{"id":5933,"date":"2025-09-16T16:01:39","date_gmt":"2025-09-16T21:01:39","guid":{"rendered":"https:\/\/www.employco.com\/blog\/?p=5933"},"modified":"2025-09-17T12:55:44","modified_gmt":"2025-09-17T17:55:44","slug":"hr-question-of-the-month-4","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2025\/09\/16\/hr-question-of-the-month-4\/","title":{"rendered":"HR Question of the Month"},"content":{"rendered":"\n
\"HR<\/figure>\n\n\n\n
<\/div>\n\n\n\n

Question<\/strong>: If an employee is a no-call, no-show for 3 consecutive days, is that considered job abandonment, and can their employment be terminated?<\/p>\n\n\n\n\n\n\n\n

Answer<\/strong>: Generally, yes. Although there is no federal law on the topic, most companies have policies that trigger job abandonment after 3 consecutive days of an employee not appearing for work and without notice to their employer. Having a structured approach to respond effectively to job abandonment can protect employers from potential legal risk, mitigate the potential disruptions resulting from job abandonment, ensure fair treatment, and manage employee morale. <\/p>\n\n\n\n

Our recent HR Compliance Overview<\/a> provides a high-level summary of employer best practices for responding to job abandonment.<\/p>\n\n\n\n

\"HR<\/a><\/figure>\n\n\n\n
<\/div>\n\n\n\n

Schedule a 15-minute call<\/a> with Griffen Wilson<\/mark><\/strong> for more information on our services.<\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

Question: If an employee is a no-call, no-show for 3 consecutive days, is that considered job abandonment, and can their employment be terminated?<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[31],"tags":[],"class_list":["post-5933","post","type-post","status-publish","format-standard","hentry","category-hr-newsletter"],"featured_image_src":null,"author_info":{"display_name":"Employco USA","author_link":"https:\/\/www.employco.com\/blog\/author\/employcousa\/"},"yoast_head":"\r\nHR Question of the Month - Employco Blog<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.employco.com\/blog\/2025\/09\/16\/hr-question-of-the-month-4\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"HR Question of the Month - 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This month\u2019s reported number of employee quits fell from a record high of 4.5 million in March to around 4.4 million in April. 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However, in some instances, employers may find themselves in a position where they must rescind a job offer. In this HR Chat, Rob and Jason discuss potential legal or business risks, compliance considerations, and the importance\u2026","rel":"","context":"In "HR Chat"","block_context":{"text":"HR Chat","link":"https:\/\/www.employco.com\/blog\/category\/human-resources\/hr-chat\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/img.youtube.com\/vi\/_Hbt0DjRCOg\/0.jpg?resize=350%2C200","width":350,"height":200},"classes":[]},{"id":5753,"url":"https:\/\/www.employco.com\/blog\/2025\/03\/20\/hr-newsletter-rescinding-a-job-offer-best-practices\/","url_meta":{"origin":5933,"position":2},"title":"HR Newsletter: Rescinding a Job Offer \u2013 Best Practices","author":"Employco USA","date":"March 20, 2025","format":false,"excerpt":"In most cases, the transition from hiring to onboarding an employee is straightforward. 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In this challenging hiring market, such programs not only help find qualified candidates but also reduce recruiter fees, save time on job postings, and increase employee retention. 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