Resignation Process and Professional Etiquette
As I was right, and you have also accepted that you resigned via email, I would like to remind you again that this was not the correct procedure for resigning from a position under normal conditions. This is possibly the reason for the problems you are facing today.
When is Email Resignation Acceptable?
Email resignation and communication are acceptable when an employee is not at work due to health or any valid reason and cannot return to the office. In such cases, the employee must mention the valid reason. However, this is not acceptable under normal employment conditions.
Normal conditions imply a situation where an employee is at work, in good health, and able to follow the applicable resignation procedures outlined in the appointment or joining letter. The employee must hand over responsibilities to their immediate supervisor, team leader, boss, HR, or any responsible colleague assigned by authority. They must also obtain departmental clearance, including the handover of work, data/files, IT/Admin assets, and get clearance from the respective authority.
How can any employer accept the resignation of an employee via email without adhering to the aforesaid conditions and procedures?
Employers and employees are bound to obey the agreed terms and conditions of employment. Neither is permitted to disobey these terms, as doing so creates conflicts, as seen in this case.
Notice Period Issues and Conflicts
We all know and correspond with candidates, employees, employers, and others daily about these notice period issues and conflicts. We observe the same breaches of employment terms and conditions, yet mistakes are repeated. This is a serious problem for everyone involved, including employees, employers, students, professionals, and researchers.
How can an employee treat their employment and responsibilities with such irresponsibility? If an employee expects or deserves the right to an appointment letter before joining and agrees to the terms, then the employer deserves the right to have the appropriate procedure followed by the employee.
Professionalism, professional etiquette, employment terms and conditions, procedures, and policies exist for a reason. They are valuable and must be applied.
She has resigned by email, but who will confirm whether it has been accepted? She admitted that she has not formally handed over her work responsibilities or obtained clearance. Who will be responsible for any unfavorable outcomes for the employer? Can any employer accept such a situation and ignore the proper procedure for relieving a candidate?
"A wrong question can only get a wrong answer." Moreover, she has not visited them personally and, if I'm not wrong, has stopped going to the office without informing them or took leave and subsequently resigned by email.
Advice for Sneha
As I mentioned in my previous response, I urge you to visit your employer personally and speak to them—your immediate supervisor, boss, or HR—and get their actual responses and demands. Do not waste time with email communication or waiting for clearance from your employer.
Importance of Following Employment Terms
Company size doesn’t matter, but the procedure, terms, and conditions, along with the actions we perform and the responses of others, do.
To all employees and candidates: Do not forget to follow the agreed employment terms and conditions when resigning. Everyone deserves the right to look forward to future growth and new opportunities, but irresponsible and unprofessional acts can lead to unfavorable situations, even during background checks by future employers.
The Cite Community, members, seniors, and experts can only suggest or direct you on how to proceed, but it is you who must take action.
"Only you and your actions can solve your problems."
Best of Luck.