Notice periods explained: A complete guide for UK employees and employers

Understanding how notice periods work is essential for both employees and employers in the UK. Whether you're resigning from a role, managing a team, or negotiating a new job offer, knowing the legal requirements and best practices around notice periods can help ensure a smooth transition for all parties involved. 

In this guide, we will cover everything you need to know about UK notice periods, including statutory minimums, contractual obligations, pay entitlements, and how to handle early exits. 

What is a ‘notice period’?

A notice period is the amount of time an employee or employer must give before ending an employment contract. This notice allows time to prepare for departure or arrival of a new team member and ensures continuity of business operations or career progression. 

Notice periods are designed to minimise disruption for both the company and the individual - by giving each party sufficient time to either find a replacement, if necessary, or find a new role.

What are the legal notice period requirements in the UK?

In the UK, there are two types of notice periods: 

• Statutory notice period: The legal minimum required by law. 
• Contractual notice period: The notice period outlined in an employment contract, which may be longer than the statutory minimum. 

Statutory notice periods: 

• If employed between 1 month and 2 years: at least 1 week's notice.

• If employed for 2 years or more: 1 week for each full year of employment, up to a maximum of 12 weeks.

Example: If you've worked at a company for 4 years, your statutory notice period is 4 weeks.

For employers terminating a contract, these rules apply unless a longer contractual notice is agreed in writing. Employees, however, are only required to give 1 week’s notice if they’ve been employed for one month or more - unless their contract specifies otherwise.

Contractual notice periods

A contractual notice period is what’s agreed between the employee and employer, usually outlined in the employment contract. This can be longer than the statutory notice but not shorter.

Common contractual notice periods include:

• 1 month’s notice – typical for junior or mid-level employees

• 3 months’ notice – often found in senior or executive contracts

• 6 months or more – occasionally used for director-level positions or highly specialised roles

It’s essential to check your employment contract, as contractual terms override statutory minimums where they are longer.

Do you have to work your full notice period? 

In most cases, yes – unless both parties agree otherwise. However, there are several scenarios where the notice period may not be fully worked:

• Garden leave: the employee is paid during their notice but is not required to work.

• Pay in lieu of notice (PILON): the employer ends the contract immediately but pays the employee for the full notice period.

• Mutual agreement: both parties agree to shorten or waive the notice.

If you leave without giving proper notice (and it's not mutually agreed), you may be in breach of contract.

How to hand in your notice

You should submit your resignation in writing by preparing and submitting a dated letter or email to your employer informing them of your decision to leave, and the date on which you will terminate your employment.

You do not have to submit your resignation in writing, but it is best practice to do so, as it avoids any confusion or misunderstanding later down the line.

Some employees have a meeting with their managers before formally submitting their notice, while others do it the other way around. However, in the vast majority of cases, there will be a face-to-face meeting with a senior member of staff at some point to discuss your reasons for leaving and put a plan in place to organise your work during your notice period.

Your letter of resignation should include:

• Your name
• The date
• The position you are resigning from
• Appropriately addressed (to your line manager, for example)
• When your notice will end/your last day
• Your signature

You can also explain reasons for leaving the role, but aren't obliged to do this. This might be something along the lines of 'I am taking on a new challenge' or 'I have been offered a new position with better career progression'.

It is important to remain as professional as possible. With this in mind, you could thank your employer for the opportunities you have been given. Again, you don't need to do this, but people often do to remain polite and amicable with their employer.

Can I refuse to work my notice period?

Unless your employer states otherwise when you resign, you should work as normal until the end of your employment to avoid breaching your employment contract.

If you decide not to work your notice period as stated in your contract, the employer could feasibly sue you for damages that the business would suffer as a result of you not working your full notice.

However, that is normally a very last resort - employers might instead agree to let you leave early and terminate the contract with immediate effect, or reduce the notice period, but this would mean not getting paid once you have left.

Equally, some employees may have a ‘pay in lieu of notice’ clause, which means their employment will end immediately, but they will be paid by the employer for the period set out in their notice. You are essentially getting paid instead of working your notice period.

In addition, some employees may be put on gardening leave, which means you are paid until the end of your notice period but do not have to come to work for that time.

Is a notice period legally binding?

A notice period is legally binding and there is a legal requirement to provide notice. Failing to do this could result in a breach of contract and could provide either the employer or employee (whichever is the 'innocent' party) with a case to start legal proceedings.

Do I get paid during my notice period?

Yes, your employer has an obligation to pay you your normal full pay during your notice period.

What happens if you call in sick during your notice period?

Calling in sick during a notice period is sometimes a tactic the avoid working, but for those that are genuinely poorly, they may be wondering what could happen if they ring up their employer.

You can call in sick and don't need to provide a sick note until seven days have passed. But after that you will need to provide one and failure to do so might mean that the absence is unpaid.

Essentially, the normal sick pay entitlements as per your contract will still stand. An employer cannot extend your notice period because of the time you have been off do your agreed final day will not change.

Your contract should outline your rate of pay when it comes to sick leave, alternatively you might be entitled to statutory sick pay (or SSP) which is paid for up to 28 weeks of absence at a maximum rate of £99.35 per week.

Can I take holiday during my notice period?

Yes, your employment terms will remain the same during your notice period, and you will receive your normal full pay for annual leave taken.

Can an employer end employment without notice? 

Yes – but only under specific conditions. This is called summary dismissal and usually applies in cases of gross misconduct. In this situation, the employer may terminate the contract immediately without notice or pay.

However, this can only happen if the employer follows a fair and lawful disciplinary process, or they risk claims of unfair dismissal.

Working for another company during your notice period

You should not start working for a new employer before the current employment has ended. It is illegal to begin working for a new company at the same time as you are working for your current one.

The best thing to do in this situation would be to speak to your current employer, explaining that you are still in your notice period but have been offered an opportunity that you don't want to miss out on. This might also be a conversation to have when you hand in your notice, if you have accepted a new role but they really want you to start earlier than your notice period would allow you.

If things are ending harmoniously, an employer might reduce the notice period.

Can I quit without notice during my probation period?

If you have taken on a new role and decided that it is not a good fit, you should first of all check the terms of your contract to see what it says about handing in your notice during your probation period.

If your contract does not mention notice periods and you have been in the role for less than one month, you are not obliged to give notice during probation.

It is always worth a discussion with your employer or HR department before leaving without notice. It can sometimes end up being a mutual decision, after all the probation period is about making sure the position is a good fit for both parties.

Can I change my mind?

If you have resigned but have changed your mind, you should speak to your employer immediately to see if they are open to keeping you employed and retracting your resignation.

It is also recommended that you write a retraction letter once your employment terms have been discussed and — if possible, agreed, so that your intentions and agreement are recorded in writing.

Your employer may not agree to your retraction, however, which will mean you having to work your notice and end your employment.

Notice periods can feel like a technicality, but they play a critical role in shaping professional exits and new beginnings. Whether you're an employee navigating a job change or an employer managing a team, understanding your UK notice period rights and responsibilities helps ensure smoother transitions and protects your legal standing.

For more expert advice, speak with one of our experienced recruiters. We’re here to help guide you through the entire hiring process.