Everything you need to know about employment notice periods in the United Kingdom
In the United Kingdom, employment law sets out minimum notice periods that both employers and employees must observe when ending an employment relationship. These statutory minimums apply regardless of what is stated in your contract, and your contract cannot give you less than the statutory minimum.
If you have been employed continuously for one month or more, you must give your employer at least one week's notice. This is the case regardless of how many years you have worked for them. The statutory minimum for an employee resigning is always one week, even if you have been there for 20 years.
The statutory minimum notice an employer must give depends on the employee's length of continuous service:
| Length of Service | Minimum Notice from Employer |
|---|---|
| Less than 1 month | No statutory notice required |
| 1 month to 2 years | 1 week |
| 2 years to 12 years | 1 week per year of service |
| 12 years or more | 12 weeks (maximum) |
For example, an employee who has worked for a company for 7 years is entitled to at least 7 weeks' notice from their employer. The statutory maximum is 12 weeks, regardless of how many additional years of service the employee has completed.
Your employment contract will usually specify a notice period that applies to both you and your employer. This is your contractual notice period, and it may be longer than the statutory minimum. Common contractual notice periods in the UK are:
| Role Level | Typical Notice Period |
|---|---|
| Entry-level and junior roles | 1 to 4 weeks |
| Mid-level and professional roles | 4 to 8 weeks (1 to 2 months) |
| Senior and management roles | 8 to 12 weeks (2 to 3 months) |
| Executive and director roles | 3 to 6 months |
If your contract states a notice period that is shorter than the statutory minimum, the statutory minimum takes precedence. You cannot sign away your statutory rights. However, if your contract specifies a longer notice period than the statutory minimum, the contractual period applies.
It is also possible for the notice period to be different for each party — for example, your contract might require you to give one month's notice, while your employer must give you three months' notice. Always check the specific terms in your contract.
Your length of continuous service affects the statutory notice period your employer must give you, but it does not change the statutory notice you must give them (which remains at one week). However, your contractual notice period may vary depending on your role and seniority rather than your length of service.
Some employers increase the contractual notice period as employees gain seniority or years of service. For example, a contract might state that the notice period increases from one month to three months after completing five years of service. These terms vary widely between employers and industries, so always refer to your specific contract.
Resigning from a job is a significant step, and handling it professionally is important for maintaining good relationships and references. Here is a step-by-step guide to resigning properly in the UK.
Before doing anything else, review your employment contract to confirm your notice period, any restrictions (such as restrictive covenants), and any requirements about how resignation should be communicated (some contracts require written notice).
It is professional courtesy to tell your line manager face-to-face (or via a video call if you work remotely) before sending your formal resignation letter. This shows respect and gives them a chance to discuss the transition.
Follow up with a formal resignation letter or email. This creates a clear record of when your notice period started. Keep it professional and concise.
Subject: Resignation - [Your Name]
Dear [Manager's Name],
I am writing to formally notify you of my resignation from my position as [Job Title] at [Company Name].
In accordance with my contract, I am providing [X weeks/months] notice. My last day of employment will be [Date].
I am committed to ensuring a smooth handover during my notice period and am happy to assist with the transition in any way I can.
Thank you for the opportunities and support during my time with the company.
Yours sincerely,
[Your Name]
[Date]
During your notice period, you are still employed and should continue to perform your duties to the same standard. Use this time to document your work, prepare handover notes, and train any colleagues who will be taking over your responsibilities.
Garden leave is an arrangement where your employer asks you to stay away from the workplace during your notice period. You remain employed and continue to receive your full salary and benefits, but you are not required to attend work or perform any duties. The term "garden leave" comes from the idea that you are free to stay at home and tend your garden.
During garden leave, you are still bound by the terms of your employment contract. This means you cannot start working for another employer (unless your contract allows it), and you must remain available if your employer needs to contact you. You continue to accrue holiday and receive all contractual benefits, including pension contributions, private healthcare, and any other perks.
Payment in lieu of notice (PILON) is when your employer pays you instead of requiring you to work your notice period. Your employment ends immediately (or on an agreed date), and you receive a lump sum equivalent to the pay you would have earned during your notice period.
If your contract includes a PILON clause, your employer can invoke it at any time during your notice period. The payment should cover your basic salary for the notice period, and in some cases may also include benefits, pension contributions, and other contractual entitlements.
Since April 2018, all PILON payments are subject to income tax and National Insurance contributions, regardless of whether your contract includes a PILON clause. This means you will receive the payment after tax deductions, just as you would with your normal salary.
Many employment contracts include a probationary period, typically lasting between three and six months. During probation, the notice period required by both parties is usually shorter than the standard contractual notice period.
Common probationary notice periods are one week from either side, though some contracts specify no notice at all during probation. After the probationary period ends (either by passing or by the period simply expiring), the full contractual notice period applies.
It is important to note that statutory notice rights still apply during probation. If you have been employed for one month or more, you must give at least one week's notice, and your employer must give you at least one week's notice, regardless of what the probationary terms state.
During your notice period, you remain a full employee of the company and are subject to all the usual terms of your contract. Here is what you need to know about your rights and obligations.
Your employer cannot unilaterally change your notice period without your agreement. The notice period forms part of your employment contract, and any change to it must be agreed by both parties. If your employer tries to impose a longer notice period without your consent, this could amount to a breach of contract.
However, your employer can propose a change to your notice period, and if you agree (either explicitly or by continuing to work under the new terms without objecting), the change may become effective. Always respond in writing if your employer proposes changes to your contract, and seek advice if you are unsure about your rights.
In some cases, employers include a clause in the contract allowing them to vary certain terms. The enforceability of such clauses depends on how they are worded and how they are used. Even with a variation clause, significant changes to core terms like notice periods may be challenged if they are unreasonable.
If you are being made redundant, your employer must give you the appropriate statutory or contractual notice period (whichever is longer). The notice period runs concurrently with the redundancy consultation process, meaning your notice can begin before the consultation ends, provided the overall timeline is fair.
The statutory notice periods for redundancy are the same as for any other dismissal — one week per year of service, up to a maximum of 12 weeks. Your contract may specify a longer period.
Statutory redundancy pay is calculated separately from notice pay. You are entitled to both: your full pay during the notice period, plus any statutory or contractual redundancy payment. Your employer cannot reduce your redundancy pay by the amount of your notice pay, or vice versa.
Constructive dismissal occurs when an employer's behaviour is so serious that it fundamentally breaches the employment contract, leaving the employee with no choice but to resign. In cases of constructive dismissal, the employee may resign without serving their contractual notice period.
Examples of employer behaviour that may constitute constructive dismissal include:
If you believe you have been constructively dismissed, it is crucial to act promptly. You should resign and state clearly that you are doing so because of your employer's breach of contract. You may then be able to bring a claim at an employment tribunal for unfair dismissal and/or breach of contract, provided you have the requisite length of service (generally two years for unfair dismissal claims).
Understanding your notice period is essential whether you are resigning, being dismissed, or being made redundant. Key points to remember:
Use our free notice period calculator to work out your exact last day of employment based on your start date and notice period length.