Revista Científica y Arbitrada de Ciencias Sociales y Trabajo Social ‘‘Tejedora’’: Vol. 4 (Núm. 7) (ene-jun 2021). ISSN: 2697-3626

Voluntary resignations in times of COVID-19

VOLUNTARY RESIGNATIONS IN TIMES OF COVID-19

RENUNCIAS VOLUNTARIAS EN TIEMPOS DE COVID-19

Cañarte-Reyes Martha Cecilia¹

2

Mendoza-Muñoz Bryan Abdón

1

Trabajadora Social Empresa Reybanpac. Quevedo, Ecuador. marthysja@gmail.com

https://orcid.org/0000-0003-3644-4108

2

Universidad Laica Eloy Alfaro de Manabí. Manta, Ecuador. bryan.mendoza@uleam.edu.ec

https://orcid.org/0000-0002-9964-8362

ABSTRACT:

Voluntary work resignations are a social problem affecting many Ecuadorian families, putting their quality of life and

socioeconomical status at risk. For this reason, the objective of this study is to examine the factors that have

influenced voluntary work resignations during the COVID-19 pandemic and establish preventive actions by Human

Resources in companies in the city of Quevedo. Additionally, this study will also determine whether these factors

have affected the well-being, labor stability, and personal growth of the participants. For this we conducted a

questionnaire, given to 203 people who voluntarily resigned from their positions during the pandemic. This was done

through an online survey, due to social distancing requirements. The responses collected from the survey informed

us about the many factors that influenced participants’ decisions to resign from their positions, while highlighting

that a main reason was, undoubtedly, fear of contracting COVID-19 at work. This fear was shared even by field

professionals who participated in online interviews that we conducted in order to investigate their perspectives on

the social impact of this pandemic that has recently affected the economic and social stability and well-being of

many families. Moreover, it was established that voluntary work resignations do not always reflect the actual desires

of laborers, who wish to improve their quality of life, but instead are a product of outside factors.

Keywords: Voluntary resignations, health emergency COVID-19, prevention, human talent.

RESUMEN:

Las renuncias voluntarias hoy en día pueden presentarse como una problemática social que afecta a muchas familias

ecuatorianas poniendo en riesgo la calidad de vida al que por Derecho tenemos todos los seres humanos. Por tal

motivo el objetivo del presente estudio fue establecer que factores influyeron en la renuncia voluntaria de los

trabajadores durante la emergencia sanitaria del COVID-19 para promover así acciones de prevención desde el

Talento Humano en las empresas de la ciudad de Quevedo, además, determinar si estos factores identificados

afectaron en el bienestar, la estabilidad laboral y la superación personal de los participantes en estudio. Para ello,

aplicamos un cuestionario dirigido a 203 personas que presentaron sus renuncias durante la pandemia, la misma

que se ejecutó a través de la encuesta virtual debido al distanciamiento social que debemos cumplir, lo que nos

permitió conocer varios factores por el que decidieron poner fin a su relación laboral pero que sin duda alguna

acentuaron como mayor relevancia el motivo presentado por el Temor de contagios de COVID-19 en la empresa,

conclusión compartida incluso por profesionales en el área laboral a quienes aplicamos entrevistas virtuales para

conocer sus perspectivas en cuanto a esta realidad social que ha provocado recientemente la inestabilidad laboral,

económica y de bienestar de muchas familias. Sin embargo, se estableció además que la celebración de las renuncias

voluntarias no siempre expresa el deseo libre del trabajador que conlleva a mejorar su calidad de vida, sino que

resulta por la influencia externa de otros factores.

Palabras clave: Renuncias voluntarias, emergencia sanitaria COVID-19, prevención, talento humano.

Recibido: 28 de septiembre de 2020; Aceptado: 04 de enero de 2021; Publicado: 08 de enero de 2021.

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1

. INTRODUCTION

Today, the whole world has been affected by

a pandemic called COVID-19 that has caused

the death of millions of people and affected

the economy of many families by the loss of

their jobs, something that is related to the

statement of the United Nations

Organization ¨It will be the cause of the

biggest economic and social crisis in the

region in decades, with very negative effects

on employment, the fight against poverty

and the reduction of inequality. ¨ (ECLAC,

to data from INEC (figure 1), so it is

important and essential to ensure the safety

of workers, the sustainability of enterprises

and jobs, as well as ensuring job stability.

Figure 1. National unemployment rate.

