract specifies. Alternatively, the termination clause could allow the employee to cancel the contract if they find a better opportunity at a different firm. As an employer, you must never forget your <\/span>good faith obligation<\/span><\/a> to your employees. Therefore, where an employee wishes to move onto a different job, you should not unreasonably try to keep an employee who is unwilling to stay.\u00a0<\/span><\/p>\n

Additionally, it may be the case that the employment contract has no fixed end date. This means your employee can leave your business at any time. However, your employee must still give you sufficient notice.\u00a0<\/span><\/p>\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n

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