As an experienced HR consultant in Edinburgh I can help you navigate challenging exits and protect workplace stability
Most employees leave on good terms. They complete handovers, tie up loose ends and part in a way that benefits everyone. But sometimes, a departure doesn’t go as smoothly.
Perhaps the person becomes disengaged, starts voicing negative opinions, or influences others to consider leaving. When this happens, you need a calm, structured approach that balances protecting your business with treating people fairly.
Understanding your options
Knowing what choices you have, and when to use them, means you can respond thoughtfully instead of reacting under pressure.
1. Continue as planned when behaviour is professional
If the person is completing their work and cooperating fully, the best approach is often to stick with the agreed notice period. This allows for a complete handover and maintains stability.
2. Address issues early with a clear conversation
If you notice concerning changes in attitude or performance, speak with them directly. Be clear about expectations, listen to their perspective and document the discussion to avoid misunderstandings.
3. Adjust responsibilities to minimise disruption
If performance or behaviour is impacting others, consider moving them away from sensitive work, client contact, or high-impact projects while keeping the arrangement respectful.
4. Use garden leave for sensitive situations
With the right contract clause, you can keep them on full pay but out of the workplace, which can protect information, relationships and morale.
5. End employment early with payment in lieu of notice
For situations that cannot be resolved, ending the relationship immediately (while paying the notice period) can protect your team and business.
Supporting your team through the transition
How you handle one departure influences the confidence and trust of the people who remain.
- Communicate appropriately: Share only what’s necessary while reassuring the team about stability.
- Stay professional: Model the behaviour you expect from others.
- Support those impacted: Acknowledge extra workload or emotional strain and show appreciation.
Planning ahead for smoother departures
- Include flexibility in contracts: Garden leave and payment in lieu clauses give you options.
- Create a departure process: Cover handovers, access removal and team communication.
- Train managers: Equip them to spot early signs of difficulty and address them quickly.
Balancing business needs and fairness
Challenging departures are never easy, but they can be managed in a way that protects operations and relationships. The aim isn’t to punish someone for leaving, it’s to ensure the transition is as smooth as possible for everyone involved.
Handled well, these situations can actually strengthen your workplace culture, showing your team that you value fairness, stability and respectful treatment.
Ready to prepare your business for any departure?
If you’re facing a difficult departure, or want to make sure you have the right processes and options in place, I can help. Through our HR consultancy services in Edinburgh, we work with business owners to create clear, practical frameworks that protect their people and their business.
