Can Shortening Notice Periods Really Cut Down on Employee No-Shows? Let's Discuss

Hi all,

I believe that if companies limit their notice period to 30 days, the issue of no-shows can be significantly reduced. This restriction would prevent employees from having ample time to explore other job opportunities while still holding onto their current offers.

Any suggestions, please?

Thank you.

Your question is not clear. What is the link between no-shows and notice period? What we understand by no-shows is that a person accepts the offer of a job but does not join on the stipulated date. Kindly clarify.

The Issue of No-Shows in Employment

Many companies face challenges when a selected job candidate does not join on the proposed date. This situation disrupts the company's planning and operations.

The Role of Notice Periods

Anoop contends that the problem of "no-shows" is exacerbated by a long notice period of 90 days. This extended period allows the current employer to persuade the employee to stay by offering increased pay, promotions, or additional perks. If the job candidate accepts these offers and does not join the new company as agreed, it leaves the prospective employer in a difficult position. To mitigate this issue, Anoop suggests reducing the notice period.

Discussion and Debate

For Mr. Prabhat Ranjan Mohanty: There could be merit in his argument or there may not be. Nevertheless, it would not be advisable to dismiss some members' propositions. Let us discuss, debate, and disagree, but not discourage!

Thanks,

Dinesh Divekar

[Phone Number Removed For Privacy-Reasons]

Dear Respected Dinesh,

I understand that longer notice periods to quit can make new joiners hesitate while joining. I asked this question because his post is slightly confusing. Thanks for the clarification.

The suggestion of the querying member can be tried. Apart from this, a 'no show' can also be avoided by probing the candidate at the time of the interview about what is the key motivating factor for the employee to switch jobs. If the predominant motive is a better salary, then there is a risk of a 'no show' as they can be tempted by their employer with an attractive counteroffer. If the reason for change is a better job profile, career growth, greater autonomy, or work-life balance, and if the prospective company meets their needs adequately, then the 'no shows' can greatly diminish. The solution can also include managing "no shows" by keeping a panel of candidates who can fill the vacancy if an employee does not show up.

Regards, B. Saikumar
HR & Labour Law Adviser
Navi Mumbai

The link between a shorter notice period or a longer notice period and no-show is tenuous. A person joins a company keeping many factors in mind. If I join a company, I would consider job prospects, career growth, value addition for my CV, and general things like distance from residence, pay, leave, etc. Longer or shorter notice periods will not have a significant impact if the company is otherwise good. A shorter notice period by itself will make no difference.

Dear Anoop, I think it would be better to provide details of your apprehension regarding restricting the notice period. Only then can there be a sound and fruitful discussion by the members. Hence, it is necessary to know the exact query from the seeker.

Purpose of the notice period

In short, the notice period is determined to check retrenchment and victimization by the employer. This is a mechanism under the ID Act. It is a worker-friendly system and helps workers substantially. The notice period of 3 months greatly assists workers subject to victimization or loss of employment in arranging alternative employment.

Benefits for both parties

This notice period helps both the employer and employee to manage their respective requirements and stand against uncertainty.

I appreciate the role of Mr. Divekar for shedding light on the discussion.

The clause about the notice period is a mutually beneficial clause to avoid both employees and employers being caught off guard by sudden termination or resignation. It provides time for both parties to seek alternative arrangements to overcome the problem of sudden unemployment or loss of a resource.

Saikumar

Dear Anoop,

Beyond agreeing with all learned senior members' points, the notice period also gives a chance for both the employer and employee to reduce any gap in the actual exit process. This may lead to a positive situation where the employee can be asked to continue in service.

Thank you.