Managing employee departures with confidence and professionalism

As an experienced HR consultant in Ipswich, I can give you the advice you need to exit employees if that’s the right thing to do

Most employee departures are straightforward. People work professionally through their notice, complete handovers and leave on good terms. But sometimes, things don’t go to plan.

Perhaps a departing employee starts sharing negative opinions, disengages from their work, or creates tension in the team. These situations can feel stressful and disruptive, but with the right preparation, you can handle them calmly and effectively.

Why some departures become challenging

People leave jobs for many reasons. During their notice period, emotions can run high. They may feel frustrated about missed opportunities, disappointed with decisions, or simply disconnected once they’ve decided to move on.

While these feelings are normal, they can affect your remaining team and business operations if not addressed. The key is to have clear options ready for different situations, so you’re not left reacting on the spot.

Your options for different departure scenarios

1. When everything is on track

If the person is working professionally and completing handover tasks, continue as planned. Your role is simply to support them through the transition.

2. When early intervention could help

If you notice behaviour changes, have a clear and supportive conversation. Be specific about what you need from them, listen to any concerns and document the discussion. This often resolves issues quickly.

3. When boundaries are needed

If behaviour still impacts your team or operations, adjust their role. You might remove client contact, limit system access, or reassign tasks to protect business continuity.

4. When garden leave is the best option

For situations involving sensitive information or potential disruption, garden leave allows them to remain employed on full pay while staying away from the workplace. This requires the right clause in their contract.

5. When immediate departure is necessary

Payment in lieu of notice can be used if their continued presence would harm your business or morale. It ends employment immediately while paying their notice period in full.

Laying stronger foundations for the future

Get your contracts right: Include clauses for garden leave and payment in lieu of notice. This gives you flexibility if standard notice periods aren’t working.

Create clear processes: Have a structured departure checklist covering handovers, system access removal, equipment return and client communication.

Protect your culture: Your remaining team will take cues from how you manage departures. Professional and fair handling reinforces trust and stability.

Stay calm and consistent: Your professionalism sets the tone for the whole organisation. Even in difficult situations, measured responses help everyone stay focused.

Taking the pressure off yourself and your team

You can’t control how someone behaves when leaving, but you can control your response. Having clear processes reduces stress and allows you to make informed decisions rather than reactive ones.

Most departures will be smooth. For the ones that aren’t, preparation gives you confidence, protects your business, and maintains the positive workplace culture you’ve built.

Ready to review your approach to departures?

If you’re facing a challenging departure or want to make sure your contracts and processes give you the right options, I can help. I provide HR consultancy services in Ipswich, working with business owners to create practical frameworks that protect their team, reputation and operations in any situation.