You posted the open position, conducted extensive interviews, and did due diligence with background checks. And it paid off: You hired the perfect candidate…who didn’t show up for their first day of work.
Having a new employee not show up on their very first day sets off alarm bells for any employer. This irresponsible behavior seems like a bad omen about the person’s reliability. How should managers handle this stressful situation? Here we’ll explore constructive ways for employers to respond when a new hire is a no call, no show for their initial work day.
The Disappointment and Disruption of a First Day No Show
You took time to thoughtfully interview and select a promising job candidate. After making them an offer, you invested hours preparing for their arrival. Their first day was scheduled to include orientation meetings, onboarding paperwork, introductions, training and more. But when Monday morning comes, your new staffer is nowhere to be found.
This no call, no show situation is problematic for several reasons:
- Disrupts plans and wastes other employees’ time
- Stalls the launch of key projects or initiatives
- Leaves the team shorthanded
- Creates hassles to get a replacement hired and up to speed
Beyond logistical headaches, this irresponsible behavior reflects very poorly on the missing employee’s judgment, commitment and ethics. It’s natural to feel your confidence in them takes a huge hit after this incident.
While enormously frustrating, managers should respond strategically, not emotionally. Thoughtfully investigating the situation and addressing it by the book reduces legal risks down the road.
Strategies for Handling a First Day No Show
When an expected new hire doesn’t arrive or call in on day one use these steps to address the issue
Contact the Employee
- Call and email them – clarify if they still plan to join the team.
- Get insight into what prevented their arrival.
- Document all outreach and any response.
Handle Urgent Needs
- Reassign their immediate priority tasks.
- Consider temporary staffing assistance.
- Inform team members and key contacts.
Set a Reasonable Time Limit
- Give a deadline for the person to contact you before taking action.
- One business day is typically sufficient.
- If no response, proceed based on your policies.
Review Company Policies
- Check if procedures address first day no shows.
- Align next steps with policies to avoid legal risks.
- Consult HR guidance if needed.
Determine if the Employee is Returning
- If contact occurs, discuss their commitment to the role.
- Assess factors like circumstances, response, reputation.
- Make a thoughtful decision on keeping their offer or not.
Review the Consequences
- Understand laws before imposing penalties like termination.
- Consult counsel to ensure adherence to labor regulations.
- Document procedures thoroughly.
By following a methodical process, managers can make the best decision and avoid rash choices that could expose the company legally.
Why Might a New Hire Miss Their First Day?
Before reacting, it’s wise to consider what benign reasons could possibly cause this baffling behavior of not showing up for a highly anticipated first day on the job. Some common reasons this could occur include:
Miscommunications About Start Date
Despite best efforts, mix-ups can happen about expected start times or dates. The employee might show up a day later thinking that was the agreed upon plan.
Logistical Issues
Problems securing child care, transportation breakdowns and other logistical challenges at the last minute might prevent attendance. These issues may not reflect poor work ethic.
Second Thoughts About the Job
Some employees get cold feet and reconsider a new role at the eleventh hour. Nervousness about leaving a longtime employer or job jitters could cause hesitation.
Emergency Situation
Family crises, illnesses, accidents or other emergencies can arise unexpectedly that require immediate attention. These understandably take priority over work obligations.
In some cases, the employee intends to show up but unavoidable circumstances conspire against them at the last minute. Managers should carefully analyze context before jumping to conclusions about motivations.
Consequences of a First Day No Call, No Show
While employers want to handle these scenarios judiciously, certain consequences are necessary if an employee misses their very first day unannounced. Typical outcomes may include:
Rescinded Job Offer
Justifiable reasons may convince the company to grant a second chance. Barring this, the standard outcome is revoking the employment offer.
Temporary Staffing
The costs of scrambling to find a replacement and getting them oriented drive home the impact of the no show employee’s actions.
Reputational Damage
Acting unprofessionally right out of the gate earns a poor reputation with the hiring manager and team. This can haunt their career.
Future Hiring Hurdles
Applicants with a history of short job tenure and unexplained absences may face extra scrutiny and challenges landing roles down the road.
While viable reasons could explain (though not excuse) the first day absence, employers must weigh this risk carefully when deciding if the candidate deserves another opportunity.
