Notice Period

What Is a Notice Period?

Notice Period refers to the time between when an employee says they're quitting and their last day on the job. It is a transition period that gives both the company and the employee time to get ready for the change. How long the notice period is depends on company rules, employment contracts, and what's typical in the industry, but it's usually anywhere from two weeks to three months.

Why Have a Notice Period?

The notice period is helpful for both the company and the person leaving.

• For the Company: It gives them time to find someone to replace the departing employee or figure out how to divide up their work among the remaining team.
• For the Employee: It allows them to train their replacement or write down important information about their projects. It also gives them time to wrap up any loose ends and finish what they're working on.

Different Kinds of Notice Periods

• Regular Notice: This is the standard notice period written into your employment contract, maybe one month or two months.
• Short Notice/Immediate Resignation: Sometimes a company might let an employee leave sooner, but there might be a penalty or they might lose some pay.
• Garden Leave: This is when an employee is told to stay home during their notice period but still gets paid. This is more common for high-level jobs where the employee has access to sensitive information.
• Employer-Initiated Notice: If the company is letting someone go, they usually have to give them a certain amount of notice or offer severance pay.

What Is the Best Way to Handle a Notice Period?

For employees, the notice period is a time to show professionalism and contribute to the smooth transition of the role. It's best to inform your manager of your resignation in a clear and respectful manner, ideally with a written letter or email. During this time, focus on facilitating a smooth handover by assisting in training your replacement and thoroughly documenting your work processes.

For employers, the notice period requires proactive planning and a respectful approach. Begin by considering how the departing employee's responsibilities will be handled, whether through hiring a replacement or redistributing tasks among existing team members. Ensure the offboarding process is handled smoothly and respectfully, acknowledging the employee's contributions.

Conducting an exit interview, which can be easily scheduled with the support of an HR task management system, can provide valuable insights into the employee's experience and offer opportunities for improvement within the organisation.

A well-handled notice period is a win-win. It makes the transition easier for everyone and helps maintain good professional relationships. Whether you're quitting or being let go, handling this phase with professionalism is important for your reputation and future career.