Employees Leaving Work Early Without permission? Here's How to Handle it

When employees start leaving work early without permission, it can stir up a range of challenges in the office. Sure, there are genuine reasons like a family emergency or a sudden life event, but there are also cases where employees might take advantage and decide to leave early just because they feel like it.

It’s not only about missing work hours or the “afternoon disappearances.” This issue ties directly into company and management structure, and often, it’s a matter of creating clear expectations that employees actually understand.

In this guide, we’ll tackle how to address early departures, set boundaries, and keep the communication open in a way that shows genuine care while also sticking to employment law.

Common reasons why employees leave early without permission

Here are some of the common factors behind these early departures.

Personal challenges and family responsibilities

Sometimes, personal life calls, and employees leave early to deal with unexpected situations. Family emergencies, personal health issues, or last-minute family responsibilities can easily lead to missed time or unapproved early departures. When employees feel they can’t bring these issues up due to a lack of communication or clear expectations, they might just leave early to handle things without telling anyone.

In some cases, having a supportive management structure in place to handle personal challenges can reduce the need for employees to leave work early. When the employee handbook or attendance policies allow for flexibility, employees feel they can communicate openly about valid reasons, making them less likely to take time off without permission.

Disengagement or dissatisfaction at work

Disengagement or job dissatisfaction can be a silent culprit behind employees leaving early without permission. When workers are dissatisfied or simply not motivated, they may start watching the clock, ready to leave earlier than expected. This type of behavior isn’t just a one-time thing—it can turn into a habit, with the employee chronically leaving work early because they don’t feel a connection to their job or the company.

Signs of disengagement can include:

• Leaving without permission, especially on Fridays or after lunch.

• Dropping work early to avoid responsibilities.

• Missing time on important tasks or deadlines.

Poor communication and unclear policies

Sometimes, employees may not even realize they’re breaking any rules by leaving early without permission. If your company has unclear or inconsistent policies around work hours, it can be easy for employees to misunderstand what's acceptable. Without a solid employee handbook or clear guidance from management, employees might think leaving early is no big deal.

Having clear communication and consistent policies about work hours, attendance, and what counts as missed time helps set expectations. By ensuring everyone is on the same page, employers can reduce confusion and avoid any “gray areas” about when it’s okay to leave early.

Psychological and motivational factors behind early departures

People don’t just leave work early without permission on a whim; often, there are underlying psychological reasons at play. Let’s look at how morale and motivation affect attendance.

Workplace morale and its impact on attendance

When workplace morale is high, employees are generally happier, more engaged, and less likely to leave early. On the other hand, if morale is low, you’ll likely see a rise in people leaving early or missing time. An office environment where employees feel appreciated and respected can make a huge difference.

Engaged employees are more likely to:

• Stay through their scheduled hours.

• Communicate when they need to leave early for a valid reason.

• Take ownership of their responsibilities, rather than leaving others to pick up the slack.

Addressing disengagement and lack of ownership

Disengaged employees may feel little responsibility for their job, leading to behavior like leaving work early. Tackling this issue starts with finding ways to make employees feel valued and included. Here are a few strategies:

• Recognize achievements: Show appreciation for employees’ hard work. A quick acknowledgment can go a long way in fostering motivation.

• Encourage ownership: Giving employees more control over their projects can build a sense of responsibility.

• Hold regular one-on-ones: A simple conversation with a manager can remind employees of their role’s importance and show genuine care.

Proactive steps to prevent unapproved early departures

Taking a few proactive steps can help reduce instances of employees leaving work early without permission and keep everyone on the same page.

Set clear attendance expectations and communicate them regularly

The first step to managing employees and preventing early departures is to establish clear expectations. Defining work hours, attendance requirements, and the consequences of leaving early without permission in the employee handbook can set a solid foundation. This way, employees are aware of what's expected and less likely to assume leaving early is acceptable.

To reinforce these expectations:

• Regular reminders: Send occasional reminders to employees about attendance policies, either via email or in team meetings.

• Accessible documentation: Keep the attendance policy easily accessible so employees can reference it whenever needed.

• Training for new hires: Include attendance expectations during onboarding to ensure new employees understand company policies from the get-go.

Implement flexible work arrangements where possible

When employees leave early due to personal needs, offering flexibility in work hours can be a game-changer. Flexible schedules or partial remote work options can address personal responsibilities and help reduce the number of people leaving early without permission. For example:

• Alternative schedules: Allowing employees to start earlier and leave earlier, or vice versa, can support their personal lives while still meeting company needs.

• Remote work options: For employees whose roles allow it, remote work can minimize early departures related to commute times, family responsibilities, or personal challenges.

Foster open communication about attendance concerns

Encouraging open conversations about attendance is key to understanding the root of early departures. By making it clear that employees can talk about their needs without fear of negative consequences, you build trust and reduce unapproved early exits.

