When the Job Ends: Who's Responsible for What Comes Next?

Losing a job is tough enough without wondering if your former employer should still be looking out for you. It's a question that touches on fairness, responsibility, and the messy reality of what happens when professional relationships end.

This question was answered by Tara Hurster, psychologist and founder of The TARA Clinic, and Jasmin Bedir, CEO of Innocean Australia. Andy Wright hosted the discussion as part of Never Not Creative's commitment to honest conversations about workplace wellbeing.

The Reality Check: No Crystal Ball Required

Tara makes an important point about predictions: "We really can't predict the future, so how do we know that this person is going to face long-term unemployment?" While COVID-19 has made job hunting more challenging, assuming the worst isn't helpful for anyone involved.

The harsh truth is that once your employment contract ends, you're no longer part of that organisational family. As Tara puts it: "Once you're no longer in the organisation, you're not their family anymore."

What Employers Actually Owe You

Most larger organisations offer Employee Assistance Programs (EAPs) that typically include a buffer period after you leave. These programs provide counselling sessions to help with work-related stress or personal issues affecting your work life.

However, as Tara emphasises, "We are adults and we have the capacity to make choices for ourselves." Employers can't force support services on departing employees, nor should they be expected to manage long-term outcomes they can't control.

The Wellbeing Responsibility Line

Jasmin raises a crucial distinction about what wellbeing responsibility actually means. She disagrees with the idea that "employers in general should be responsible for people's mental health," but believes they should "be doing whatever they can to support vulnerable people" while they're employed.

The key principle? "Make sure that they're not making things worse" for people during employment. This includes ensuring equal opportunities and healthy workplace relationships for everyone, including those with mental health challenges.

When Legal Issues Come Into Play

There are exceptions to consider. If there's been psychological injury, unfair dismissal, or other legal violations, that's a different conversation entirely. As Tara notes, these situations require proper legal advice, not workplace speculation.

It's also worth remembering that in Australia, you can't legally dismiss someone for mental health reasons. As Jasmin puts it: "Anyone that would do that, I mean that's the most horrendous thing to do."

The Flip Side of the Coin

Jasmin offers an interesting perspective: if agencies were responsible for the wellbeing of people who struggle after leaving, would they also be responsible for those who go on to better opportunities? "Am I also now going to be in charge of the wellbeing of people that are going to go on to better jobs?"

This highlights the complexity of trying to extend employer responsibility beyond the employment relationship.

Moving Forward

While agencies aren't responsible for your long-term wellbeing after you leave, that doesn't mean you're on your own. Building strong support networks, engaging with industry communities, and taking charge of your own wellbeing are crucial steps.

If mental health issues contributed to your departure, this might be an opportunity to address them proactively, so you're better prepared for future challenges.

The end of a job doesn't have to mean the end of your career story. Sometimes it's just the beginning of a better chapter.