What is a notice period?

What are the types of notice periods?

Minimum notice period: This is the minimum amount of time that an employer must give to an employee before terminating their employment.

Statutory notice period: This is the notice period that is required by law in a particular country or region.

Contractual notice period: This is the notice period that is agreed upon between the employer and the worker in the contract.

Probationary notice period: This is the notice period that applies during the probationary period of a new employee, which is typically shorter than the notice period for regular employees.

Pay in lieu of notice period: In some cases, an employer may pay the worker for the notice period instead of requiring them to work during that time.

It's important to note that the specific types can vary depending on the jurisdiction and the terms of the employment contract. When businesses build a remote team and hire global talent, it’s important to consider the length of the notice period and how local employment laws impact them. These details should be mentioned in the employment agreement.

What is the typical notice period?

The typical notice period in a job can vary depending on the country, industry, and the terms of the contract. In some countries, there are statutory notice periods that employers must adhere to, while in others, it may be left to the discretion of the employer and the worker.

In general, it can range from a few weeks' notice to several months. For entry-level or junior roles, the notice periods may be shorter, such as from two-week notice to four weeks' notice. For more senior or specialized roles, it may be longer, such as a legal minimum of three weeks to six months. In some cases, there may be some notice periods or differences between the worker and the employer, with the employer's notice period being longer than the worker's.

Furthermore, please note that if you work under the conditions of “at-will employment”, no notice period applies for both the employer and employee.

It's important for both employers and employees to understand the notice period and to ensure that it is followed properly. Failing to inform, giving sufficient notice or breaking the terms can have legal and financial consequences.

Significance of having a notice period

Having a notice period is significant for both employers and employees as it provides a structured and fair process for ending an employment relationship. Here are some of the benefits:

• Provides a structured procedure for ending an employment relationship
• Allows employers to find a replacement for the departing worker and ensure a smooth transition of work
• Helps employers communicate the news of the employee's departure in a professional and respectful manner
• Prevents any potential legal issues by ensuring that the employer follows the terms of the contract and any applicable laws or regulations
• Gives workers time to make necessary arrangements for their departure, such as finding a new job, transferring their work to another colleague, or completing any outstanding tasks
• Helps employees maintain a positive reference from their employer, which can be valuable in their future job search
• Can help reduce stress and anxiety for both parties by providing a clear path and timeline for the end of the employment relationship
• Provides a fair and respectful end to the employment relationship for both parties.

How to submit your notice?

Submitting your notice is an important part of the employment process and one job should be done professionally and respectfully. Here are some steps to follow when your job application and submitting your notice:

Check your due date and employment contract: Before submitting your notice, review your contract to ensure that you understand the start date, pay, length of the notice and any other terms related to ending your employment.

• Schedule a meeting with your company or manager: Arrange a meeting with your company or manager to discuss your intention to resign. This meeting can be done in person or via video conferencing if working remotely.
• Prepare a letter of resignation: It is common practice to provide a written resignation letter that states your intention to resign and your last day of work. It should be brief, and professional, and should thank your current employer for the opportunity to work with them.
• Discuss the transition of your work: During the meeting, discuss how much of your work will be transitioned to other team members, who will take on your responsibilities, and any outstanding projects that need to be completed before you leave your next job.
• Submit your resignation letter: After the meeting, submit your resignation to your manager and the HR department, if required. Make sure to keep a copy for your records.
• Work your notice period: Work your position from one week's notice to one month's notice professionally and productively, completing your work to the best of your abilities.

Remember that submitting your notice is professional and that confidential information should be handled with care. Keep the lines of communication open with your current and new employer both, and work to ensure a smooth transition of your work before you leave.

How can you put an optimized notice period in place?

Putting an optimized notice period in place can help both employers and employees have enough time to ensure a smooth and fair transition of work. Here are some tips for putting an optimized notice in place:

• Define the notice period in the contract: Clearly define how many weeks notice period is to be served including the length of the notice period and any other relevant terms.
• Consider the role and seniority: How much notice should be served must be tailored to the role and seniority of the employee. More senior roles may require a longer notice period to ensure a smooth transition of work.
• Communicate the notice period: Ensure employees understand how much notice they need to serve and its importance in the relationship. This can be done during onboarding or through regular communication.
• Provide necessary training: Provide training to workers on how to submit their notice, what to expect during the notice period, and how to transition their work to other team members.
• Develop a transition plan: Develop a transition plan including how their work will be transitioned to other team members, who will take on their responsibilities, and any outstanding projects that need to be completed before they leave.
• Offer support during the notice period: Offer support during the notice period, including providing references or offering to connect them with potential employers.

By putting an optimized notice period in place, employers can offboard employees by ensuring a smooth and respectful transition of work, while workers can leave their company or job on good terms, have a good last working day and maintain a positive reference from their current company or employer.

Partner with an EOR platform to streamline the employment lifecycle

An Employer of Record platform like Skuad enables companies to hire, onboard, pay and manage their globally-distributed workforce in compliance with local employment laws.

Wherever you hire, we ensure that you comply with employment laws such as adhering to each country's notice period, understanding severance pay, termination rules, etc.

To know more about Skuad, book a demo!