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{"id":4231,"date":"2023-04-25T09:36:03","date_gmt":"2023-04-24T23:36:03","guid":{"rendered":"https:\/\/awdr.com.au\/?p=4231"},"modified":"2023-04-25T09:58:40","modified_gmt":"2023-04-24T23:58:40","slug":"defining-abandonment-of-employment","status":"publish","type":"post","link":"https:\/\/awdr.com.au\/defining-abandonment-of-employment\/","title":{"rendered":"Defining Abandonment of Employment"},"content":{"rendered":"\n\n\n
In Australia abandonment of employment refers to a situation where an employee stops attending work without any prior notice or explanation to their employer. This can leave employers in a difficult situation as they are unable to determine whether the employee will return to work or has resigned from their position.<\/p>\n\n\n\n
In this article we share the how abandonment of employment is typically determined, employer obligations, and tips for employees. <\/p>\n\n\n\n
Determining abandonment of employment<\/h2>\n\n\n\n
In order to determine whether an employee has abandoned their job, the employer must take reasonable steps to contact the employee and seek an explanation for their absence. This can include phone calls, emails or written correspondence requesting that the employee return to work or provide an explanation for their absence.<\/p>\n\n\n\n
If the employer has made reasonable attempts to contact the employee and receives no response, they may assume that the employee has abandoned their job. This can result in termination of employment and the employee may be ineligible for any entitlements or compensation related to unfair dismissal.<\/p>\n\n\n\n