Notice period — everything you need to know

Your notice period is one of the most important — and least understood — aspects of your employment contract. Whether you're leaving a job or being made redundant, understanding your notice rights protects you.

What is a notice period?

A notice period is the amount of time an employee or employer must give before ending an employment contract. It works in both directions: you must give notice before leaving, and your employer must give you notice before dismissing you.

Statutory minimum notice periods in the UK

These are the legal minimums set by the Employment Rights Act 1996. Your contract may give you more, but it cannot give you less:

• Less than 1 month employed: No statutory notice required
• 1 month to 2 years employed: 1 week's notice
• 2–12 years employed: 1 week per year of continuous service
• 12+ years employed: 12 weeks (the maximum statutory notice)

Notice when you resign

When you resign, you must give the notice period specified in your contract. If your contract is silent, the statutory minimum applies. Your notice period starts the day after you give notice — not the day you hand in your resignation letter.

Pay in lieu of notice (PILON)

Your employer may offer to pay you instead of having you work your notice — this is called "pay in lieu of notice." You receive your normal salary for the notice period but leave immediately. Your contract should specify whether this is an option; if it doesn't, both parties need to agree.

Garden leave

During garden leave, you remain employed and continue to receive full pay and benefits, but are asked not to come into work or contact clients. This is common in senior or competitive roles where the employer wants to prevent you taking clients or sensitive information to a competitor. You cannot start a new job during garden leave unless your employer releases you.

What happens if you don't work your notice?

If you leave without working your notice or without your employer agreeing to PILON, you are technically in breach of contract. In practice, the remedy available to employers is to claim damages equal to what it cost them as a result of your early departure — but this is rarely pursued for junior and mid-level roles. For senior or specialist roles, breaching notice terms carries more real risk.

Notice when you're made redundant

When your employer makes you redundant, they must give you at least the statutory minimum notice (or your contractual notice, whichever is greater). Redundancy pay is calculated separately and is on top of your notice pay.

Can you negotiate a shorter notice period?

Yes — always worth asking. Many employers are willing to agree a shorter notice period if you're cooperative about the handover and your departure doesn't cause immediate operational problems. Frame it as a mutual benefit: "I'd like to agree a leaving date of [X] — I'm fully committed to making the transition as smooth as possible."