How to Write a Statement for an Employee That Walked Out

by Scott Shpak, Demand Media

When an employee walks out, it is usually in response to a confrontation or other situation causing anger or frustration. Dealing with the employee who has walked out can take different directions, depending on the situation and the value of the employee involved. In any case, your statement becomes part of the employee's human resources file, so you will aim to be accurate and impartial in reporting the incident, while remaining fair and in control when describing consequences.

Step 1

Create a list of events surrounding the employee walk-out. Restrict your list to facts and avoid reporting the employee's reasons for walking out. Do report the use of any unprofessional language, but confine reporting to the words themselves; do not re-create quotes.

Step 2

Begin your statement by recapping the events, after checking the details of your list. Remove all emotional or judgmental references from this section. Include only the employee's actions and observed behavior. Use standard business-letter style and format. This section is one paragraph.

Step 3

Describe how the employee's walk-out runs contrary to company policy and workplace rules. Again, keep this dispassionate and stick to facts. You show that the consequences are driven by the employee's behavior and not by any personal feelings you may have. This section is also one paragraph.

Step 4

Summarize the consequences of the employee's walk-out. For example, if the employee said, "I quit," you acknowledge acceptance or rejection of this as a resignation. If the employee returns, outline what disciplinary action will be taken in accordance with your company's policy. Include one paragraph for every significant violation of company policy.

Step 5

Proofread and spell-check your statement. Eliminate emotional content and verify your list of events as completely as possible. If you were involved in a confrontation leading to the walk-out, have a trusted colleague scan your statement to assure professionalism.


  • Use a meeting with a returning employee to verbally coach more acceptable behavior.

About the Author

Formerly operations manager with Kodak, Scott Shpak has written more than 600 articles on business, music and photography topics as well as feature writing for magazines and technical writing for the automotive industry. He holds associate degrees in recorded music and photography from Fanshawe College in London, Ontario.

Photo Credits

  • Hemera Technologies/ Images
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