How can we stop employees from giving notice and then going on vacation? — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
  • LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

How can we stop employees from giving notice and then going on vacation?

Get PDF file

by on
in Human Resources,The HR Specialist Forum

Does anyone have a formal policy preventing employees from using vacation or paid time off in between the time they announce their resignation and their actual quitting day? It can be really hard to do the necessary “knowledge dump” if the departing employee spends much of his or her last two weeks on vacation? What’s your policy?—C.P.C., Alaska

See responses below

{ 5 comments… read them below or add one }

SKK67 August 24, 2010 at 5:37 pm

Policy should be to employee can not use the time of vocation during the notice period. But will be paid for the unused vacation. Unless the supervisor allows for such vacation time on case to case basis. (based on requirement of KT(knowledge transfer) required for the position.


Joey August 24, 2010 at 4:58 pm

No formal policy here. But if it’s become a problem for you, just tell them that they can’t take vacation once they’ve turned in their notice but that you’ll cash out their unused vacation. I wouldn’t exactly announce that policy to current ee’s or put it in the handbook or you might see people use their vacation then never come back.

If they don’t like it, just show them the door.


Tina August 24, 2010 at 4:48 pm

We have a formal policy that prevents employees from taking time off from the date resignation is given through the effective date. Additionally, any time that was approved prior to the date the resignation was given is rescinded. We implemented the policy for the exact reason you state in your question.


K.F. August 24, 2010 at 4:35 pm

Dear C.P.C. –

Our vacation policy states all vacation must be approved by managers. That said, it’s up to the manager to grant or deny the vacation request. Beyond that, we require that employees work their last day of employment in order for that particular day to be considered their termination date; otherwise, the actual last day worked is considered their termination date.

If it’s a situation where an employee does not want to lose earned vacation time and there is no other way to pass on the knowledge to remaining employees, perhaps you have the flexibility to pay out to the vacation hours upon completion of the successful knowledge transfer period/termination. – KF


Barbara DeClemente August 24, 2010 at 4:30 pm

Our policy for all is that vacation time must be approved, and unapproved time off will not be paid. I would not approve vacation requests for someone who gave notice, and would remind them that any unapproved time off would not be paid. I would then pay them for any unpaid accrued vacation days in their final paycheck.


Leave a Comment

Previous post:

Next post: