When an employee submits a two-week notice, the expectation is that they will continue to perform regular work duties until the resignation date. This period is a professional courtesy, providing the employer time to prepare for the transition. The employee remains an active, paid member of the workforce and must adhere to all company policies and standards for the full duration of the notice.
The Standard Expectation During the Notice Period
Employees who give notice are expected to maintain productivity and professionalism until their final day. This involves actively working on assigned projects and completing tasks that can be reasonably finished. Maintaining work quality is important because the employee is receiving salary and is obligated to perform the job.
A primary focus is the handover of responsibilities and knowledge transfer. This often includes documenting procedures, organizing files, and training colleagues or a new replacement on their specific duties. A clear transition plan ensures the department’s operations do not stall after the employee’s departure.
The employee remains subject to all company rules. Failure to perform duties or maintain professional standards can result in disciplinary action or immediate termination.
Understanding the Legal Status of Two Weeks’ Notice
The concept of a two-week notice is typically a workplace norm, not a legal mandate, especially in the United States where most employment is considered “at-will.” Under “at-will” employment, either party can end the working relationship at any time, for any lawful reason, and without prior warning. Consequently, an employee is not required to give notice, and the employer is not required to accept it.
The requirement to give notice only becomes legally binding when an employment contract, union agreement, or collective bargaining agreement outlines a required notice period for resignation. In the absence of such a contract, the two-week period serves as a professional courtesy that helps preserve a positive relationship with the former employer. The employer retains the right to accept the notice and allow the employee to work the full period or to decline the offer.
When the Employer Declines the Notice
Even when an employee offers a two-week notice, the employer is not obligated to permit them to continue working. This situation typically results in one of two outcomes: immediate termination or garden leave. With immediate termination, the company ends the employment relationship on the day the resignation is submitted, and the employee is relieved of all duties.
The employer may implement “garden leave,” particularly for employees in senior or sensitive roles. Under garden leave, the employee is relieved of all work duties and restricted from accessing company systems. They remain on the payroll, receiving salary and benefits for the duration of the notice period.
This practice protects sensitive company information, client relationships, or proprietary data from a departing employee. Employment ends on the original date submitted in the notice, and they are paid for the full two weeks, regardless of whether they were actively working.
Pay, Benefits, and Remaining Obligations
Regardless of whether the employee works the full notice period or is terminated early, the final paycheck must include all wages earned up to the last day of employment. The timing of this final payment is determined by state law and can vary widely. Some states require payment on the last day of employment, while others allow for a timeframe of up to 72 hours or the next scheduled payday, depending on the circumstances of separation.
Many states require employers to pay out any accrued but unused Paid Time Off (PTO) or vacation time as part of the final paycheck, treating it as earned wages. State laws differ significantly on this requirement, so the payout depends on the employee’s location and the company’s established policy.
Benefits coverage, such as health insurance, typically remains active until the last day of employment. Employees are offered the option to continue coverage through COBRA at their own expense. Finally, the employee is obligated to return all company property, including laptops, cell phones, keys, and identification badges.
Managing Your Professional Reputation During the Transition
The manner in which an employee handles their transition significantly impacts their professional standing. Maintaining a positive and helpful attitude throughout the notice period, even if the employer declines the notice, secures a good professional reputation. Ensuring a smooth handover of projects and client relationships demonstrates commitment to the company’s success beyond the employee’s tenure.
Leaving on positive terms helps ensure that former managers and colleagues provide positive references for future job opportunities. Industry networks are often smaller than anticipated, and a professional exit minimizes the risk of burning bridges that could be beneficial later in a career. A cooperative departure protects the employee’s professional legacy and future employability.