HR Workforce Solutions
By Nonprofits, For Nonprofits
Question: We’ve recently learned that one of our employees is planning to leave the company and has been applying for positions elsewhere. Can we terminate them?
Answer: Terminating employment because an employee is looking for work elsewhere isn’t expressly prohibited by law, but we wouldn’t recommend it. You might be surprised by how many of your employees are looking for other opportunities—either actively or passively—while still doing good work for your organization. If you start terminating everyone who is keeping an eye out for the next opportunity, you may find yourself with woefully few employees left. This is also the kind of organizational behavior that makes the water cooler news, hurts morale, and may even make it into an online review of your business. For all of these reasons, we’d suggest a different approach.
Instead of terminating this employee, you might consider talking with them to determine why they are looking for work elsewhere and what might motivate them to stay. There may be issues you can fix. In fact, a lot of employers regularly conduct both exit and stay interviews to get more insight into the reasons that their employees leave or what keeps them motivated to stay. This information helps them better engage their workforce and increase retention.
This Q&A was provided by Mineral, powering the UST HR Workplace. Have HR questions? Sign your nonprofit up for a FREE 60-day trial here. As a UST member, simply log into your Mineral portal to access live HR certified consultants, 300+ on-demand training courses, an extensive compliance library, and more.
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UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
