Ghosting Vs. Quitting: Do I Have To Give Two Weeks Notice?

When you’re fed up with your job, do you give two weeks’ notice or simply stop showing up to work? For most people, there’s really no choice; you talk with your manager and resign by giving your two weeks’ notice. After all, communicating about your intentions is the ethical thing to do.

But in recent years, there has been a growing uptick of ghosting.

Ghosting Employers is Growing

Job seekers who practice employer ghosting (often referred to as silent exiting) are on the rise. According to Visor, 84% of employees have ghosted employers or potential employers. While this may have happened due to receiving a better job offer, experiencing family or health challenges, or other various reasons, it is never a good idea to up and leave your position without informing your supervisor.

If you are an employer looking to prevent ghosting, check out our employee retention checklist.

Listen as HR expert Natalie Soltero discusses workplace ghosting, silent exits, and how to handle leaving a job.

Ghosting Employees is Also a Problem

Job candidates are not the only ones with a ghosting problem; many companies have also developed a bad reputation for ghosting applicants. In fact, data is trending upward for employers and employees to report they have either ghosted or are likely to ghost.

A few possible explanations to this trend, at least for employers, may stem from overall problems with internal communication and/or being understaffed.

Ghosted employees become understandably frustrated when they receive no job status update during the recruitment process. As a job seeker in a challenging job market, no news is bad news - and not just for the candidate. While neglecting to inform applicants on their status during the recruitment process may be a simple oversight, it speaks volumes about company culture and may have a negative impact on social reviews.

Candidate Ghosting

Candidate ghosting is when an applicant suddenly stops communicating during the hiring process. They stop responding to phone calls, emails, or any form of communication, no-show to job interviews, and leave everyone questioning what happened.

While there may be great reasons for ghosting employers, it is never a good business practice to have no-shows without an explanation.

Ghosting vs. Quitting

Ghosting, not to be confused with quiet quitting, is a term that refers to an employee never returning to work and completely cutting off communication with their place of work. In order to better understand the differences between these concepts, it’s important to first define each one clearly.

Define Ghosting an Employer

A new employee or even a long-term worker neglects to inform their boss that they are leaving, never having a conversation or giving an explanation for their sudden departure. They disappear entirely, leaving their boss (and sometimes their co-workers) with no way of contacting them.

Define Quitting

Quitting has the same end idea as ghosting where one permanently leaves their place of employment, but it involves more communication. A person decides when they are done with a job, they talk to their manager to give two weeks' notice, and transition out of the job with a clear end date.

Define Quiet Quitting

Quiet quitting is more of a recent term for employees who are disengaged from work. Oftentimes they are overworked, under-appreciated, and struggle with motivation to do more than the bare minimum.

Am I Required By Law To Give Notice Before Quitting My Job

No state or federal law in the U.S. mandates you to give your company any notice before quitting. However, different terms apply for at-will and contract employment.

At-will employment

This agreement states that your employment is for an indefinite period. Your employer can fire you at any time, but you can also quit whenever you want.

Contract Employment

If you have an employment contract, the terms of the contract may apply unless you are leaving for good reason. When you fail to inform your boss of your departure, you may need to give up benefits such as unused vacation leave.

Although your company cannot sue you for quitting without notice, best practice is to be courteous and communicate your intentions of leaving. Even if you cannot wait to leave the organization, it is wise to not burn influential bridges that you may need in the future and to leave a great impression. 

How Quitting Without Notice Can Come Back to Haunt You

1. You May Lose Unemployment Benefits

Ghosting your employer disqualifies you from receiving unemployment insurance from the government. This state insurance program provides individuals weekly pay for up to 26 weeks from when they lose their job.

However, you may be eligible for unemployment benefits if you quit for reasonable cause, even if you fail to inform a team member. Most states recognize the following as legitimate reasons to quit:

• A medical emergency such as illness, disability, or injury

• Domestic violence at home

• Harassment and unsafe working conditions

2. Your Employer May Withhold Or Delay Your Final Paycheck

The law prohibits employers from withholding employees' wages even if they quit without notice. However, ghosting your employer may leave them bitter, and they may intentionally delay your last paycheck. 

If this happens, contact your state's labor department to ensure you receive your wages on time. To avoid such confrontations, it is best practice to give a two-week notice. Your company will have to pay you before your last official day and you save the relationship for potential job opportunities in the future.

3. Ghosting Might Jeopardize Your Future Employment Opportunities

Employees who ghost may discover many companies contact previous employers in a phone screening during the hiring process to vet the best employees. When a future manager discovers job applicants ghosted their former boss, this is typically held against them.

Moreover, news about potential employees who have previously ghosted may get around, making it difficult for a candidate to land their dream job. From your first day on the job throughout your tenure with the company, ensure your behavior reflects that of a worker who wants to be employed.

The Importance Of Giving A Two-Week Notice Before Quitting Your Job

Providing a two-weeks' notice is good business practice for the following reasons:

• Helps your employer avoid extra expenses due to your resignation

• Prevents you from burning bridges and ensures your tenure with the company ends on good terms

• Provides you with enough time to wrap up your projects, which may earn you a letter of recommendation from your manager

• Informs hiring managers to update the applicable job posting and post one or more job openings

• Allows your employer to find a replacement to take over your role

• Lessens the strain on your coworkers since they will not have to be burdened by extra responsibilities when you leave without notice

• Provides more time for job hunters to find the job vacancy

Reasons You Might Not Want To Give A Quitting Notice

While it is best practice to provide a two-weeks' notice, certain circumstances might prevent you from doing so. The top reasons might include:

• A manager harassing you

• A toxic work environment that puts your mental health at risk

• A situation that puts your physical health at risk

• A supervisor or manager who is discriminating against you based on gender, sexual orientation, race, color, religion, or disability

• A family emergency that needs your immediate attention

• A colleague has been physically abusive

• A manager who forces you to perform unethical or illegal acts

If any of these apply to you, talk to human resources right away. While there is no expectation for you to provide a two-weeks' notice in any of these circumstances, a good manager would want to rectify any unsafe work conditions and/or inappropriate behavior.

How To Prevent Your Employees From Ghosting You

In today's world, it takes more than a good paycheck to prevent employee ghosting and keep employees at your company. Workers need a safe work environment with a good culture. 

Constant ghosting from your employees takes a toll on finances, as it is costly to hire and replace new employees. That is why your best strategy is to find ways to increase your employee retention rate by keeping the following in mind:

• Implement an effective onboarding process for new hires

• Create a positive company culture that celebrates employees' success

• Provide workers with the necessary tools and resources for their respective roles

• Organize career training for your employees to ensure they constantly grow

• Make sure your worker's opinions are heard and show them that they are a valuable part of the company

For more information on how to keep your employees engaged and discourage ghosting or quitting, contact your certified HR expert.

Stratus HR: The Solution To Employee Ghosting

If you struggle with high turnover and employees who ghost you, Stratus HR can help you determine the root cause and provide resources to improve workplace culture, beginning with your interview process. We have been in business since 1999 and are stacked with a team of experts who absorb your administrative HR work so you can focus on creating a great work culture.

Hear more about our best practices and how we can help you create a foundation for happier employees by booking a free consultation.