What Is a Notice Period?

When you apply for a job or are starting a new one, you might see the term “notice period” pop up on the application, in your contract, or in the employee handbook of your new company.

This phrase is an important one to understand if and when you’re transitioning from one job to another, so in this article, we’re going to share what a notice period is, what to do with it, and common notice period lengths.

Key Takeaways

• A notice period is the time between your submitting your letter of resignation and your last working day.

• Notice periods are important because they keep you and your employer on the same page and help ensure the transition goes as smoothly as possible.

• You need to share your notice period with your supervisor both in person and in writing.

What Is a Notice Period?

A notice period is the time between the receipt of an employee’s letter of dismissal or resignation and their last working day.

For example, when you quit your job and hand in your two weeks’ notice, those two weeks between you handing in your letter and your last day of work are your notice period.

Employers can also give you a notice period if they decide to terminate your employment. However, in many states and in many situations they have the right to terminate you on the spot without any notice period.

The Importance of a Notice Period

Notice periods are important because they help you and your employment transition into your absence smoothly. When you resign, giving your employer a heads up before you leave allows them to at least start the process of hiring someone new.

It also allows you to tie up any loose ends without getting assigned new projects since everyone knows you’re leaving.

It may sound more satisfying to say, “I quit,” and triumphantly walk out the office door, never to return, but making the effort to transition out of your position smoothly is always worth it.

Not only is it the right thing to do, but it also makes life easier for your coworkers and helps you keep your professional connection with the company intact — after all, you never know when you might need a recommendation or be working with them again in the future.

How to Determine Your Notice Period

When you are leaving your current employment and are trying to determine how much notice you need to give, the first thing to do is to check your company’s rules for giving notice. Many companies require two weeks’ notice, while others require 30 days or none at all.

While you aren’t always legally obligated to follow those rules, it’s still courteous to abide by them or provide as much notice as possible.

When you’re making your decision, consider the following:

• Replacement. How long do you think it would be for your company to find a replacement if they began their search after your resignation? The typical period of time is two weeks, but you may decide on more, depending on your circumstances.

  It’s typically best practice to offer to train your replacement to ensure a smooth transition process.

• Transition period. Consider how long it will take to transition your team from your exit. If your position is entry-level or slightly above, it might be easier for your team to take on your work while searching for a replacement.

  However, if you are a manager of multiple individuals with many responsibilities, this period of time could take much longer to not only transition projects but ensure your team is set up for success after you leave.

• Projects in progress. Consider the projects or work that is currently on your plate and in progress. How will your resignation impact these projects? This is an important consideration to make, especially if you are leading projects that you specifically advocated for or that you play a large role in.

  Sometimes the transition is inevitable, but if you can finish as many projects as you can before you leave, you’ll be remembered positively for it.

Any number of these things can impact the length of time you feel is necessary for your notice period. It will always depend on the team, the individual employee, the job, and the company. Pick the appropriate notice time for the appropriate situation.

How to Submit Your Notice

Once you’ve determined how much notice to give, follow these steps to submitting it:

1. Talk to your supervisor. It’s almost always a good idea to give your supervisor a heads up about your plans in person before you hand in your letter of resignation. This allows them to ask you any questions and for both of you to talk through it together more easily than you’d be able to in writing.

2. Submit your letter of resignation. You can do this in the same meeting where you tell your supervisor you’re leaving or immediately after. Either way, it’s important to get a copy of your plans in writing to them and anyone else who needs it as quickly as possible. This prevents misunderstandings, and it ensures that your resignation will go on the official record.

3. Work with your team to transition well. Talk to your team about your plans to resign and let them know when your last day will be. Then make a plan together so you can help them get set up to either cover your responsibilities or train your replacement so that the transition goes as smoothly as possible.

Common Employer Responses to Your Notice Period

There is a term you may hear called “pay in lieu.” This is usually in instances where your employer asks you to leave the day you’ve given your notice.

In exchange for the time you might have spent still working for the company, they might offer to “pay in lieu.” This basically means that the company will give you a payment that takes place during what would typically be your notice period.

