How does your organisation manage employee departures?
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Latest XpertHR Benchmarking research on managing employee departures offers a wealth of data on redundancies, resignations, notice periods and the use of compromise agreements. The median number of employee departures per organisation over the past 12 months stands at 22. By broad industry sector, numbers of employee departures over this period were significantly higher at public sector organisations than in the private sector. |
These are among the key findings of the 2010 XpertHR Benchmarking survey on employee departures, which is based on responses from 73 employers from which 5,721 employees have departed over the past year.
Across the whole economy, the most common reason for employee departures over the past 12 months was employee resignations. But this headline finding masks a changing pattern for employee departures. When compared with 2007 data, our latest data show that the number of employees either resigning or retiring has fallen, while redundancies and terminations of fixed-term contracts are on the rise.
Subscribers to XpertHR Benchmarking can drill down into the complete benchmarking data from the 2010 managing employee departures survey.
Click on the links to access full benchmarking data on each of the following key findings, then apply filters where necessary to view data by sector and organisation size.
Benchmarking employers' use of notice periods:
- Three-quarters of organisations vary notice periods according to employee seniority.
- More than half of employers use a fixed-term one-month notice period for resignations.
- In the case of redundancies, around one-third use the statutory minimum fixed-term notice periods (based on length of service).
- Half of employers expect employees who have resigned to work their full notice period.
- One in 10 employers has changed their notice period policy in the past two years.
Benchmarking employers' use of compromise agreements:
- Four-fifths of employers use compromise agreements.
- Three-fifths of employers consider using compromise agreements when the cost of contesting a tribunal claim outweighs the cost of an agreement.
- Two-thirds of those using compromise agreements say they are effective in reducing numbers of tribunal claims.
For additional XpertHR Benchmarking data on labour turnover rates (including voluntary resignation rates), see our feature on benchmarking labour turnover rates.
Michael Carty, benchmarking editor
