Not Every Departure Equals Abandonment: Unexpected Situations

Have you felt anxious or perhaps bewildered if you thought you might have to leave your workplace unexpectedly? Or perhaps a colleague left work without notice, and someone commented, “That’s abandonment.” 

Reviewing what is considered abandonment can aid your understanding.

What is abandonment? 

The document Duty to Provide Care states that abandonment occurs when a nurse discontinues care after receiving a client assignment without: 

• negotiating a mutually acceptable withdrawal of service with the client, 

• arranging for suitable alternative or replacement services, or 

• allowing the employer a reasonable opportunity to provide alternative or replacement services. 

What does this mean in practice? 

The following examples illustrate these points, showing when a registrant may or may not be abandoning their clients.

Client Not Following up 

A client was expected to have called the clinic yesterday for a follow-up appointment. As he has not yet called in, the RN phones the client to provide the test results and make follow-up treatment plans. During the follow-up phone call with the client, the RN ensures that the client is aware of their options for accessing care at the clinic. While it is important to make access to care as easy as possible, this situation would not be considered abandonment because the client can choose not to follow up on their own care. 

The RN shared that there are choices and other care providers available when the client connects for care. Documentation in the client’s health record, including plans available to the client, is required.  

Simply closing the client’s file, without documentation or providing options for continuity of care could be considered abandonment.

Sudden Illness 

During a shift, an RN suddenly became acutely ill to the point where they could not provide care for any of the clients on their current assignment. If the RN informed their supervisor (e.g. Manager), this would not be considered abandonment. If the RN was able, they would be expected to assist until an alternative arrived. Leaving without notifying the supervisor or at a minimum, in an extreme situation, asking someone to inform the supervisor could be considered abandonment, as the RN had accepted the assignment of care. 

While the sudden onset of an acutely debilitating illness during a shift is not an everyday situation, this illustrates some of the contextual factors that must be taken into consideration, if a nurse becomes ill during a shift. 

Insufficient Human Resources – No Replacement 

A Nurse Practitioner (NP) is at work in a remote health centre and scheduled to work until 1500 hrs, when she learns that the next scheduled care provider cannot come to work. The health centre is scheduled to be open until 1800 hrs and the NP wondered if they could leave at the 1500 hrs.  

It is expected the NP bring this situation to the attention of the management team, right away, to allow the opportunity to provide replacement services. Clarity about who is responsible for scheduling and replacing staff is necessary. The management team can then determine the best available course of action. If management cannot find a replacement, and decided to close the health center, the NP can then collaborate on what needs to be done for the rest of her shift to support client care. 

Note that if all clients at the health centre are taken care of, there are no clients currently at the health centre or scheduled to come in at the end of her shift, there are no clients to abandon. This would not be considered abandonment if the NP leaves at shift end.

Unexpected situations like these can occur at any time, and it is recommended that you be as prepared as possible. Communication and documentation are essential for preventing abandonment and ensuring a plan is in place to allow for access to and continuity of care. 

Resource 

CRNM (2025) Duty to Provide Care. 

Questions? 

The Quality Practice team is here to support you. If you have concerns or questions about evidence-informed nursing practice, email practice@crnm.mb.ca.