Notice by rank, and why it is rarely served
Notice lives in the work terms policy: one figure for probation, another after confirmation, and grade overrides on top. For example, 7 days in probation, 15 days for commis and stewards once confirmed, and 30 to 60 days for chefs de partie, sous chefs and managers. In practice, junior staff often leave without serving it. Record each resignation in ZeniaHR the day it comes in; the last working day is set and the person moves to on notice, so the restaurant manager can plan the roster and start hiring while the leaver is still there to train a replacement.
Station handover and clearance
A departing sous chef takes recipes and supplier knowledge with him unless the handover is written down. Ask chefs to update the recipe cards and prep list for their section before the last day. For everyone, collect uniforms, aprons, locker keys and the staff ID, and agree a date to vacate outlet accommodation. Knives often belong to the chef personally, so record which ones are the outlet's before a dispute arises. The 8-item exit checklist in ZeniaHR covers the HR steps; the outlet's signed clearance sheet goes into the employee's documents.
Settling dues in two working days
Wages fall due within two working days of an exit, whatever the reason for leaving, so the settlement is an off-cycle payroll run, not a line in next month's run. Take Suresh, a steward on ₹15,600 a month who leaves after working 13 days, in a company that pays part months on a fixed 26-day basis. His salary is ₹15,600 / 26 x 13 = ₹7,800. Add his service charge share of ₹1,500 for the part month and subtract the ₹2,500 still owed on his advance: the settlement is ₹6,800, plus any earned leave encashment and approved overtime due under your policy.
Walk-outs and calling people back
When a cook stops coming, the night-time absent alert tells the manager on the first day. Call first. If that fails, post a letter giving a date by which the cook must return or resign, and then record the exit with one of the 20 structured exit reasons. Read across outlets, the reasons show whether people leave for pay, for a manager or to go home. Cooks and stewards who left on good terms, often to spend a season at home, are worth calling back: keep them in the previous employees list and contact them before the next festival rush.
How to set it up in ZeniaHR
- Set notice days for probation and after confirmation in the work terms policy, with overrides for chef and manager grades.
- Record each resignation on the employee record the day it arrives, so the last working day and on notice status are set at once.
- On the last day, work through the 8-item exit checklist, choose the exit reason and upload the outlet's clearance sheet.
- Enter the part-month service charge share and the remaining advance recovery, then run an off-cycle payroll within two working days.
- Keep good leavers in the previous employees list and call them before festival hiring begins.
Read more about employee records and exits in ZeniaHR.
Roles this applies to
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What is the notice period for restaurant staff?
It is set by the appointment letter and your policy. Common practice is 7 days during probation, around 15 days for commis and stewards after confirmation, and 30 to 60 days for chefs and managers. Put the notice in writing at joining and apply it evenly, because informal exits are common in restaurants.
How is full and final settlement done for restaurant employees?
Add salary for days worked, the service charge share for the part month, leave encashment, approved overtime and gratuity if due, then subtract any advance still unpaid. Wages are due within two working days of an employee leaving for any reason, so run the settlement as an off-cycle payroll straight after the last day.
What should a restaurant do when an employee absconds?
Call the employee, then send a written letter asking them to return or resign by a set date. If there is no reply, record the exit with the correct reason and settle their dues, since the wages remain payable. Collect uniform and keys where possible, and check whether the exit points to a pay, manager or accommodation problem.