When a worker decides to step down and submit their voluntary redundancy, many legal and operational questions arise. One of the most frequent is: How many days’ notice for voluntary redundancy are necessary? 15 working days or calendar days?
In this post we will focus on answering all the questions that arise and explore this issue from a modern and sustainable perspective, considering the impact on companies and employees within a framework of social and legal responsibility.
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What does the legislation say about notice of voluntary redundancy?
When talking about voluntary resignation, the Workers’ Statute in Spain does not establish a fixed period of notice for all cases. In general, the reference is in the employment contract or in the applicable collective agreement. However, the common practice is to give 15 days’ notice. But here comes the big question: working days or calendar days?
Working days vs. calendar days
- Calendar days: These include all days on the calendar, regardless of whether they are working days, public holidays or weekends. They are the most common option when not otherwise specified in a contract or agreement.
- Working days: Only working days from Monday to Friday are counted, excluding public holidays and weekends. In some industries, this option may be applied to minimize the impact on business operations.
In most cases, the 15-day notice period is understood to be calendar days, unless the collective agreement specifies otherwise. However, it is advisable to review the contract and applicable regulations to avoid misunderstandings.
The impact of notice on companies and workers
Notice of voluntary resignation is not only a legal formality; it also has an impact on business operations and on the transition of the worker to their new job. In an increasingly dynamic labor market, the way in which the termination of the employment relationship is managed can influence the reputation of the company and the experience of the worker.
For companies
Adequate notice allows companies to organize and look for a replacement without affecting their productivity. However, if the notice is insufficient, they may face problems in the continuity of work, which can generate:
- Lack of key personnel at critical moments.
- Work overload for remaining employees.
- Loss of knowledge and experience if there is not enough time for an orderly transition.
For this reason, many companies have started to apply sustainable strategies such as internal succession plans, talent retention through incentives and structured offboarding processes.
For workers
Giving the correct notice is also a sign of professionalism and responsibility. Failure to do so could result in penalties, such as the loss of part of the salary if stipulated in the contract. In addition, an orderly exit allows for:
- Maintain a good relationship with the company and colleagues.
- Facilitate future job recommendations.
- Avoid legal problems or unexpected salary deductions.
In short, giving notice of voluntary resignation is not only an obligation, but an opportunity to strengthen the professional image of the worker and contribute to a more sustainable and ethical business culture.
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Notice and job sustainability: a modern approach
In a modern and sustainable work environment, human talent management must also be ethical and responsible. Labor sustainability is not only about the economic continuity of a company, but also about generating work environments where the rights of employees are respected and fair and equitable treatment is promoted.
Companies that foster a culture of open and fair communication minimize the negative impacts of voluntary resignations and strengthen their reputation in the market.
Good business practices
Companies can implement smooth transition processes, such as:
- Creating internal succession plans: Having internal training and development programs in place means that voluntary departures do not have a serious impact on the continuity of operations.
- Offering incentives for adequate notice: Implementing policies of recognition or bonuses for advance notice encourages a planned and orderly departure.
- Promote a culture of respect and commitment: Establishing labor relations based on trust and transparency reduces staff turnover and improves the employee experience.
The role of workers in a sustainable labor market
Employees can also contribute to labor sustainability by complying with notice periods, facilitating the transition and maintaining a professional and respectful relationship with their former employers. To this end, it is essential to:
- Respect contractual agreements: Ensuring that notice is given in accordance with the provisions of the contract or collective agreement helps to avoid conflicts.
- Facilitate the transition: Supporting the team in the transfer of knowledge and collaborating in the incorporation of new employees strengthens the work ecosystem.
- Maintain professionalism: Leaving a company with good references and without labor disputes facilitates future employment opportunities.
Comply correctly with the notice period for your voluntary resignation
The notice period for voluntary resignation is usually 15 calendar days, unless the contract or agreement establishes another condition. A sustainable and responsible approach to this process benefits both companies and workers, ensuring more ethical and efficient job transitions.
The key to handling the situation correctly lies in communication, planning and mutual respect, promoting a business culture based on transparency and labor sustainability.
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Disclaimer: This article is for informational purposes only and may contain errors or be outdated. It does not constitute legal advice. For an updated initial consultation, contact us. One of our expert attorneys will assist you.