2

020)

Source: INEC - Technical Bulletin on

Employment, emendu telefónica.

Therefore,

the

International

Labor

In this sense, Gopinath (2020), indicates that

Organization (ILO), aware of the effects of

this virus, recently published a report in

which it warns that some 5.3 and 24.7

million jobs would be at risk by the

coronavirus, thus exposing ¨the work force is

deeply affected by this global pandemic virus

“

the policy actions to be implemented

should aim to prevent this temporary health

crisis from having permanent effects on

people and companies (unemployment and

bankruptcy), seeking to maintain relations

between workers and businesses, creditors,

debtors, bidders and demanders”. However,

although it is early to assess the impact of

the disease and its effects on the economy

of families, some specialists say that these

effects will be temporary and anticipate a

recovery from the second or third quarter of

(COVID-19). A situation that in addition to

being a threat to public health, economic

and social disruptions endanger the long-

term livelihoods and well-being of millions of

people¨; position that serves as a reference

at this time with the rise of the

unemployment rate at national level to

2

020. Following Gopinath (2020) on the

1

3.3% during the months of March to June in

demand side, “both the loss of income as

relation to the previous year 3.8% according

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Voluntary resignations in times of COVID-19

well as the fear of contagion and increased

uncertainty, cause people to spend less,

which can cause firms to anticipate lower

demand and reduce their spending on

investment, exacerbating the closure of

businesses or enterprises and the loss of

jobs.”

the settlement that the employer prepares

through the settlement act, in accordance

with the terms of Article 185 of the Labor

Code in force and is validated by the Ministry

of Labor Relations (MRL).

Nevertheless, although the presentation of

voluntary resignations in companies is a

formality that expresses the will of the

worker before the employer to terminate

the work relationship, this is considered and

regularized by eviction which does

correspond as a cause of right established

and protected in the Labor Code of Ecuador

indicated in its Art. 184: “It is the written

notice with which a worker lets the

employer know that his/her will is to

terminate the work contract, even by

electronic means. Such notice shall be made

with at least fifteen days of the definitive

cessation of the work, such time period may

be reduced by the express acceptance of the

employer at the time of the notice.” and that

is also related to what was stated by Jácome:

“ understood from the scope of the right, the

resignation constitutes an act of legal nature

and unilateral profile that offers the holder

of a right the possibility of withdrawing from

it without a certain beneficiary. Resignations

are considered to be unilateral because they

In this context, it is worth mentioning that

one of the biggest problems that is becoming

more evident in the Ecuadorian society and

that constitutes the core of the present

study, are the voluntary resignations

presented during the health emergency of

the COVID-19, which does not exist as a

cause for the termination of the work

contract but that without any doubt

constitutes the employment termination by

an agreement between the parties through

the legalization of the settlement act where

the payment of the labor obligations

towards the worker is fulfilled. In other

words, when the person voluntarily resigns

from his/her job he/she is accepting the

cause “agreement between the parties” and

has the right to have the company pay

him/her a bonus corresponding to 25% of

the equivalent of the last monthly

remuneration for each of the years of

services provided to the same company and

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only require the will of their author to get rid

security and other necessary social

of a right from his own patrimony.” (2016, p.

services;”

4

8)

And also, what is expressed in section eight,

Art. 33. “Work is a social right and duty, and

an economic right, a source of personal

fulfilment and the basis of the economy. The

State shall guarantee working people full

respect for their dignity, a decent life, fair

wages and compensation, and the

performance of healthy, freely chosen and

accepted work”.

However, we cannot ignore that in a direct

or indirect manner the decision to end the

labor relationship and lose their jobs,

whatever the motivation, including the

health emergency we are experiencing, is

considerably affecting families because they

do not have the economic resources

necessary to lead a dignified life in full

enjoyment of their rights and therefore

society, which is contrary to the provisions of

the Constitution of the Republic of Ecuador,

published in Official Register 449 of October

It is in this context and in view of the reality

that we live today, that the present

investigation emerges to determine the

factors that influenced many workers to

desist from continuing in the labor

relationship, thus presenting their voluntary

resignations, which could be the result of the

employee's own decision as well as being the

result of possible pressure through abuse on

the part of the employer and which would

constitute a forced resignation under the

figure described above, relating it to what

was exposed by Paucar “In many cases, the

victim will end up getting tired of struggling

every day against these injustices and will

present his ‘voluntary’ resignation or will

simply exteriorize all his/her contained

feelings and offend the aggressor, to which

2

0, 2008, which states the following:

Art.14.- It is acknowledged the right of the

population to live in a healthy and

ecologically balanced environment that

guarantees sustainability and good living,

sumak kawsay.

