Here's how to make a good exit
Resigning can be thrilling, especially the first time you do it. Employees have right to terminate an open ended employment contract without giving any specific reasons. However, there are a few things to consider when it comes to resigning, especially if you care about your personal brand. Pointless burning of bridges and stretching of fingers can be short-sighted, even if the job was toxic.
Start by giving notice of resignation
Resignation notice templates can be found on the internet if the company does not have its own notice or a predefined way of giving notice. In smaller companies, it is also possible to call your supervisor. However, you will still need to send a written notice of resignation, stating the resignation, date, last day of work, your personal details and employer's details. If you want to make a good job of resigning, do it in writing from the start.
Notify the right person of your resignation
Regardless of the size of the company, you must inform your own supervisor of your resignation. In addition, it is often reported to the company's HR department. It is a good idea to send a copy of the notice of resignation by e-mail to a few people in the company so that it is kept and there are no misunderstandings, for example about the date of resignation.
When to give notice
Employee can resign at any time without giving any reason, including on leave. The recommendation is to resign only after a new contract of employment has been signed. Take into account termination period. If you resign during a holiday, the termination period will begin to count during the holiday.
How is the termination period calculated?
The period of resignation starts from the day following the day of resignation. So, for example, if you have 14 days' notice and you resign on the 1st of the month, your employment will end on the 15th. If the notice period is counted in months, it will end on the same day as the notice of termination is given, for example on the 29th. If there is no corresponding day in the month, the last day of the month is considered to be the end of the period. For example, if the notice of termination is given on 30th January and the notice period is one month, the employment relationship will end on 28th February.
During the notice period, you must fulfil your obligations to your employer
During the notice period, the employee is obliged to work if he or she has not been released from this obligation. If the worker is released from his/her duties, he/she must still be paid for the period of notice. The employee's obligations and rights remain unchanged during the notice period, which means that you can use occupational health services and other employment benefits as normal.
Payment of salary upon termination of employment
During the notice period, the employer must pay the worker his/her salary as normal. In the same way as the employee must perform his/her duties. An employer who fails the notice period is obliged to pay the employee full salary, including fringe benefits and holiday pay, during the notice period. In addition, an employer who does not respect the notice periods may have to pay the employee the waiting pay. Waiting pay is payable when there is a delay in the payment of wages at the end of the employment relationship [does not receive his/her wages on the day of termination]. However, you should be careful here as there are certain rules on the payment of waiting pay.
Take into account the fact that someone else will be hired to take over the job. A model resignation ensures that the job is completed, or at least as far as the resignation period allows, prepares the materials and clarifies the plan for the next person, for example by organizing the materials clearly and storing them in the cloud or similar for the next person.