Thinking of quitting without notice? Here's what HR does in absconding cases
HR departments first try to contact employees who stop reporting to work without notice. Experts say proper exit communication can prevent settlement delays and future verification issues.
Many employees, especially early in their careers, are tempted to simply stop reporting to work instead of serving their notice period. But while "ghosting" a job may seem like an easy exit, HR experts warn that it can create complications ranging from delayed settlements to failed background checks in future jobs.
Whether it is a toxic work environment, a better offer with an immediate joining date or personal reasons, employees sometimes choose to leave an organisation without submitting a formal resignation. In the Human Resource (HR) terminology, this is commonly referred to as absconding – when an employee remains unauthorisedly absent from work without approval or communication for a prolonged period usually 3-7 working days, as per company policy.
Contrary to popular belief, companies do not immediately mark an employee as absconding. Most organisations follow a structured process before initiating separation.
WHAT HAPPENS WHEN AN EMPLOYEE DISAPPEARS?
The first step for HR is to establish contact with the employee. This typically includes phone calls, emails and messages to understand the reason behind the unexplained absence.
If there is no response, HR generally issues formal notices asking the employee to report to work or explain the absence within a stipulated time. These notices are often sent to the employee's registered email address and residential address.
Only after repeated communication attempts fail does the organisation proceed with an absconding or abandonment-of-employment process, as outlined in its HR policy.
WHY COMPANIES FOLLOW A FORMAL PROCESS
HR experts say companies are expected to document every stage of the process to ensure procedural fairness and minimise future disputes.
"Absconding should never be the first conclusion. Employers have a responsibility to make reasonable efforts to contact the employee and provide an opportunity to explain the absence before taking any action," says Sristi Narzary, an HR at Deloitte India.
"The exit process is designed to protect both parties. Proper communication and documented closure help employees avoid unnecessary issues later, while ensuring organisations maintain compliance with internal policies," she adds.
CAN ABSCONDING AFFECT YOUR NEXT JOB?
One of the biggest consequences of leaving without notice is its impact on future employment.
Many organisations conduct background verification and ask for relieving letters or proof of separation before confirming a candidate's appointment. An incomplete exit process can delay onboarding or raise questions during verification.
Employees may also experience delays in receiving their full-and-final settlement, relieving letter or experience certificate if exit formalities remain incomplete.
IS ABSCONDING ILLEGAL?
Absconding is generally not a criminal offence. However, employees remain bound by the terms of their employment contract, including notice period clauses and other company policies. Absconding may be treated as a criminal offense under Bharatiya Nyaya Sanhita 2023 and Bharatiya Nagarik Suraksha Sanhita 2023 in specific contexts. These are rare for employment cases unless fraud or theft is involved.
Whether an employer can recover notice pay or take any contractual action depends on the employment agreement, company policy and applicable labour laws.
While walking away from a job without notice may appear to be the quickest option, HR professionals say a formal resignation is almost always the better route. Informing the employer, discussing notice period options and completing exit formalities can help ensure a smoother transition and prevent complications in future employment.
Many employees, especially early in their careers, are tempted to simply stop reporting to work instead of serving their notice period. But while "ghosting" a job may seem like an easy exit, HR experts warn that it can create complications ranging from delayed settlements to failed background checks in future jobs.
Whether it is a toxic work environment, a better offer with an immediate joining date or personal reasons, employees sometimes choose to leave an organisation without submitting a formal resignation. In the Human Resource (HR) terminology, this is commonly referred to as absconding – when an employee remains unauthorisedly absent from work without approval or communication for a prolonged period usually 3-7 working days, as per company policy.
Contrary to popular belief, companies do not immediately mark an employee as absconding. Most organisations follow a structured process before initiating separation.
WHAT HAPPENS WHEN AN EMPLOYEE DISAPPEARS?
The first step for HR is to establish contact with the employee. This typically includes phone calls, emails and messages to understand the reason behind the unexplained absence.
If there is no response, HR generally issues formal notices asking the employee to report to work or explain the absence within a stipulated time. These notices are often sent to the employee's registered email address and residential address.
Only after repeated communication attempts fail does the organisation proceed with an absconding or abandonment-of-employment process, as outlined in its HR policy.
WHY COMPANIES FOLLOW A FORMAL PROCESS
HR experts say companies are expected to document every stage of the process to ensure procedural fairness and minimise future disputes.
"Absconding should never be the first conclusion. Employers have a responsibility to make reasonable efforts to contact the employee and provide an opportunity to explain the absence before taking any action," says Sristi Narzary, an HR at Deloitte India.
"The exit process is designed to protect both parties. Proper communication and documented closure help employees avoid unnecessary issues later, while ensuring organisations maintain compliance with internal policies," she adds.
CAN ABSCONDING AFFECT YOUR NEXT JOB?
One of the biggest consequences of leaving without notice is its impact on future employment.
Many organisations conduct background verification and ask for relieving letters or proof of separation before confirming a candidate's appointment. An incomplete exit process can delay onboarding or raise questions during verification.
Employees may also experience delays in receiving their full-and-final settlement, relieving letter or experience certificate if exit formalities remain incomplete.
IS ABSCONDING ILLEGAL?
Absconding is generally not a criminal offence. However, employees remain bound by the terms of their employment contract, including notice period clauses and other company policies. Absconding may be treated as a criminal offense under Bharatiya Nyaya Sanhita 2023 and Bharatiya Nagarik Suraksha Sanhita 2023 in specific contexts. These are rare for employment cases unless fraud or theft is involved.
Whether an employer can recover notice pay or take any contractual action depends on the employment agreement, company policy and applicable labour laws.
While walking away from a job without notice may appear to be the quickest option, HR professionals say a formal resignation is almost always the better route. Informing the employer, discussing notice period options and completing exit formalities can help ensure a smoother transition and prevent complications in future employment.
