Job abandonment, when an employee fails to report to work without notice or intent to return, creates operational and legal challenges for employers. From staffing disruptions and scheduling gaps to decreased morale and productivity, the impact can be significant. In May 2025 alone, more than 3.3 million workers voluntarily quit their jobs, underscoring the volatility of today’s labor market, according to the U.S. Bureau of Labor Statistics (https://www.bls.gov/jlt/ ).
Employers who adopt a structured approach can minimize disruption and protect themselves from legal risk.
BEST PRACTICES FOR EMPLOYERS
A thoughtful response to job abandonment includes five key steps:
- Attempt Contact: Employers should use multiple methods — phone, text, email, internal messaging, emergency contacts and certified mail — to reach the employee. Documentation of all outreach is essential. Neglecting to document outreach efforts can expose employers to legal risk, especially in cases involving protected leave.
- Conduct an Investigation: Before disciplining, employers must confirm that the absence is not covered by protected leave (e.g., FMLA, military leave, ADA accommodations). They should also consider extenuating circumstances, such as medical or family emergencies, or scheduling miscommunication.
- Determine Appropriate Action: Termination is often the outcome when communication fails, but employers may also consider alternatives like a written warning or performance plan if a valid justification exists. A formal termination letter is recommended to document the process.
- Establish a Written Policy: A clear job abandonment policy, typically defining three to five consecutive missed days as abandonment, sets expectations for employees. The policy should outline reporting requirements, investigation steps and potential consequences.
- TrainManagersandEmployees:Training employees reduces misunderstandings about reporting absences, while equipping managers with guidance ensures consistent, fair enforcement across the organization.
While job abandonment cannot be fully eliminated, proactive policies and consistent practices help employers manage disruptions and reduce risk. By documenting communication efforts, conducting fair investigations, and applying policies evenly, employers can protect their organizations while maintaining a fair and professional workplace.
Alyssa Finegan, SPHR,
is an HR business partner at The MBA. Contact her at 814/833-3200, 800/815-2660 or afinegan@mbausa.org.
