Four Realities of Employee Resignation

  1. A resigning employee must provide his or her employer with reasonable advance notice of the resignation.
  2. The amount of notice required will depend on how integral the employee is to the organization and how difficult it will be to find and train a replacement. Despite the commonly-held belief, two weeks’ notice is not always sufficient.
  3. A written employment contract can be used to specify the amount of notice an employee must give when resigning.
  4. If an employee does not provide reasonable notice of resignation, the employer may have legal recourse against the employee.

DISCLAIMER: The information provided herein is for general purposes only, and is not legal advice. This information relates only to the laws of the Province of Ontario and related laws of Canada applicable in Ontario, and is believed to be correct as at the date it was assembled, but may contain inadvertent errors or inaccuracies and may be out of date when accessed. Cohen Highley LLP disclaims any and all liability and accepts no legal responsibility relating to any use or reliance on this information. Use or reliance on this information does not establish any form of lawyer-client relationship with Cohen Highley LLP, and any such alleged relationship is hereby disclaimed. Legal advice depends on facts and circumstances, and should only be obtained through direct personal consultation with a licensed legal professional. This information is protected by Canadian and international copyright laws and may not be reproduced, transmitted or otherwise disseminated without the express written consent of Cohen Highley LLP.

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