Post by joypaultop1 on Jan 16, 2024 10:27:40 GMT 4
Burnout syndrome , great resignation or silent resignation, are some of the terms that have become popular in recent years to refer to situations in which workers lose motivation for their work and resign from their position or carry out the minimum possible activity. According to the Hays 2022 Labor Market Guide, 43% of Spanish professionals have a certain feeling of exhaustion or work fatigue. Although your organization makes an effort to attract and retain talent, any worker can request voluntary leave, so you may have questions. Is a 15-day notice required by the worker? How much must be paid as a severance payment when a voluntary resignation occurs? What happens when it is requested during the trial period? In this article we answer all your questions. Table of Contents Regulation of voluntary dismissal in the Workers' Statute How is a voluntary withdrawal managed? The solution to manage a voluntary withdrawal correctly Frequently asked questions about voluntary employee leave Regulation of voluntary dismissal in the Workers' Statute According to article 49 of the Workers' Statute, the employment contract will be terminated, among other reasons, due to the resignation of the worker. In this case, the employee must notify the employer within the period established by the applicable collective agreement or the custom of the place and it is not necessary to allege a specific reason for said resignation. The usual thing is that in voluntary withdrawal or resignation a 15-day notice is applied with respect to the day on which it becomes effective. In the event that the worker does not comply with the notice, it can be understood that there is an abandonment of the job.
How is a voluntary withdrawal managed? The management of voluntary withdrawal by the company requires following a series of steps that are as follows: Receive the discharge document or resignation letter The applicable regulations do not reg Fax Lists ulate a specific way of communicating the voluntary resignation, but it is advisable to leave a written record of it, so the most appropriate thing is for the worker to communicate it in writing to the company in a document that is delivered in duplicate that contains the following data: Date of the letter. Company and employee data. Willingness to voluntarily terminate the employment contract. Mention of the applicable notice according to the collective agreement or custom of the place and specific date of the effectiveness of the leave. Signature of the worker and seal and signature of the company as proof of receipt. Talk to the employee's manager When a worker decides to leave, an opportunity is created for the company to improve and it is important, whenever possible, that the cause of the worker's voluntary termination be found out . Some of the most frequent causes of voluntary withdrawals are the following: Economic reasons . It may happen that the worker has received a better economic offer in another company in which case, you can make a counteroffer. Willingness to move up the company hierarchy . If the employee wants to be promoted, you can propose a promotion and a salary increase. Inability to reconcile professional and personal life. In this case, the worker can be offered greater flexibility in their working hours or the possibility of working remotely one day a week. Prepare for the employee's departure If the employee's decision is irrevocable or the employer does not wish to retain him, it is important to prepare for his departure from the company. The following actions can be performed: Inform the team of the worker's voluntary resignation. Hold a meeting to verify pending tasks so that the team's productivity is not affected.
Coordinate the employee's last days so that they finish pending tasks and delegate those that they cannot finish to a colleague. Calculate the settlement The company must calculate the settlement for the voluntary resignation that corresponds to the worker and will take into consideration: The proportional part of the salary that corresponds to the month in which the leave occurs. If an employee presents his/her voluntary resignation letter on the 3rd and works until the 18th, he/she will have to be paid the salary corresponding to the eighteen days worked. Overtime worked and not paid. Extra payments not collected and prorated. Vacation days not enjoyed. Per diems or other extras that are included in the worker's payroll. Review the permissions and tools the employee has As an employer, you will also have to review the permissions that the worker has in the workplace to avoid access to confidential information once the employment contract ends. Deliver the settlement for voluntary resignation Finally, you must deliver the settlement to the worker so that he can sign it as proof of compliance. If you deem it appropriate, you can have a farewell gift to maintain a good relationship with the employee and generate a good work environment. The solution to manage a voluntary withdrawal correctly Managing sick leave can be quite a challenge if you do not work with the right tool. How to do it without this posing a problem for the work teams? It is recommended to use a platform that allows: Know the period of time that each employee has been in the company, the days pending vacation, total overtime hours and extraordinary payments. Carry out an offboarding survey in order to find out the reasons that led to the worker's termination, concerns or problems that may have arisen. Digitally sign the sick leave documents , such as: severance pay, pending compensation, resignation letter or voluntary sick leave. Transfer responsibilities and functions within the platform to another member of the team when the person who leaves is a manager or team leader. With Factorial software you can manage voluntary resignations and calculate severance pay in a simple way. Start automating tasks and saving time. Request a free demo here.
How is a voluntary withdrawal managed? The management of voluntary withdrawal by the company requires following a series of steps that are as follows: Receive the discharge document or resignation letter The applicable regulations do not reg Fax Lists ulate a specific way of communicating the voluntary resignation, but it is advisable to leave a written record of it, so the most appropriate thing is for the worker to communicate it in writing to the company in a document that is delivered in duplicate that contains the following data: Date of the letter. Company and employee data. Willingness to voluntarily terminate the employment contract. Mention of the applicable notice according to the collective agreement or custom of the place and specific date of the effectiveness of the leave. Signature of the worker and seal and signature of the company as proof of receipt. Talk to the employee's manager When a worker decides to leave, an opportunity is created for the company to improve and it is important, whenever possible, that the cause of the worker's voluntary termination be found out . Some of the most frequent causes of voluntary withdrawals are the following: Economic reasons . It may happen that the worker has received a better economic offer in another company in which case, you can make a counteroffer. Willingness to move up the company hierarchy . If the employee wants to be promoted, you can propose a promotion and a salary increase. Inability to reconcile professional and personal life. In this case, the worker can be offered greater flexibility in their working hours or the possibility of working remotely one day a week. Prepare for the employee's departure If the employee's decision is irrevocable or the employer does not wish to retain him, it is important to prepare for his departure from the company. The following actions can be performed: Inform the team of the worker's voluntary resignation. Hold a meeting to verify pending tasks so that the team's productivity is not affected.
Coordinate the employee's last days so that they finish pending tasks and delegate those that they cannot finish to a colleague. Calculate the settlement The company must calculate the settlement for the voluntary resignation that corresponds to the worker and will take into consideration: The proportional part of the salary that corresponds to the month in which the leave occurs. If an employee presents his/her voluntary resignation letter on the 3rd and works until the 18th, he/she will have to be paid the salary corresponding to the eighteen days worked. Overtime worked and not paid. Extra payments not collected and prorated. Vacation days not enjoyed. Per diems or other extras that are included in the worker's payroll. Review the permissions and tools the employee has As an employer, you will also have to review the permissions that the worker has in the workplace to avoid access to confidential information once the employment contract ends. Deliver the settlement for voluntary resignation Finally, you must deliver the settlement to the worker so that he can sign it as proof of compliance. If you deem it appropriate, you can have a farewell gift to maintain a good relationship with the employee and generate a good work environment. The solution to manage a voluntary withdrawal correctly Managing sick leave can be quite a challenge if you do not work with the right tool. How to do it without this posing a problem for the work teams? It is recommended to use a platform that allows: Know the period of time that each employee has been in the company, the days pending vacation, total overtime hours and extraordinary payments. Carry out an offboarding survey in order to find out the reasons that led to the worker's termination, concerns or problems that may have arisen. Digitally sign the sick leave documents , such as: severance pay, pending compensation, resignation letter or voluntary sick leave. Transfer responsibilities and functions within the platform to another member of the team when the person who leaves is a manager or team leader. With Factorial software you can manage voluntary resignations and calculate severance pay in a simple way. Start automating tasks and saving time. Request a free demo here.