In the same way, as stated on its Art. 66 “the

Constitution of the Republic of Ecuador

recognizes the right to a dignified life that

ensures health, food and nutrition, potable

water, housing, environmental sanitation,

education, work, employment, rest and

leisure, physical culture, clothing, social

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Voluntary resignations in times of COVID-19

the superiors will ask him/her to leave the

organization.” (2014, p. 64) which would

cause economic destabilization that would

directly affect his/her well-being and that of

his/her entire family, constituting a social

problem currently identified in relation to

the health emergency of COVID-19.

probable cases in the workplace to the

national health authority; communication

and prevention measures in the workplace,

control actions for people with suspected

and/or diagnosed coronavirus (COVID-19);

and the mandatory preventive isolation,

duly certified by the Ministry of Public

Health.

Now, while it is true that the unleashed

health crisis is putting our societies and

economies to the test, in addition to the

response that we are all capable of giving in

the sense of responsibility that we all have,

it is important to limit the containment

measures that are leading governments

around the world to prioritize and adopt

prevention measures that make it possible

to slow down the spread and mitigate its

effects.

Therefore, all sectors of our society,

including companies and employers, must

play a leading role from the management of

Human Talent if we want to stop the spread

of this disease and therefore the decrease in

voluntary resignations submitted by

workers. In this sense, the greater

responsibility of management and human

talent outline their knowledge and efforts to

incorporate preventive actions, developing a

special contingency plan and continuity in

the company, that allow the worker to be

In Ecuador by Ministerial Agreement No.

0

0126-2020, guidelines are established for

always

informed

of

health

the prevention and protection of all workers

and public servants against the coronavirus

recommendations and have the necessary

hygiene products as well as the provision of

personal protective equipment (hereinafter

PPE), considering the diversity of individuals

in relation to age, sex, special skills, among

others, which will allow the production

operation without risking the health of

workers thus generating their confidence

(COVID-19) within working spaces, where

general considerations of the virus are

established and which have to do with the

mode of transmission, incubation period,

signs and symptoms; case definitions:

suspicious, probable and confirmed cases; as

well as the notification of suspicious and

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and stability. In accordance with what

where guidelines are issued for the

application of the reduction, modification or

suspension of the working day during the

declaration of a health emergency, with the

aim of guaranteeing the rights of workers

and mitigating the occurrence of voluntary

resignations.

Friedman (2007) states, “strategic planning

places managers and chiefs in an analytical

point of strategic situations, under a

common language and actions, with shared

objectives and values”, that is, at this point

where we are living a health emergency

called COVID-19 is important first to make a

situational diagnosis of the organization to

promote actions that will address possible

weaknesses and strengthen opportunities.

Given this new scenario that affects the well-

being of most families in Latin America and

especially in Ecuador, this research

determines which factors: personal,

business, mobilization or others, influenced

the termination of their work relationship or

that their decision does not respond to a free

and voluntary decision, even though there

are several labor provisions issued by the

In this sense we can also cite, Armas, Y.,

Llanos, M. & Traverso, P. “Talking about

human talent does not mean taking a stand

in favor of the staff alone. Human

management implies managing each of the

participating groups in the production or

service area offered through the different

organizations with responsibility and

impartiality.” (2017, p 21). Consequently, we

can point out that the action of the

companies through the Human Talent must

be aligned in legal foundations, linked to the

policy of full employment that every State

must have in harmony with the legal norms

that are enshrined in the Magna Carta.

However, in view of the existing emergency,

National

Government

to

mitigate

unemployment during the COVID-19 health

emergency.

From this context, it is important that the

companies promote actions in prevention

from the department of Human Talent to

avoid voluntary resignations.

2

. METHODOLOGY

a) Methodology design.

The present research work was developed in

a mixed approach, called so because of the

ministerial

agreements

have

been

formalized, such as: No. MTD-2020-077,

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Voluntary resignations in times of COVID-19

existing relationship of qualitative and

quantitative type because in addition to the

collection of bibliographic information,

techniques were used to collect the

information that allowed to know better the

reality in research.

surveyed, which allowed us to guarantee the

validity and effectiveness of the statistical

analyses estimated in the research and 3

experts in the area of Law, Human Talent

and Social Work to carry out in-depth

interviews.

