As an experienced HR consultant in Suffolk, I can help you to exit disruptive leavers professionally if necessary
Most employees leave on good terms, working through their notice period professionally, completing handovers and maintaining relationships. But sometimes, things don’t go so smoothly.
A departing employee might criticise the business to colleagues, encourage others to leave, or disengage from their work entirely. When this happens, you need clear options to protect your operations and your remaining team.
Why some departures become difficult
People leave jobs for many reasons. While most handle it professionally, emotions can run high when someone feels undervalued, frustrated, or unhappy. In some cases, they may believe they’re helping colleagues by sharing negative opinions.
The problem is that this behaviour can harm morale, disrupt customer service and create operational challenges when you most need stability. Your team should not have to carry the extra strain of someone else’s grievances.
Practical options for handling disruptive leavers
1. Start with a clear conversation
If behaviour changes after notice is given, address it directly. Explain your expectations for the rest of their time with you and document the discussion. Often, people don’t realise the impact of their actions until it’s pointed out.
2. Adjust their role to minimise disruption
If problems continue, you can:
- Remove client contact to protect key relationships.
- Restrict access to sensitive systems or data.
- Reassign them to less critical work.
3. Consider garden leave
Garden leave allows someone to remain employed and paid but away from the workplace and systems. This can prevent further disruption, especially if they have access to sensitive information or influence over others. A contract clause makes this easier to enforce, but it can still be suggested.
4. Use payment in lieu of notice when necessary
For severe situations, you can end employment immediately and pay them for their notice period. This should be used when their presence would harm your business or team morale.
How to prepare before problems arise
- Update contracts: Include clauses for garden leave and payment in lieu of notice.
- Have a leavers’ process: Plan for handovers, system access removal, equipment return and client communication.
- Protect your culture: Show your remaining employees you will act to maintain a respectful and productive workplace.
The risk of ignoring disruption
Letting disruptive behaviour continue during notice periods can:
- Lower team morale and productivity.
- Damage client relationships.
- Leave important work incomplete or poorly executed.
It also sends the wrong message about what behaviour is acceptable.
Final thoughts
Most difficult departures can be resolved with clear communication. But when that’s not enough, the right processes and contract clauses allow you to act quickly and confidently.
If you’re dealing with a challenging leaver or want to make sure your contracts and processes give you the right options, I can help. Through HR consultancy services in Suffolk, I work with business owners to handle departures professionally while protecting both their people and their business.
