This guidance explains the process followed when an employee fails to formally notify WorkMotion or the partner, Precision Global Consulting (PGC), of their resignation.
United States
In the U.S., employment is generally “at-will, meaning that either the employee or the employer may end the employment relationship at any time and for any lawful reason, without the need to provide notice. This excludes unlawful reasons, such as discriminatory or retaliatory terminations.
If an employee informs only the client (and not WorkMotion or PGC) about their resignation, the following process applies:
WorkMotion must be notified by the client immediately.
WorkMotion will then submit the resignation on the Precision Portal on the client’s behalf to ensure accurate recordkeeping and compliance.
A detailed explanation of the situation will be shared with PGC, so they can assess and validate the case accordingly.
Normally, the same process applies as with a standard resignation, and any applicable final pay, benefits, or statutory entitlements will be processed in line with U.S. regulations.
If no official resignation letter is received by WorkMotion or the partner, the resignation cannot be processed formally. In such cases, the client may proceed with a termination for job abandonment or no‑show, which will be documented and communicated to PGC for final review.
Canada
In Canada, employment laws are generally not at‑will, meaning notice periods and termination processes are regulated. If the employee fails to provide a resignation notice to WorkMotion or PGC, the case must be handled with additional care due to Canadian legal requirements.
Process:
If the client reports that the employee has resigned (verbally or by email) but no resignation letter was received by WorkMotion or PGC, WorkMotion will:
Submit the resignation on the Precision Portal and
Share all available documentation and communication from the client with PGC.
This allows the partner to assess the situation carefully and determine next steps in compliance with Canadian employment standards.
If some disputes or circumstances may affect statutory entitlements, WorkMotion and PGC will align with the client before proceeding.
Because termination and resignation handling in Canada is more sensitive, all cases must be reviewed to ensure compliance with:
Applicable notice period requirements (based on tenure and province), and
Entitlements related to final pay, accrued vacation, and benefits.
Key Takeaways
For both the U.S. and Canada, a resignation is not valid unless formally communicated to WorkMotion or the partner (PGC).
WorkMotion must always submit the resignation or end date change via the Precision Portal.
The client’s confirmation and any relevant evidence (e.g., resignation emails, messages) should be shared with WorkMotion for proper documentation.
PGC will review and confirm the final effective date once the case is logged on their system.
Source: 🇺🇸 PGC US – Offboarding Manual: Resignations - 🇨🇦 PGC Canada – Offboarding Manual: Resignations
Submitter: Eman Sadek