Notice period

Compare the law with the contract

When an employee is dismissed or made redundant in Great Britain, compare their contractual notice with the statutory minimum. The employer must normally give whichever is longer.

The current statutory minimum is one week after at least one month of continuous employment, then one week for each complete year from two to twelve years, capped at twelve weeks. The Acas notice table keeps the qualifying service and current minimums together.

An employee who resigns must normally give at least one week's notice after working for the employer for a month. Their contract can require more. These statutory minimums are tied to employee status, so do not apply the same calculation to every worker or contractor.

Record who gave notice

Write down who ended the employment, when notice was received, how it was given and the final employment date. If the contract requires written notice, a conversation alone may not meet the agreed term.

A fixed-term contract normally reaches its stated end without notice. Ending it early is different: check whether the contract allows early termination and what notice it requires.

Agree what happens during notice

The employee may work normally, take agreed holiday, be placed on garden leave or receive payment in lieu where the contract or an agreement allows it. Those choices can affect the employment end date, duties, pay and benefits.

Finish with one written record covering the notice, final day, working arrangement, pay, holiday and return of company property. It gives the employee, manager and payroll team the same answer.