Dealing with a verbal resignation - General - HR in Schools and Academies

3 Dealing with a verbal resignation

Donna | 0 Posts

11 May, 2017 14:00

We have recently had a situation whereby a member of staff has walked out of school and has alleged that a child has pushed her and injured her, no senior support was immediately available so the member of staff has walked out school and when contacted the next day has said she is not coming back in school.

No forms or anything were filled in at the time (injury book etc) by the individual but were by another member of staff who was present. The child has now been excluded.

I am proposing to speak to the individual and let her know that we will be doing an investigation into the allegations she has made and maybe she needs some cooling off time before she submits a resignation. She has not yet reached 2 years service.

Am I missing something fundamental that I should be doing? Any advice would be welcomed.

Many Thanks

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Annette | 0 Posts

11 May, 2017 14:42

I would also follow the conversation up in writing including the offer of time to consider her decision and asking her to confirm in writing if she does want to resign.
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David Perry | 0 Posts

11 May, 2017 15:03

She has no claim to unfair dismissal or constructive dismissal as she has less than 2 years continuous service. However, I would do as Annette suggests and give her the chance to reconsider.
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David | 0 Posts

11 May, 2017 22:29

In reply to David Perry:
Hi Donna

Your employer still has a duty of care towards this member of staff - small risk involved (of eg personal injury claim) maybe, but your employer ought to have taken and be taking all possible reasonable steps to prevent actions like this one happening and to deter any future ones. So investigate thoroughly, allow resigning employer to reconsider after reassurances etc and keep good records of everything, whatever the eventual outcome.
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