Two weeks ago, one of my colleagues, who was about to leave KTP, came into my room.

She handed me her ACCA Practical Experience Requirement (PER) form.

At that time,
I was rushing between client meetings, audit deadlines and internal matters.

I smiled and told her,
“Just leave it on my table.”
“I’ll look at it.”

A few days later,
I reviewed every section carefully.

Everything was in order.
She had genuinely achieved the practical experience required by ACCA.
So I signed the PER.

Then…
The signed form stayed on my table for another few days.

Not because I forgot.
I was simply buried in work.

One day, my HR Manager asked,
“Boss, do you want me to pass the signed PER to her?”

I replied,
“No.”
“I’ll give it to her myself.”

Why?
Because she had spent one and a half years with us.

She wasn’t just here to complete an ACCA requirement.

She contributed to the firm, worked with the team, and became part of our journey.

The least …
I could do was hand the form to her personally,
shake her hand, and
wish her all the best in her next career.

Some people think a PER signature is something a boss should hold back.
🤬😡🥵

I see it differently.

If someone has genuinely fulfilled the ACCA PER requirements,
I will sign without hesitation.

A signature should recognise achievement.
It should never become a bargaining chip.

There is only one exception.

If someone is still under probation and
has not demonstrated the required competence,
I won’t sign something that isn’t true.

Not because I want to stop their career.
But because my signature is a professional declaration.

As an ACCA member,
I am confirming that the practical experience was genuinely obtained.

Nothing more.
Nothing less.

People come.
People leave.
That is part of every business.

If someone has truly earned the experience,
sign the PER,
shake their hand,
wish them well,
and let them leave with your blessing.