Employee Health vs. Notice Recovery: Should HR Prioritize Compassion or Policy?

Dear All, I need help here. If an employee had resigned stating better career prospects but at the time of the exit interview mentioned to HR that it is due to health issues that she would not like to continue. She goes on leave during her notice period stating the same reason and has submitted the doctor's certificate for the same. Later on, she even reported to work for one day, and during that time, she again said that she is feeling feverish. When she was sent to the organization's medical team, it was found that she had a high heart rate which was fluctuating but no fever as such. After that day, she messaged HR that she cannot continue due to her health conditions. Should HR waive off the recovery or still go ahead and recover?

Now her boss is pressurizing HR to take notice recovery. When HR mailed her about the same, she replied with the above-mentioned details and requested a waiver. If HR still pursues recovery, then is that good for the organization?

In general, if an employee fails to complete the proper notice period, recovery against the shortfall will be made either from the full notice or proportionate notice, which will be deducted from their Full and Final Settlement payable to the employee. However, this can vary from case to case, especially if the reason for not serving the notice is genuine, such as due to ill health.

Therefore, please ascertain whether her reason for ill health is genuine or just an attempt to avoid serving the notice period. Based on that assessment, you may make a decision. It is purely at HR's discretion, and while her immediate superior can recommend, they cannot force HR to arrive at a particular decision. If the employee's heart rate is high based on the nature of her work, please consider this in your decision-making process.

Thank you for the suggestion.

Background of the Situation

The nature of the job is in accounts, and the employee had never previously complained of a health issue. In fact, she mentioned in her exit interview that she was expecting but never provided documentation. Later, she cited a health issue and submitted a doctor's certificate from her family doctor stating that she had a fever and hyperacidity. Hence, HR decided to waive off her recovery. The twist is that she had taken PLs for her wedding, which her senior had approved against the policy, with special approval from the management. Now, the same senior is asking for those PLs as recovery from her.

HR's Consideration

I wanted to reaffirm that when the organization's medical team confirmed that the employee, though she complained of feeling feverish, did not have a fever. However, due to an improper heart rate, it may be concluded that her body was indicating a possible health problem. On those grounds as well, HR can waive the complete recovery.

Hi,

Yes, based on the situation, HR can make a decision on it. You may consider mentioning in the relieving letter or Full and Final Settlement sheet that the "notice period was not completed due to ill health reasons."