In this situation, it is important to communicate with your supervisor and HR department to find a solution for the handover process. Firstly, inform your supervisor about the conversation you had with your colleague A regarding their intention to leave as well. It is crucial to maintain transparency and honesty in such situations. Express your concerns about the lack of someone available for the handover and the potential impact on your work. Your supervisor may have contingency plans in place for employee turnover, and it is possible that they have already considered a replacement for colleague A. In the event that they do not have a plan or a replacement yet, you can propose alternative solutions. For example, you could suggest training another colleague or temporary staff member to assist with the handover. If the company insists that you wait until a replacement is found before you can leave, discuss the possibility of extending your notice period to ensure a smooth transition. Explain that it would be in the best interest of the company to have a proper handover process in place and offer your assistance during the transition. Ultimately, it is up to your employer to make the final decision on whether or not to ask you to stay longer. However, by maintaining open communication, expressing your concerns, and offering potential solutions, you increase the chances of reaching a mutually beneficial agreement. It is also worth noting that every company may have different policies and approaches to employee transition, so it is vital to engage in a conversation with your supervisor and HR department to find the best resolution.