What is a Notice Period?
Notice period in job is the time between the date of resignation and the last day of employment of an employee who resigns from a company. The employer must provide him/her with this time period before an employee's employment ends. In other words, a notice period is the amount of time an employee must give between the time he/she decides to leave and the time he/she actually leaves.
What are the types of Notice Periods?
1) Statutory notice periods
This is the legal minimum amount of notice that you need to offer, you can offer more, but you can never offer less.
2) Contractual notice periods
The notice periods as set out in the employee's contract of employment.
3) Probationary notice periods
The length of an employee's notice period will usually be much shorter when an employee is still in their probation period.
4) Gross misconduct
If you believe an employee is guilty of gross misconduct, then you are entitled to dismiss them without notice.
5) Payment in lieu of notice
This means that you pay them the gross wages owed to them over the course of their notice period, but don't expect them to come into work.
What is a usual notice period in job?
There is no universal rule for when and how long you should give a notice period. Many roles have a two-week notice period, while high-level leadership and highly technical occupations require a lengthier notice period to allow the organisation to reorganise their critical functions.
Note: When you sign an employment contract upon onboarding, many companies clarify their notice expectations. Consider how your notice will affect your remaining time at work and how long it will take you to transfer your tasks to coworkers or a new recruit when considering how much notice to give. Be mindful of the company's operations while still putting your career needs first. If you have another job lined up in a month and are on excellent terms with your current employer, you might want to consider providing a lengthier notice period to make the transfer easier.
How can Notice Period be implemented?
1. Employment contract
The work agreement ought to clarify the notice period strategy in straightforward language. A direct archive that transfers the worker and boss commitments considers the two sides responsible for their lead.
Organizations can consider giving severance pay or an optional reward to inspire representatives to inform their boss ahead of time. HR and lawful experts ought to dissect the neighbourhood government severance pay laws to guarantee arrangement with the motivating force plan.
3. Performance reviews
Reporting unsuitable representative lead in execution audits empowers supervisors to keep a consciousness of negative worker standards of conduct. Tending to an issue before it heightens permits representatives to improve their comportment and limit the odds of an abrupt renunciation or excusal.
4. Encourage goodwill
HRs should execute a sympathetic methodology when planning to pull out. Showing behavior while advising a representative of excusal can prompt a kinder withdrawal measure among boss and worker.
Why is Notice Period important ?
A notice period establishes a timeline for the employee termination process, enabling each side a smoother transition to the next stage. Adhering to the notice period rules reflects mutual respect towards the opposite party, a rudimentary component of a healthy employment relationship and a necessity for robust company culture.