Entrepreneur Magazine: 7 things You Must Do Before Quitting Your Job or You’re Screwed
Entrepreneur Magazine: 7 things You Must Do Before Quitting Your Job or You’re Screwed
A widely shared piece by the business media publisher Entrepreneur Magazine recently outlined essential quitting job advice for professionals considering resignation. The article underscores a key point many workers underestimate: career transitions must be planned with the same diligence used when accepting a role. Leaving a position without strategy can expose individuals to contract restrictions, arbitration routing, retaliation risk, unpaid compensation disputes, classification confusion, benefits disruption, documentation gaps, and lost negotiation leverage.
The Most Important Steps Before Quitting Your Job
According to the guidance from Entrepreneur Magazine, workers should carefully evaluate:
- Employment agreement obligations — Contracts may include enforceable clauses affecting resignation timing, evidence access, pay entitlements, or dispute routing.
- Mandatory arbitration clauses — Arbitration isn’t illegal, but it can determine whether disputes stay private or go to court. Understanding enforceability before resigning is critical.
- Company classification labels — Workers labeled as contractors despite employee-like control conditions may unknowingly give up protections unless classification is reviewed prior to exit.
- Retaliation risk documentation — If disputes or complaints predate resignation, preserving records is vital. Resigning first and documenting later can weaken retaliation claims.
- Compensation and benefits review — Overtime pay, commission agreements, parity entitlements, severance timing, healthcare coverage, parental or medical accommodations, retirement vesting, and exit pay calculations must be audited before giving notice.
Why Legal Review Matters Before Resigning
Many employment disputes collapse not on legal merit, but on process timing, language loopholes, waiver framing, policy interpretation stacking, or negotiation imbalance at signing. Once you resign, critical employer duties around documentation sharing, interactive accommodation discussions, regulatory classification evaluation, and workforce rights balancing may no longer apply. *
An exit strategy should answer questions like:
- Can you access key case records after resigning?
- Did you unknowingly waive dispute paths at signing?
- Are policies being enforced in ways that reduce statutory rights?
- Is your resignation being positioned as “voluntary” to block retaliation review?