There are a few caveats, including the fact that this can only happen if it states so in your contract. If it isn’t in your employment contract and you don’t want the payment and would rather work, then you are eligible to work through the period, despite what your employer might want.

However, if you receive the one-time payment, it should be the same amount of money you would have earned had you worked the typical notice period.

If your resignation period should be one month, you should get one month’s pay for your salary or hourly wages. This should also include holiday pay as well as a commission or any alternative compensation for your loss of benefits.

Your employer might also choose something called “garden leave,” which is when they ask you not to work from the office, at home, or elsewhere. This is common for higher-level positions and protects the employer by restricting the individual from accessing company information, confidential information, or conversations with colleagues or clients.

You may also look over your contract to see that you have some restrictions for your next position. This may include having contact with old customers, starting a business with a similar product in a similar industry, or working for competitors. If you try to bypass any of these restrictions, be forewarned that your employer has the right to take you to court over them.

If you’re uncertain about the restrictions in your contract, it’s a good idea to reach out to your human resources (HR) department to ask them specifics on what’s allowed and what’s not.

You can ask them to keep the conversation private so that your boss or colleagues don’t find out that you’re looking for a new job. Remember, it’s better to ask specifics than risk making a mistake that might rope you into a court case.

What Does Notice Period Mean in a Job Application?

If you see the term “notice period” in a job application, the company is asking you to consider how much time you need to inform your current employer that you are leaving for new employment.

The interviewer will typically want to factor this into a potential job offer to ensure they’re giving you enough time to end on good terms with your previous employer. It also helps set themselves up for success by appropriately assigning your start date.

Depending on your situation, you may need to give more or less notice. If you aren’t currently employed, then you can list that you are available to begin immediately. If you have a job that only requires two weeks’ notice with a minimal transition, you can provide that detail.

For higher-level jobs or jobs that bring more complicated responsibilities, your notice period may be longer.

Typical Employee Notice Periods

The typical notice period for most individuals is two weeks or one month. Employee notice periods are typically determined by your employment contract that you signed when you first got hired, so be sure to check that before you give any type of notice.

That way, you can prepare yourself for the transition out and give your new employer the information to give you an appropriate start date.

For individuals who have been at their jobs for over two years, it’s common practice to give your company at least one month’s notice. A notice period of 30 days will allow your company to adequately hire a replacement and allow you the time to hopefully train them.

However, if you are an employee who has been with the company for under two years, a notice of two weeks is fine.

These are suggested timelines if you are in a country without documented recommended notice periods. However, a few notice periods are specifically defined in certain countries to be aware of if you leave or are dismissed from a job.

• The United Kingdom. The UK has statutory redundancy notice periods, which are at least one week if the employee has been with the company from one month to two years, and one week’s notice for each year if employed between two and 12 years.

  If you have been employed for over 12 years, it’s recommended to give 12 weeks’ notice.

  These guidelines are considered the minimum, so many employees or employers can choose to give even longer notice periods if necessary.

• Poland. The same notice period applies to both employee and employer if either should choose to end their agreement.

  Unless other terms are agreed upon mutually, it’s expected to provide two weeks of notice if employed less than six months, one month notice if employed less than three years, or three months notice if employed for longer than three years.

• Denmark. Denmark has notice periods for their white-collar workers, which are called Funktionærloven.

  This law of the legal relationship between employees and employers requires one month of notice if employed under six months, three months if under three years, four months if under six years, five months if under nine years, and six months if more than nine years. These are some of the longest required notice periods in the world.

Final Thoughts

Think of notice periods as respectful and good practice for leaving jobs on good terms, even if you are dismissed. The employee and employer entered into a contractual agreement at one point and owe it to each other to part on the best terms possible.

Giving adequate notice time before going to your next job is respectful to your current employer. It also shows your new employer that you are a loyal and courteous employee who would give them equal respect should you leave their place of employment.

Author

Caitlin Mazur

Caitlin Mazur is a freelance writer at Zippia. Caitlin is passionate about helping Zippia’s readers land the jobs of their dreams by offering content that discusses job-seeking advice based on experience and extensive research. Caitlin holds a degree in English from Saint Joseph’s University in Philadelphia, PA.