Employee's Absconding - CiteHR
Industrial Relations And Labour Laws
Ram Chauhan
Sr. Manager - Hr
Recruitment/talent Acquisition, Career Counselling
Statutory Complaince/labour & Employment
Hr Generalist
+3 Others

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Dear All, Kindly provide me any suggestions : 1. to avoid employee’s absconding without any intimation 2. on what actions can be taken against the absconded employee. With regards, Sangeetha
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In order to avoid absconding of employees you should recognise them as contributors to the goals of your organisation. For this pay them good salary (which is the basic thing to motivate anyone including a trainer or psychologist who speaks a lot on motivation theories, improving quality of resources and how to retain manpower) offer them attractive career progression and make them feel good with wonderful working environment.

For the second question I don't have any proper answer because we can not compel an employee to stay with us once he has made his mind to quit and therefore, let him go where ever he wants (and that is his fundamental right also) If we speak about loss the company incurs when one trained person leaves leaves without a substitution, I would say that this is a recruitment error and like any decision which later on may land in loss, this (manpower/ recruitment and selection or retaining) should also be ignored saying that every decision has an element of risk.


Have strong line managers who do their work and engage their employees.
You cannot avoid this situation when an employee wants to abscond..However you can minimise the incidence of absconding by taking fe precautions as under :
1)The first precaution is to be exercised at the time of recruitment itself.
2)Try to figure out either during your pre-interview conversation with candidate or during interview that he seriously needs a job but not a fence sitter
3) Ensure that he fits into the job and work culture of the organisation and enjoys the jobs of the kind that is offered to him.
4)Ensure that the work environment is motivating by maintaining harmony in interpersonal relations in the office.
5)have a look at the salary package of employees to ascertain. whether it is one of the reasons for the absconding.
The above measures possibly can reduce the incidence of absconding
Hope this helps
In-House HR & IR Advisor

Dear All,
Thanks for your reply.
Kindly advice me on the below :
An employee has been trained for a particular project for 3 to 4 months and when the project is about to start they have absconded with out any prior information.
What kind of action can be taken against them?
With regards,
Thanks for your reply.
Kindly advice me on the below :
An employee has been trained for a particular project for 3 to 4 months and when the project is about to start they have absconded with out any prior information.
What kind of action can be taken against them?
With regards,
It appears that your company does not have any policy in dealing with absenteeism. It is advisable to frame policy or to follow the procedure, if any laid down in the contract of service. However, keeping in view the brief details furnished by you about the case, I can say that you can send a communication in writing asking the absenting employee to report for duty specifying a date by which he should resume duty. On his resumption of duty, ask him to explain his un-authorised absence.If his explanation is not satisfactory, inform him so and warn him not to repeat this behaviour in future, failing which he will render himself for disciplinary action. If he does not report for duty,send him another letter advising him to resume work immediately. If he is still absenting from duty, send him a notice that he has voluntarily abandoned his job.and thereafter send him a final notice to that effect.
In-House HR & IR Advisor

Dear Sangeeta,
As per the legal HR Policy, if you are spending any amount on employee to enhance there skills for eg: sending abroad, training etc, you are eligible to ask employee to sign a bond, for 1 or 2 yr/yrs.
Please go ahead and ask to sign a bond, so that this kind of situation can be ignored.
Note: Kindly consult your legal consultant for more details.
Ram Chauhan
Dy. HR- Manager
Dear Sangeetha,
1. During the interview ask about their future plans & family background in detail.
2. See are they seriously looking for the job.
3. Check their adaptability .
4. Maintain constant relationship with employees.
5. Make them feel more valued in the company.
6. Make sure they are happy with the salary.
I am sure the above points will help you .
Executive - HR,
Cistron Infotek.
Mr Madhu has given a very good explanation to your situation.
Further, after two/three recall letters you can just struck his name from company muster roll, more than this you can not do any thing.
As you can not force a person to stay with you, its the motivation, good salary, carrier progress and sense of belongingness to organization can stay attached.
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