When an employee gives their two-weeks’ notice, it can raise questions for employers about how to manage the transition effectively while maintaining fairness, compliance, and business continuity. While a two-week notice period is customary and professional, employers are not always obligated to accept the full notice or continue employment through that time.
From an employer’s perspective, here are key considerations:
1. Accepting or Declining the Full Notice Period
Employers are generally not required to honor the full two weeks. If keeping the employee on board during the notice period is not in the company’s best interest—for example, due to concerns about morale, access to sensitive information, or client relationships—it’s reasonable to end employment earlier. However, if you choose to shorten the notice period, it’s best practice to pay the employee for the full two weeks (or whatever time remains), unless there’s a compelling reason not to. Doing so demonstrates professionalism and protects your reputation as a fair employer.
2. Final Pay and Benefits
Upon resignation, final pay should include all wages earned up to the last day worked, including any unused vacation or paid time off (PTO), depending on your state laws and company policy. Some states require payout of accrued PTO, while others (including WI) allow employers to set their own policies—so it’s important to review your handbook and local regulations.
Additionally, inform the employee about the status of their benefits, such as health insurance coverage, COBRA continuation options, and retirement plan rollovers. Providing a clear summary of their final paycheck, benefit end dates, and any action items helps ensure a smooth departure and reduces the risk of misunderstandings.
3. Professionalism During Transition
Even if you’re declining the full notice period, maintain a respectful and professional tone. Thank the employee for their contributions and, where appropriate, conduct an exit interview to gain feedback and leave the door open for a future working relationship.
In short, how you handle a resignation says a lot about your organization. Whether you accept the full notice or end employment sooner, treating the situation with consistency, transparency, and respect goes a long way in preserving your company culture and employer brand.