Consider these approaches:

• Regular check-ins: Schedule quick one-on-ones to discuss any concerns related to work hours, personal challenges, or the employee’s schedule.

• Anonymous feedback: Create a safe channel, like an anonymous feedback form, where employees can share concerns about attendance without feeling singled out.

• Consistent follow-up: Address any issues raised during these conversations to show that management values and respects employee feedback.

Addressing the issue directly with employees

When employees are chronically leaving work early, it’s essential to address the issue head-on while maintaining respect and understanding.

Conduct private, respectful conversations

Bringing up unapproved early departures can feel uncomfortable, but doing so privately and respectfully keeps the conversation productive. Avoid a confrontational tone; instead, approach the conversation with curiosity and concern.

Consider the following tips:

• Start with questions: Begin by asking about any personal challenges or responsibilities that might be causing the behavior.

• Avoid assumptions: Stick to the facts instead of assuming the reason for early departures.

• Listen actively: Show genuine care for the employee’s situation, which can help resolve the issue without tension.

Use documented evidence of past instances

If unapproved early departures become a recurring problem, having documented records is essential. Keep attendance records to help identify patterns, which can make it easier to address such behavior directly.

Using documented evidence helps:

• Provide a clear case: Point to specific instances where the employee left early without permission, making the issue concrete.

• Show consistency: Using attendance data and policies as a reference shows the employee that they’re being held to the same standard as everyone else.

• Identify solutions: With a clear record, you can suggest appropriate support or adjustments to avoid future issues.

Provide support resources for personal challenges

Sometimes, personal life truly interferes with work. Offering resources or adjustments for employees facing genuine challenges can help them stay on track without needing to leave early. If the reason behind early departures is related to family responsibilities, health issues, or other personal struggles, management can offer support, like:

• Employee assistance programs (EAPs): Provide resources for counseling or support to help employees manage stress or personal challenges.

• Flexible options for specific cases: Offer temporary schedule adjustments for employees who are facing a temporary family emergency or personal issue.

• Open door policy: Remind employees that they can come to their manager with any concerns, and the company will try to accommodate valid reasons as much as possible.

Using technology to monitor attendance

With the right technology, tracking attendance and spotting patterns around early departures becomes a lot easier, saving time and giving managers clear insights.

Analyzing attendance data for patterns

Reviewing attendance records can help identify specific times when employees are more likely to leave work early. By analyzing this data, you can figure out if early departures happen more on particular days, shifts, or even with specific teams. This insight can be incredibly useful for dealing with employees chronically leaving work early.

Key points to review:

• Days with higher early departures: Look for patterns on specific days when employees leave early more frequently.

• Shift-specific issues: Some shifts may show more instances of employees leaving early without permission, hinting at issues with scheduling or workload.

• Repeat instances: Track individuals with repeated early departures to address such behavior directly.

Conducting employee surveys on scheduling concerns

Another effective approach is to conduct anonymous surveys focused on scheduling and attendance. Surveys allow employees to share any challenges or preferences that might lead them to leave early without feeling targeted. Knowing these concerns can be a game-changer in reducing unapproved departures.

Suggested survey questions:

• “Is your current schedule flexible enough to balance work and personal responsibilities?”

• “Are there specific reasons you sometimes need to leave early?”

• “Would flexible hours or remote work options help reduce early departures?”

Time-tracking and attendance software

Time-tracking software offers a straightforward way to monitor attendance and see if anyone is leaving early without permission. With a digital record of work hours, it’s easier to keep track of missed time and review trends in early departures across the company.

Benefits of attendance software:

Real-time monitoring: Managers can see attendance records live, making it easy to spot unapproved early departures.

Detailed reporting: Attendance software keeps comprehensive records that can show patterns or highlight areas for improvement.

Ease of access: Employees can check their attendance and missed time, ensuring clear expectations and transparency.

Implementing geofencing for location-based tracking

For roles requiring on-site presence, geofencing can ensure employees stay within the workplace during their scheduled hours. This technology creates a virtual “fence” around the office location, allowing managers to verify that employees are on-site and within the required location.

Geofencing features:

Location verification: Ensures employees are physically present within designated work areas during work hours.

Automatic logging: Records when employees arrive and leave, reducing the chances of leaving early without permission.

Improved accountability: Geofencing reinforces work expectations and ensures that attendance aligns with company policies.

Easily manage your employees' hours worked!

• Easily clock in and out
• Automatic calculation of surcharges
• Link with payroll administration

Try for free Request a demo

Simplify attendance tracking with Shiftbase

Handling attendance issues like employees leaving work early without permission is much easier with the right tools. Shiftbase offers powerful features for employee scheduling, time tracking, and absence management to help you keep track of work hours, schedule shifts efficiently, and manage absences seamlessly.

With Shiftbase, you’ll be equipped to identify attendance patterns, set clear expectations, and ensure everyone stays on schedule.

Ready to see the difference? Try Shiftbase free for 14 days and discover how easy workforce management can be.