Absconding is when an employee has taken an unauthorised absence for a couple of days together. The person has failed to inform their manager, peers, HR, or any other staff about their absence from work. We label someone as absconding when they have not reported to work for more than 3 days in a row. Once an employee has been considered an absconder, the company can terminate them without further notice or any exit plan in place.
Many companies have various policies to tackle with a runaway employee. They can execute these policies with immediate effect when an employee is found to be fleeing from duty, especially during the notice period. They might also face disciplinary actions later on.
Why does abandonment of the duty become an option for the employee?
An employee absconds for several reasons like:
Is an employee allowed to abscond from a firm?
Yes, an employee may wish to leave or exit the organisation without informing them prior. However, it is very unprofessional behaviour to end the employee-employer relationship, and it can put the employee or the absconder into legal matters in the long term.
Can an employee easily join another firm after they are found to be absconding?
Yes, they can. Some companies may be willing to accept employees despite their history of absconding where the reasons have been genuine, like mental/physical well-being, work issues, commitment issues, personal problems, etc. Employees who have done the abandonment must be ready to explain the reasons and show proof of their actions if asked in the interviews, though.
What are the best measures to stop someone from absconding?
Stepwise guidance for preventing absconding situations includes:
Absconding in employment refers to a situation where an employee stops reporting to work and remains absent without informing the employer or following the proper resignation process.
An employee is generally considered absconding when they are absent from work for an extended period without approval, fail to respond to communication attempts, and do not provide a valid explanation for their absence.
Resignation is a formal process where an employee informs the employer of their intention to leave and follows the required notice period or exit procedures. Absconding occurs when an employee leaves without notice, communication, or approval.
Employees may abscond due to personal emergencies, workplace conflicts, job dissatisfaction, better employment opportunities, relocation, or a lack of understanding about proper exit procedures.
Employers usually attempt to contact the employee through calls, emails, or official notices. If there is no response, the organisation may initiate disciplinary procedures, update employment records, and process separation according to company policy.
Absconding can lead to loss of certain employment benefits, negative remarks in employment records, delayed final settlement, and difficulties obtaining experience or relieving documents, depending on company policies.
Yes. Some employers may verify previous employment during background checks. A record of absconding can raise concerns about professionalism and reliability, which may affect future job opportunities.
Employees should communicate with their employer if they need extended leave or plan to leave the organisation. Following the resignation process, serving the required notice period, and responding to official communications can help avoid being classified as absconding.
Best Practice:
Track an absconder by using a modern attendance management system with embedded virtual biometrics. From features like geo-tagging and geo-fencing, you will know if the employee is regularly logging in from their usual location and time zone or not. An automated and intelligent system like ours will send scheduled reports to HR about irregularities in attendance or punch-ins.