Furthermore, the type of research carried

out was descriptive-explanatory because we

obtained an objective description of the

Area of study.

The research was carried out in several

sectors in the city of Quevedo, province of

Los Ríos, where there are job-generating

companies.

current

reality

regarding

voluntary

detailed

resignations, as well as

a

explanation of the factors that influenced

the study's objectives, with the intention of

promoting prevention protocols through the

management of human talent that help the

well-being of the worker. Similarly, the

inductive method was used to find the

possible general causes of the subject under

investigation.

c) Techniques employed.

With the sole purpose of obtaining reliable

results, we proceeded with the technique of

surveys that were employed through the

elaboration of virtual questionnaires and

directed to the study population, in addition

to interviews with: a Law professional, a

Human Talent professional and a Social

Worker.

b) Research participants.

In order to know the size of the population

under study, the calculation was made with

a confidence level of 95%, assuming an

expected proportion of 5% and an

admissible error of 3%, and this was chosen

through a simple random sampling due to

the existing diversity, which was adequately

obtained with a total of 203 people

Statistical analysis.

The data obtained in this research study

were based on the complete data (203)

extracted in Microsoft Excel, after the

application of the survey instrument, which

were then imported to the SPS v20.o (IBM)

in order to obtain descriptive frequencies

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and statistics to establish the variables:

dependent (labor stability and personal

improvement), and independent (personal,

business or transportation factor); measured

in a nominal scale and represented in

percentages.

Relative disease

Relative death

Others

9

18

33

4,4%

8,9%

16,3%

Source: Self elaboration with results of the field

th

work. Quevedo, July 5 , 2020

In this context, it is also necessary to note

that most of the participants indicated that

they knew the symptoms that produce the

virus of COVID-19 and that the company

where they worked did provide them with

training in prevention and gave them PPE to

avoid infection of the virus. Thus, for

example, what is established in Table 2,

where we show that the use of masks

represented in 74.4%, hand washing in

3

. RESULTS

Of the total number of people surveyed,

Table 1 shows that the main reason is fear of

COVID-19 infections in the company,

represented by 44.8%, followed by 40% who

say that the cause is mobilization to the

workplace, 36% who say they have personal

and family reasons and 27.1% who say they

have a new job offer and others.

6

0.6% and the use of alcohol in 65% were the

measures most applied by the subjects of

the study, in relation to other measures

exposed in the same table but that without

any doubt express a lower applicability in

relation to the 40.4% that indicated not

having received trainings in prevention nor

PPE.

Table 1. Results of reasons for Voluntary

Resignations.

Answers Percentage

Reasons

No.

8

22

off cases

3,9%

10,8%

Family problems

New job offer

Fear of COVID-19

infections in the

company

COVID-19 infected

relatives

Mobilization to the

workplace

Lack of mobilization

Lack of security at

the workplace

91

44,8%

9,4%

Table 2. Prevention measures.

1

4

9

6

Protective

measures in the

Answers Percentage

No.

of cases

22,7%

18,2%

16,7%

9,4%

company

Use of mask

Use of gloves

Use of glasses

Use of overalls

Handwashing

151

70

45

19

123

74,4%

34,5%

22,2%

9,4%

37

3

4

Personal disease

19

60,7%

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Voluntary resignations in times of COVID-19

Use of alcohol and

the total surveyed indicated that they do not

have an extra income to cover their basic

needs and 81.3% indicated that they have

not been able to get a job after their

voluntary resignation, which motivates

1

32

65,0%

antibacterial gel.

COVID-19 tests

None

36

23

17,7%

11,3%

Source: Self elaboration with results of the field

th

work. Quevedo, July 5 , 2020

Similarly, it is important to discuss the fact

that 60.1% said that in the companies where

they worked, cases of COVID-19 infection

were reported, despite the fact that they

5

0.2% to contemplate returning to their old

job.

Nevertheless, and despite the effects

associated with the voluntary resignations,

most of those surveyed, that is, 119

indicated that their children are studying,

which represents 58.6% of the total,

compared to 84 who indicated no and which

corresponds to 41.4%, having said this, it is

also important to emphasize that 25.6%

have their own rented housing and 12.3%

have their own mortgage. Finally, it should

be noted that most of them stated that they

had family members who were vulnerable to

COVID-19 and, to a lesser extent, that they

had suffered the death of a family member

during the pandemic.

complied

protocols.

with

occupational

safety

On the other hand, Table 3 shows that of the

total number of people surveyed, 122

indicated that the company did not provide

them with transportation to and from work,

while 81 indicated that it did. Therefore,

those who indicated positive responses also

mostly stated that this transportation did

not have the measures to prevent COVID-19

infections.