Creating a Legally Sound First Day No Show Policy
To apply consistent and lawful consequences for a new hire’s unexplained failure to show up for work as scheduled, organizations should develop formal written policies. A sound policy includes:
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A reasonable time period before the employee is considered to have voluntarily resigned by abandoning their role. 24 hours is often used.
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Language confirming the company will try to contact the employee during this window before taking action.
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Details about the records that will be kept of outreach attempts.
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Explanation of potential consequences like job offer withdrawal, temporary hiring, or more severe penalties depending on circumstances.
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Review by legal counsel to ensure compliance with relevant labor laws and regulations.
By having strong first day absence policies in place, employers reinforce expectations and can enforce consistent penalties for violations while minimizing legal risks.
Moving Forward After a First Day Debacle
No manager wants to stare at an empty desk where a new team member was supposed to be on their inaugural work day. While frustrating, it presents an opportunity to enhance policies and protocols. Some proactive improvements include:
Strengthening Onboarding
Reviewing onboarding processes may reveal opportunities to better engage and prepare new hires prior to day one. More robust prep may get them invested and excited to start.
Updating Employment Agreements
Spell out attendance obligations such as first day arrival time and consequences of early absence. Make sure new hires review and sign these prior to their start date.
Improving Candidate Screening
Look for ways to probe commitment, judgment and reliability during interviews to flag any issues upfront before making offers.
With thoughtful analysis and policy strengthening, managers can minimize repeat occurrences of this unpleasant new hire phenomenon while avoiding overreactions that create legal risks.
Responding Strategically to First Day of Work No Shows
The deafening silence of a missing new staffer on day one can spur managers to make regrettable knee-jerk decisions about consequences. But companies can protect themselves by first examining the facts and then following prescribed policies.
With empathy, discretion and legal guidance, employers can address first day no call, no show situations in a manner that is responsible to both the organization and the employee. By handling these difficult scenarios deliberately, managers can make good choices even when confronted with the most distressing hiring experiences.
What Can the Employer Do?
Many companies have policies to deal with employees who don’t show up for work and don’t call to explain their absence to their employer. In the case of an existing employee, the consequences of a “no call, no show” absence are clearly defined. But what do you do about an employee who hasn’t even started yet?
- Call them. The first thing to do is to reach out through all possible means, including phone, email and text. Best case scenario: They answer the phone or respond somehow.
- Find out why they didn’t show.
- Decide how you will handle the situation. Will you give them a break or let them go?
If the new hire’s explanation seems reasonable, it’s your prerogative to give them a second chance. Arrange for a new start date but establish clear expectations about their first day.
Where Did They Go?
There are many reasons a new hire might be AWOL. It’s possible they had a car accident on the way to work or experienced some other kind of personal or medical emergency. Maybe they mixed up the date.
Or maybe they received a better job offer.
A bad experience with HR is another reason someone might be a no-show. In this competitive job market, new hires won’t put up with rude behavior and won’t forgive being misled about job duties or benefits.
Some new hires who’ve changed their mind feel uncomfortable reaching out to withdraw their acceptance, so they avoid the task completely. And others just don’t know how to handle the situation.
No call no show at work – how should a manager deal with this?
What is a no-call no-show employee?
Employee absenteeism refers to an employee who consistently does not show up when they are supposed to. No-call, no-show employees may do so only once due to an unforeseen circumstance rather than job abandonment. Understanding termination policies: Should I fire an employee for one no-call, no-show?
Does your employer have a no call no show policy?
This can cause many problems for the employer, especially if the employee is an integral part of the team. Employers must ensure their employees understand the importance of showing up for work through an attendance policy that includes a clause for no call no show.
Should you terminate a no-call/no-show employee?
If you choose to terminate a no-call/no-show employee, you must be careful. Although it’s tempting to get upset and act quickly when an employee doesn’t show up to work, you need to make sure that you’re not wrongfully terminating an employee by mistake.
What if someone doesn’t call on their first day of work?
The first day of work is important and someone who’s dedicated to their position typically makes attending a priority. If someone doesn’t call to communicate about missing their first day, consider and the potential impact of having them on your team long-term. Think about whether you can rely on someone who no call, no shows on their first day.
