What is a Notice Period & How Long is it?

Businesses typically use notice periods to plan for a replacement before an employee leaves. From documenting the leaver’s knowledge to recruiting a new joiner to training them till they are ready to take over, it can be a time-consuming and effort-intensive process. However, having the leaver taking responsibility for a smooth transition makes things easier, simpler, and faster.

Similarly, employees who are let go need enough notice to be able to find a new role. The average job search takes months and professionals may require support till they get there. Employers have to take this into account and help terminated employees in this transition.

Related: How to Explain Your Reasons for Leaving a Job

Your notice period depends on your employment agreement, your length of service, and your termination reason. If your termination is initiated by the employer, then they need to provide statutory notice from 1 to 12 weeks based on your length of service. On the other hand, if you resign, the law stipulates you need to provide at least 1 week’s notice.

In any case, while employment contracts always meet statutory requirements, sometimes they go above and beyond. For example, senior management or highly technical roles may involve longer notice periods. This is why it is always a good idea to understand your notice period before signing an employment agreement and negotiate according to your needs if you need to. If you are interested in finding your notice period for your current job, check your paperwork or ask HR.

If you are planning to resign, make sure you hand in your notice the right way to avoid any unpleasant surprises. If you are on good terms with your line manager, you may want to let them know that you are leaving verbally before formalising your resignation. However, don’t forget to hand in your notice in writing too to eliminate any risks. A simple email notifying your line manager and/or HR that of your resignation is enough.

Related: How to Write a Resignation Letter

Unless your employment contract states otherwise, your notice starts on the day after you let your employer know you are leaving or they let you know that you are being terminated. However, we suggest double-checking this point with your line manager or HR for clarity.

If your employer considers you are a “good leaver” or you have negotiation power over your resignation, you may be able to negotiate your notice period and leave early without serving it to the last day. If this is the case, I suggest you explore this possibility with your line manager or HR depending on your circumstances. Nevertheless, keep in mind that shortening your notice period is up to their discretion, not yours.

This is rarely an approach you should take and is not advisable but if you do so, then proceed with caution if you are deciding to leave before your notice period expires and your employer has not consented to it. This is not advisable for multiple reasons. Firstly, it will tarnish your personal brand, which is one of your most important assets as a professional. Secondly, it could even expose you to legal risks (as it can amount to a breach of contract on your part) although this is not very common in practice. In any case, a collaborative approach is always the best one.

In some cases, employers may ask employees to leave as soon as the notice period starts by exception. If this happens, they need to provide a one-off payment in place of your notice. Keep in mind that you may be able to reject this offer if you prefer depending on your contractual agreement.

Sometimes, employers want leavers to stop coming to work. This may be to restrict the leaver’s access to sensitive information or due to the fact that the employer thinks the leaver may cause disruption to the business. If this happens to you, keep in mind you are still considered employed until the last day of your notice, which means it is illegal to start a new job in the meanwhile.