Table 3. Transport to/from the workplace.

Valid

percentage

Accumulated

percentage

Valid Frequency Percentage

Yes

No

Total 203

81

122

38,4

57,8

96,2

39,9

60,1

100,0

39,9

100,0

4

. DISCUSSION

The results obtained in the present study

determine five approaches where the most

relevant reasons considered by people in

work relationship to present their voluntary

resignations to their employer are grouped

Source: Self elaboration with results of the field

work. Quevedo, July 5th, 2020.

On the other hand, this study has also

allowed us to show that at present 57.1% of

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and that are related to the factors: family,

work despite the protection and prevention

processes in the company unless the

presence of a generalized state of panic that

makes the feeling of security impossible is

considered.

mobilization, company, COVID-19 and

personal desire. However, and in accordance

with what was expressed in the interviews

conducted

with

the

participating

professionals, as the main reason they

framed the fear of COVID-19 contagion in

the company, which undoubtedly not only

expresses the free will or desire of the

worker, but is also considered as a forced

resignation, due to the existing fear for the

lack of security in the companies during the

unexpected health emergency. In this

regard, we also believe it is important to

note that the interviewees stated that

despite the fear generated by the pandemic,

the companies where they worked provided

them with training in prevention and most of

them provided them with PPE to avoid

contagion among workers, thus perceiving a

high level of organizational support and

commitment, which could contradict what

was expressed previously and in a certain

way would express in some, the willingness

to justify their voluntary resignation under

the fear of contagion by COVID-19. However,

and considering that the COVID-19 crisis also

has economic repercussions, it is doubtful

that employees will decide to give up their

On the other hand, focusing on variables

regarding the well-being and labor stability

of the people under study, it is worth

mentioning that the results have obviously

shown an effect on their quality of life after

the resignations, as they only receive the

settlement that by law corresponds to them

when their labor relationship ends under the

figure of voluntary resignation or eviction

and do not have an extra income for the time

they are unemployed, which would be

related to the economic support that the

unemployed receive from social security to

cover their basic needs and those of their

families, as well as not having been able to

get a new job. This situation, besides

evidencing the problems of the present

study, also generates conditions of struggle

and survival where coexistence and family

needs motivate the search for work and

even open the possibility of returning to

their previous work and the management of

possible panic.

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Voluntary resignations in times of COVID-19

Reaching this point where we make

reference to labor stability when we have a

secure job, which by right all human beings

have and which is opposed to

Therefore, it is important that companies

through its area of Human Talent continue to

promote the provision of PPE and provide

training to their employees to lower and

appease the contagion and fear of contagion

of COVID-19.

unemployment

due

to

voluntary

resignations, is that we focus the

commitment that all companies have

through their Human Talent department to

promote compliance with protocols for the

prevention of Occupational Hazards and

diagnose social problems to improve the

working conditions of their employees and

avoid this type of resignation. However,

some professionals agree that first the

commitment must come from the State

making the necessary labor reforms that

allow labor stability in times of pandemic.

It can be pointed out that the Ecuadorian

State, through the special agencies, must

evaluate the impact that unemployment had

during the health emergency of the COVID-

1

9 in order to improve the working

conditions that would allow for a decrease in

the occurrence of voluntary resignations.

It is also relevant to promote from our

professional

actions

the

necessary

information on prevention issues, as well as

the resources available to help and mitigate

the voluntary resignations during this

episode of pandemic called COVID-19.

5

. CONCLUSIONS

According to the current study, the health

emergency of COVID-19 has motivated most

of the voluntary resignations in companies.

In this sense the role of the Social Worker

and the Human Talent Team should be

directed to the understanding, diagnosis,

and management of the factors analyzed in

this research and that motivated the

voluntary resignations in the city of

Quevedo.

This opens the debate that the occurrence of

voluntary resignations does not always

express the wish of the worker but is also

incited by other external factors such as:

family, business, transport or other factors

that are presumed to put his or her life at risk

in the context of the COVID-19.

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policies/

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Paucar, L. (2014) La Renuncia Forzada como

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Quito. Universidad Central del

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reducción,

modificación

o

suspensión emergente de la jornada

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INEC. (2020). Boletín Técnico N.º 01-2020.

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