The Post Christmas Resignation Spike
January has long been recognised as a peak period for employee resignations. After the Christmas break, many employees return to work having reflected on their roles, workload, pay, flexibility and longer-term career plans. For some, this results in handing in notice early in the new year.
For employers, particularly SMEs, a sudden resignation can feel disruptive and stressful, especially where roles are specialised or teams are lean. While this seasonal pattern is not new, it does require a measured and structured response.
Why resignations peak after Christmas
The Christmas break often provides employees with time and mental space that is missing during the working year. This pause can bring clarity around job satisfaction, work life balance and future goals. For others, the return to routine highlights frustrations that were tolerated but not addressed.
January is also a common start date for new roles, meaning many employees who have been job searching quietly may already have secured alternative employment before resigning.
How employers should handle a resignation
When a resignation is received, the first priority is to acknowledge it professionally and confirm the notice period in writing. Even where the resignation is unexpected or disappointing, it is important to avoid emotional or reactive responses.
Employers should ensure they are clear on contractual notice requirements, final working dates, handover expectations, outstanding leave and pay arrangements. Where appropriate, employers may also wish to consider whether garden leave is suitable in the circumstances.
Using Garden Leave appropriately
Garden leave can be a useful tool where an employee has access to sensitive information, key clients or systems, or where their continued presence during notice could present a business risk. Where a contractual garden leave clause exists, employers may require the employee to remain away from the workplace during all or part of their notice period while continuing to pay them as normal.
Any decision to place an employee on garden leave should be proportionate, consistent and in line with the contract of employment. Employers should clearly confirm expectations during garden leave, including restrictions on work activities, contact with clients or colleagues, and the return of company property.
Considering Counter Offers
In some cases, employers may consider making a counteroffer to retain an employee. While this can be appropriate, it should be approached carefully.
Employers should ask why the employee is leaving and whether the issues raised are genuinely capable of being resolved. Counteroffers made under pressure can create internal inequities, set precedents and only delay an eventual departure if underlying issues remain unaddressed.
Where a counteroffer is made, it should be documented clearly and aligned with broader pay and reward structures.
The Role of Exit Interviews
Exit interviews are often overlooked but can provide valuable insight. Conducted properly, they can highlight recurring issues around workload, management practices, flexibility or development opportunities.
The key is to treat exit feedback as data rather than criticism. Patterns matter more than individual comments, and themes emerging over time may signal areas requiring attention to support retention.
Managing Operational Risk
From an operational perspective, employers should act quickly to protect continuity. This includes identifying critical tasks, reallocating work temporarily, securing handover notes and managing access to systems and confidential information.
Succession planning and cross training, even at a basic level, can significantly reduce disruption when resignations occur.
Looking Ahead
While resignations can feel personal, they are a normal part of workforce management. Employers who respond calmly, lawfully and strategically are better placed to protect their business and maintain morale among remaining staff.
January resignations also provide an opportunity to reflect on retention strategies, communication practices and whether employees feel supported and engaged throughout the year.
If you are dealing with employee resignations, considering counteroffers or garden leave, or want to review your notice and exit processes, MSS The HR People can support you.
Contact us at info@mssthehrpeople.ie, Ph +353 1 887 0690, or visit www.mssthehrpeople.ie.
