[USER]

My partner is unfortunately in a toxic work environment and plans to transition out. Approx 20% of their annual earnings are paid as a bonus late in Q1.

Employees who are 55 years and up and have 10+ years in service can retire at any point in the year and get the pro-rata portion of their bonus.

While they have more than 25 years of service, they are in their early 50s. We are seeking ideas/perspectives to consider for next steps.

Potential options and questions:
1) Contact HR to see if there’s flexibility on the age eligibility of the bonus if my partner retires before the regular bonus payout.

However, there is concern that word may get to the boss about this inquiry. (the company is several hundred in size)

-In your experience (especially that of HR professionals in the group), is it likely that HR would be flexible on the age eligibility?

-What’s the likelihood that word may get to the boss about the inquiry of their potential interest in leaving (even if there’s a request to keep it confidential & frame it as a hypothetical)?

2) Keep quiet and wait until the regular bonus payout date, then give notice shortly thereafter.

3) Any other options or suggestions to consider?

Thanks for sharing your perspectives and insights.

[TJ]

My $.02 USD: HR works for the company’s interests (not the employees), so…
1.) I’d wait until close to bonus time before broaching the subject of it would make their work experience worse (assume boss would know).

2.) If the work toxicity is really bad, why wait? 20% could be worth asking about, and ‘how much worse could it get’? (Assuming that your Q1 ends March… The company I worked for, Q1 ended Sept.)

3.) If the toxicity is REALLY, REALLY bad, don’t wait. Your partner only has so many Novembers left in their life.

No one knows how many, but we aren’t promised anything, so get out and relax.

Assuming partner isn’t at FU or FI, then maybe a coast job would be enough, a long with sleeping well and not having the stress of a “poopy” work environment.

[Sara]

When is the end of Q1 for their company? Plus, for me $10-15k isn’t enough to stick it out but $40-50k definitely is.

Any way they could take all their leave to eek through?

The smaller the company the bigger the likelihood HR will spill the beans in my experience.

[Alan]

I am an executive for imo. HR won’t budge because that would open company up to liability (why did you do it for x). If they know he is going to lose they’ll want to cut bonus.

Stick it out till bonus is paid then leave.
Word will get to boss.

[Nancy]

He’s been there 25 years. Bonus in 16 ish weeks. If it’s that bad. Then leave and it leaves the $$ on the table.

Otherwise. Use all vacation time. One day a week if there happens to be 16 days left (assuming it renews in January that’s not unrealistic).

When a mental plan is set – sometimes the “toxic” rolls off – because “who cares – I’m leaving”. It’s all in the head

From a company standpoint, why would they give someone $$ that isn’t fulfilling the yearly timeframe and they aren’t going to continue giving them benefits.

Aka working for them with the years is skills leaving.

We all think our company loves us – until we give notice.
Good luck!

[Christie]

A simple inquiry to see the policy for future planning wouldn’t clue in HR of the employee’s intentions.

Although it’s unlikely there is flexibility in the age eligibility due to it being a policy that is/should be followed consistently.

There may be additional options available to you based on what’s in the policy.

[Sue]

Minute hr gets a different of anything like this they generally start to force the person out and then you end up with no bonus etc.

They are not your friends

[Lauren]

I would probably stick it out for the few more months (conveniently, it’s common get off or take off a lot of time around the holidays, so that reduces the actual time in-office as well).

OR if it’s so toxic that that idea leaves them in absolute despair, decide when they’re ready to leave, then ask HR about the bonus just in case there’s flexibility, and then regardless of whether there is or not, put in notice (or be pushed out right then, or just leave right then).

Assuming that it’s more of a “would be nice to have the money that I feel like I’ve earned” thing and not a “how are we going to afford to live without this money” thing.

In that case, they’ve pretty much got to stick it out unless they find another job first.

(This is all assuming you’re not already at FI. If you are, then who cares, peace out and let the past be past.)

[Lisa]

Notice goes in after the bonus has fully cleared the bank, sit with the calendar and make a plan for using sick and vacation time. Or leave now and don’t worry about the bonus.

For me it would depend a lot on how long this job has been a wreck and my mental health about managing through 5 more months.

Sometimes leaving is the smarter option.

[Pam]

I would probably stick it out to get the bonus and then leave. When I’ve been in bad work situations, when I know that I’m leaving in a couple months, my mental health always improves.

I also take as much leave as possible when I’m on the way out and that helps.

[Amanda]

I’m no expert but I work in accounting and we often share offices w HR and most of the HR people Ive known would RUN, not walk, to tattle on your partner to the boss thats just how they are

[Author]

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