Working your notice
Practical guides on resignation, notice periods, and your employment rights
What to ask for, write down and keep before your last day, including your P45, a handover note and a simple way to clear your desk.
Read moreWhat you can and cannot do with your notice period if you are changing careers, including time off to arrange training, garden leave and free courses.
Read moreMost people overthink their resignation letter. Here's what to include, what to leave out, ready-to-use templates for letter and email, and the mistakes I see people make over and over again.
Read morePaid to stay home sounds great, until you don't know the rules. What you can and can't do on garden leave, whether your employer can force it, and how to negotiate an early release.
Read moreStatutory minimum notice is one week from you after a month's service, and up to 12 weeks from your employer. No court can order you to attend work, but leaving early is still a breach of contract. What your employer can and cannot do, and the lawful routes out.
Read moreNotice comes from two places at once: the Employment Rights Act 1996 and your contract. The longer one wins. The statutory table by length of service, what a contract can and cannot change, and the section 87(4) rule that decides whether sickness during notice is paid in full or at SSP.
Read moreLeave keeps building right up to your last day, garden leave included. When your employer can order you to use it, the Working Time Regulations notice rules that almost everyone quotes backwards, and a worked example of what a final payslip should show.
Read moreWhat a PILON has to cover, why your employer needs a contractual right to use one, and what changed in April 2018. The post-employment notice pay formula worked through on a £40,000 package, and why calling something compensation does not make it tax free.
Read moreProbation has no status in law, and a clause saying you can be let go without notice stops working after one month. Notice for conduct dismissals and redundancy, consultation periods, and the statutory redundancy caps that apply from 6 April 2026.
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