How to manage a disruptive employee exit
How to handle a disruptive employee exit
Most employees resign, work their notice and leave on good terms. Easy.
But every so often you get the other type - the one who bad-mouths the business, tries to drag colleagues out with them or checks out completely and stops doing the job.
When that happens, you don’t want to be scrambling for answers. You need clear options that protect the business and keep disruption to a minimum.
Option 1: Keep them working
Works if they’re being professional.
Useful when you need a proper handover.
Tackle problems quickly before they spiral.
Option 2: Address issues head-on
Have a straight conversation about expectations.
Document it properly.
Make it clear what’s required until their last day.
Option 3: Modify their role
Remove client contact if there’s a risk to relationships.
Limit access to systems or sensitive information.
Move them onto low-risk tasks that keep the wheels turning.
Option 4: Put them on garden leave
They remain employed and paid but don’t come in or contact clients.
Good if they have access to sensitive data or could influence others to leave.
Needs a clause in the contract to enforce - though you can suggest it even without one.
Option 5: Pay in lieu of notice (PILON)
End their employment immediately and pay out their notice.
Useful when the disruption is too great.
Again, requires a contract clause to enforce, but can be agreed.
Get prepared now
You can’t always predict which employees will cause issues during their notice. But you can prepare.
Businesses that handle exits well have:
Clear contracts with garden leave and PILON clauses.
A leavers’ checklist covering handovers, system access, and client communication.
Don’t wait until someone’s causing problems. Get the right framework in place now, so when disruption hits, you’re ready.
