Why does job abandonment happen?

Job abandonment can happen for many reasons, including:

• Inability to fulfill the requirements for a position 
• Employee has received a better offer elsewhere 
• Employee is embarrassed after an issue at work 
• Fear of resigning in person 
• Ignorance about company policies 

In many of these scenarios, if you’re able to reach the employee before they reach the stage of simply vanishing, you might have a chance of retaining them. 

Some industries have higher rates of job abandonment than others. Those with a high percentage of casual or shift workers tend to see greater rates of abandonment, but the phenomenon does occur in other industries too.

No-shows vs. job abandonment

If a person fails to show up to a scheduled shift without giving notice, this is classed as a no-call/no-show. Occasional no-call/no-shows can be dealt with under your company’s disciplinary policy.

Several consecutive no-call/no-shows would be a cause for concern and may trigger an investigation under your company’s job abandonment policy. This would be included in an individual’s employment contract.

Not all no-shows are job abandonment

While no-call/no-shows put employers in a difficult position, try not to assume the worst if an employee fails to show up for multiple scheduled shifts. There are valid, non-abandonment reasons why this might happen. A person may have been in an accident or suffered a medical emergency, or they may be dealing with a family crisis.

Rather than treating all no-call/no-shows as potential job abandonment, take some time to investigate. Attempt to contact the employee by call, SMS, email or other methods before sending them a termination of employment letter. If you do reach the stage of having to send a letter terminating the person’s employment and you would be willing to reconsider your decision, include a note asking them to contact you if there are mitigating circumstances such as a medical emergency.

Tips for preventing job abandonment

Unless it occurs due to a significant medical emergency or other crisis, job abandonment reflects a breakdown in communication between employee and employer. In many cases, this can be prevented by having better engagement throughout the employee lifecycle and by providing staff with clear information via the employee handbook.

Create a job abandonment policy

The job abandonment policy sets out what is classed as job abandonment and how you would investigate it. It also describes the point at which a person would have their employment terminated for being absent without contacting their superiors.

There is no federal law defining how many days of unauthorized absence in a row are classed as abandonment. Some states may have case laws that establish a time period before a person who has failed to show up for work would be classed as having abandoned their job. Seek advice from an expert if you’re unsure what the job abandonment law is in your state.

In the policy, outline the steps you will take to try to reach someone who is missing from work for several consecutive days and the point at which the employee will be treated as eligible for termination. Should someone abandon their position, follow this process, documenting each step.

The policy may also detail any penalties an employee might face if they quit without notice. For example, if the employee has been given a loan or perks that are conditional on fulfilling a contract, you might specify that leaving early or without notice could see the cost of these subtracted from the final paycheck.

Improve the onboarding process

Reduce the risk of new hires abandoning their jobs by making onboarding as smooth as possible. Foster a culture that’s inclusive and welcoming and where team members feel safe to ask questions. Encourage people to see mistakes as learning opportunities rather than a cause for punishment. A positive culture can help improve morale and retention.

Conduct regular reviews

Conscientious people don’t abandon jobs lightly. Rather, they walk away from a position without notice because they’re unhappy in the job or because they’re struggling and are too embarrassed to ask for help.

Conducting regular performance reviews can help identify problems of this nature. It gives you as a leader a chance to review each employee and discuss areas where they might be struggling. This type of regular communication also gives your employees a chance to discuss any issues they might have and request opportunities for training or progression if they’re performing well.

Offer options for medical leave

Support employees by offering the option to take medical leave if required. Illness and medical conditions are common causes of job abandonment, and by making it clear you’ll support team members who need time off for medical reasons, you’ll be less likely to have someone vanish without a trace.

By encouraging employees to speak up if they’re struggling or need support, you’ll create an environment where your team is less likely to just stop showing up when they’re faced with a crisis. In situations where an employee’s departure is inevitable, open communication may help make the transition amicable, leaving the option open for them to return to your company in the future.

Seek input from departing employees

If an employee resigns formally, take the opportunity to conduct an exit interview. This could provide you with useful information about how employees view the company, why they choose to leave and how you could improve retention for current and future employees.

Be flexible with scheduling

If an employee asks for flexible hours or other support, consider trying to accommodate them. Not only might this be more cost-effective than losing them, but it could also benefit you by increasing employee job satisfaction and loyalty.

Job abandonment FAQs

What is considered job abandonment?

If an employee fails to report to work as scheduled on several consecutive occasions without giving notice and does not inform their employer if or when they intend to return to work, this is classed as job abandonment. Job abandonment is not the same as a single no-call/no-show absence.

How do you fire an employee for job abandonment?

If you suspect an employee has abandoned their position, start by investigating the absence. Document the absences and your attempts to reach the employee. If you are unable to reach the employee and they’re absent for three or more days, follow your company’s termination procedure.

Is job abandonment classed as serious misconduct?

Many employment contracts list unauthorized absence as a misconduct offense. Repeated absences may constitute a reason to dismiss an employee. Check the terms of the employee’s contract and follow your organization’s dismissal procedures carefully.

How can you reduce the risk of job abandonment?

Creating an environment where employees are highly engaged and feel comfortable communicating with their managers can reduce the risk of job abandonment. Conduct exit interviews and regular employee reviews to learn the concerns and issues faced by your employees.