What To Do If An Employee Walks Out of Work

It’s a scenario no employer wants to face. An employee walks out of work without warning, leaving behind unfinished tasks, unanswered emails, and a sense of confusion. Whether it’s a heated moment or a quiet disappearance, a sudden resignation with immediate effect can throw a business off balance.

So what should you do if this happens? And just as importantly, what shouldn’t you do?

Let’s break it down.

What Does It Mean If an Employee Walks Out of Work Without Serving Notice?

When an employee walks out of work without serving notice, it’s often referred to as a resignation with immediate effect. In most cases, this means they’ve chosen to end their employment without working their contractual notice period.

This can happen for a variety of reasons, including:

• A breakdown in working relationships
• Personal or health issues
• A better job offer elsewhere
• Feeling undervalued or overwhelmed

From a legal standpoint, employment law doesn’t require employees to give notice unless it’s stated in their contract. Most contracts do include a notice period, though, typically between one week and one month, and if an employee chooses to simply walk out, they’re technically breaching that agreement.

What Should I Do If an Employee Walks Out?

Here’s a calm, practical approach to handling an employee walkout. It’s important to remain professional and keep a record of everything. Make a note of the time, date, and circumstances of the walkout. If there were witnesses, ask them to write down what they saw and heard. Keep records of any communication from the employee, such as texts or emails. They may be looking to bring a claim for constructive dismissal, so gather whatever evidence and information you can in case you need it at a later date. If you’re unsure what constructive dismissal is then you can find out more about it on the ACAS website.

 

Although you may be tempted to just let the employee go, you should try to make contact if you don’t hear from them. Reach out to the employee to clarify their intentions. Did they mean to resign? Are they coming back? Do they need time to think? Sometimes, people walk out in the heat of the moment and regret it later. A simple phone call or email can help clear things up. Whatever their decision is, ask them to put it in writing, that can be a letter, an email or even a text message.

 

If the employee confirms that they are indeed leaving without giving notice, then check their contract to confirm their notice period and any clauses related to resignation. If they’ve breached the terms, you may be entitled to withhold final pay for unworked notice; this should be handled carefully and in line with legal advice.

Employers should also consider how to protect their business in the event of an employee walkout. If the employee has access to sensitive data, has business-critical client relationships, or holds any company property, then act quickly:

• Revoke access to systems and email
• Make arrangements to recover company equipment
• Inform relevant teams or clients if necessary

Protecting the company also includes dealing with the immediate impact of being an employee down with the same amount of work to do. Try to redistribute the employee’s tasks as fairly as you can at least in the short term to minimise disruption. If the role is integral to the success of your business, then consider bringing in temporary cover or fast-tracking your recruitment process.

If you’re unsure about your legal position, then seek advice.

What Shouldn’t I Do If an Employee Walks Out?

It’s easy to let frustration take over but reacting emotionally in this situation can make things worse. Here’s what not to do. Don’t make assumptions. Just because someone walks out doesn’t mean they’ve officially resigned. Unless they’ve clearly stated their intention to leave, you may need to treat it as unauthorised absence until the resignation is confirmed. Don’t withhold pay without just cause, you can’t automatically dock wages unless the employee’s contract allows it or the employee agrees to it. Even if they’ve breached their notice period, you must follow proper procedures.

Unlawful deductions from wages can lead to tribunal claims so be careful. Professionalism is also vital, venting frustrations about the employee who has walked out to colleagues or clients can damage your reputation and overall employee morale, so deal with things as confidentially as possible. When an employee walks out it is easy to focus just on them. However, a walk out might be a symptom of deeper issues such as poor management, burnout, or unresolved conflict between colleagues. Use the situation as a chance to reflect and improve your workplace culture. If you need to redistribute the employee’s work then don’t just dump it all on one person, view workloads and capacity and where possible share it out.

What Does It Mean for Your Business?

An employee walk out can be disruptive, but it’s not the end of the world. The key is to respond with clarity, professionalism, and a cool head.

Here’s what it might mean for your business:

• Short-term disruption: Projects may be delayed, and workloads redistributed.
• Legal considerations: You’ll need to handle final pay and contractual obligations carefully.
• Team morale: Sudden departures can unsettle other staff—communication is key.
• Opportunity for change: It’s a chance to review your onboarding, management style, and employee wellbeing strategies.

Although a walk out can feel like a curveball, it’s something many employers will face at some point. By understanding your rights, staying calm, and acting professionally, you can turn a difficult moment into a manageable one.

By using HRX you can store all employee documents online and can access them quickly and easily. If you are dealing with a walk out then you can find the employee’s contract and check their notice period in a few clicks, and you can upload copies of emails, messages and any letters relating to the situation so that everything is in one place. With our online holiday booking facility you can also review how much annual leave has been taken, so that you can calculate any monies owed or due for annual leave to an employee who has walked out. You can also record them as a leaver on the system simply and efficiently. To find out more about HRX and how it can work for your business take a look at the FAQ section of our website.