News: Contract Law
Contract law training: angry resignations 'can be complex'
12 February 2009
Managers accepting an employee's angry resignation must be careful to consider the legal consequences, which could be highlighted by contract law training.
Rachel Dineley, an employment partner with Beachcroft, tells the Times there are a number of factors which could mean an employee's statement can be retracted.
She says in some cases an unambiguous "I quit" can be accepted on the spot but warns the issue is often more complex.
The partner lists examples in which work-related stress is involved, or where a worker could have been goaded into making a rash decision, as possible complications, the news provider reports.
Contract law training could include the fact a statement which is ambiguous or where extenuating circumstances are present can be challenged.
Ms Dineley says there is no fixed period in which an employee can retract their resignation and that this depends on the circumstances.
She tells the source: "Although it is a matter of good practice for employers not to exploit an employee's rash decision, many managers are under pressure to reduce headcount."
Esther Smith, a partner at Thomas Eggar, recently told HRZone.co.uk that managers dealing with employees who are on maternity leave must be careful to treat them as favourably as other staff members when it comes to promotions.
