Voluntary Termination

Publication Date :

26 Feb, 2025

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Table Of Contents

Voluntary Termination Meaning

Voluntary Termination refers to the act of an employee choosing to end their employment with a company or organization of their own free will. In this scenario, employees make the decision to leave the job. No other party, including the employer, initiates termination of this type.

The common reasons for voluntary termination include finding a new job, changing careers, or pursuing other opportunities. Retirement, job dissatisfaction, health problems, continuing education, family obligations, etc., are some other reasons. The employee separation or exit procedures upon voluntary termination may vary depending on the terms of the employment, company policies, and local labor laws.

Key Takeaways

Voluntary termination is when an employee decides to leave their job of their own accord. Such a decision is made by an employee and not an employer.
A voluntary termination list might include reasons like personal factors (e.g., family needs, returning to school),
career-related factors (e.g., better job offers, job dissatisfaction), or changes in personal circumstances.
It differs from involuntary termination, where the employer initiates the decision to end the employment contract due to performance issues, policy violations, or organizational changes.
Layoffs and economic downturns may also result in involuntary termination.
Resignation is a more formal process than voluntary termination as it involves an employee resigning from their post in line with the terms and conditions of their employment.

Voluntary Termination Explained

Voluntary termination is set in motion when an employee makes a personal decision to leave their current job. This decision can be driven by various factors, including career advancement opportunities, personal circumstances, dissatisfaction with the current position, or a desire to explore other interests or industries.

Once an employee decides to leave, they usually provide notice to their employer. The notice period can vary depending on the employment contract, personnel policies, and local labor laws. Common notice periods are two weeks or one month, but this can be longer in some cases, especially for more senior positions.

During the notice period, the employer and employee often work together to plan for a smooth transition. This may involve transferring job responsibilities, training a replacement, or completing pending projects. Employers may also address any administrative matters, such as returning company property, discussing benefits, or settling final payments.

Some organizations conduct exit interviews as part of the voluntary termination process. In an exit interview, the departing employee may provide feedback on their experience with the company, which can help the employer identify areas for improvement in the workplace.

At the end of the voluntary termination notice period, employers settle any final payments, including salary, accrued vacation or sick days, and other benefits. The specifics of these payments, compensation, and benefits generally depend on company policies and applicable labor laws.

Once all the necessary arrangements have been made, the employee formally leaves the job on the agreed-upon last day. They return any company property, badges, or access cards and complete any required exit procedures to complete the separation process.

It must be noted that voluntary termination finance is different from the concept we have discussed so far. In finance, it refers to a party rescinding or terminating financial contracts and agreements. It may also mean the stoppage of financial services or canceling insurance policies and leases.

Reasons

Employees may want to leave a company for varied reasons. In this section, we will discuss the most common reasons for voluntary termination.

Personal Circumstances: Changes in personal life, such as starting a family, caring for a loved one, or pursuing further education, can lead employees to seek voluntary termination. Balancing work and personal life can be a significant factor in this decision.
Working Conditions: Unfavorable working conditions, including a hostile work environment, conflicts with supervisors or colleagues, and a lack of work-life balance, can drive employees to leave their current jobs for a more supportive and harmonious work environment.
Recognition and Career Growth: The absence of recognition for job performance and limited career growth opportunities can be demotivating. Employees seeking advancement and acknowledgment of their efforts may consider moving to a new job that offers better prospects.
Lack of Autonomy and Challenge: Some employees thrive on autonomy, responsibility, and challenging work. A job that does not provide these elements may encourage them to seek opportunities elsewhere where they can have a greater impact.
Relationships at Work: Strong relationships with colleagues and a positive workplace or company culture can be critical factors in job satisfaction. If these are lacking, employees may decide to leave in search of a more cohesive and supportive work environment.
Better Job Offers: One of the most common reasons for voluntary termination is receiving a more attractive job offer elsewhere. This can involve higher pay, better benefits, improved job responsibilities, or a chance to work in a more desirable location.
Economic Factors: Economic conditions can influence voluntary terminations. In times of strong economic growth and high labor market demand, employees may feel more confident about finding new opportunities. During economic recessions, voluntary terminations may decrease as job security becomes a higher priority.

Examples

Let us study some examples to understand the concept better and see how it applies to various situations.

Example #1

Suppose Sarah, a marketing manager at InnovateEssence, a mid-sized tech company, has been offered an exciting position at a larger, industry-leading firm with a substantial salary increase and a chance to lead a larger team. Eager to advance her career and take on new challenges, Sarah decides to voluntarily terminate her current employment contract with Innovate Essence and leave the job.

According to her contract, she provides her current employer with a two-week notice. During this period, she helps transition her projects and responsibilities to a colleague. Sarah's decision to leave her current job is entirely her own, as she believes the new opportunity aligns better with her career aspirations and financial goals.

Example #2

According to a report by Business Insider, Amazon has circulated an internal guideline designed to assist them in communicating their new policy to employees. The policy, referred to as the return-to-hub policy, mandates that employees who work remotely or are based in smaller cities relocate to larger hub cities, with relocation benefits available.

Those who opt not to relocate can either request a team change or seek approval to continue working from their current location. If none of these options are viable, employees may be required to leave through Amazon's voluntary resignation program. The internal guideline acknowledges that there may be resistance from employees regarding the return-to-work policy.

If this policy decision is analyzed from the perspective of voluntary termination, we can state that it allows employees to leave the organization voluntarily and still find employment elsewhere. This is because such termination is not a result of adverse situations or complications arising from performance-related problems. It resulted from an organizational policy change.

Voluntary Termination vs. Resignation

The differences between voluntary termination and resignation have been discussed in the table below.

Key Points	Voluntary Termination	Resignation
1. Definition	It is a broad term that encompasses any situation where an employee decides to leave their job of their own accord.	Resignation is a specific type of voluntary termination. When an employee resigns, they formally submit a notice to their employer indicating their intention to leave the job.
2. Scope	This can include resigning, retiring, or leaving for personal reasons. It is a more general category that includes various reasons for leaving a job.	Resignation is often used to describe the act of voluntarily leaving a job with a formal notice period, typically two weeks or more, allowing for a smooth transition
3. Procedural Requirements	While companies may follow a specific exit process, this situation can also be dealt with in an informal fashion based on the association between a company and the employee in question.	It normally involves a defined employee separation process.

Voluntary Termination vs. Involuntary Termination

While both situations can involve problems and turmoil, involuntary termination is usually more unpleasant. Some key differences between voluntary and involuntary termination are listed in the table below.

Key Points	Voluntary Termination	Involuntary Termination
1. Definition	In voluntary termination, the employee makes the decision to end the employment contract.	In involuntary termination, the decision to end the employment contract is initiated by the employer.
2. Reasons	The employee chooses to leave the job voluntarily, typically for personal reasons, career advancement, or a new opportunity.	This can occur for various reasons, such as layoffs, performance issues, violation of company policy, or job elimination due to organizational restructuring.
3. Notice Period	When an employee decides to voluntarily terminate, they often provide notice to their employer. The notice period can vary based on company policies and local labor laws, but it allows time for a smooth transition.	In cases of involuntary termination, employees may receive limited notice or, in some cases, none at all, depending on the specific circumstances and applicable labor laws. It can often be a surprise to an employee.
4. Impact on Employees	This usually has a positive impact, particularly when an employee leaves for better job opportunities or other favorable reasons.	Typically, this is an unfavorable situation for an employee, especially if the reason for termination was poor performance, policy non-compliance, fraud, misconduct, or other reasons.