Guide to increasing an employee notice period

£ 20

Our Guide to Increasing an Employee Notice Period provides step-by-step instructions to navigate the process, ensuring legal compliance and smooth transitions.

What is this guide for?

Increasing an employee's notice period can have benefits for both the company and the employee.

Benefits to the Company:

  • Provides more time to find a suitable replacement: A longer notice period can give the company more time to search for a qualified replacement, reducing the risk of gaps in the workforce and minimizing disruption to the business.
  • Facilitates a smooth transition: A longer notice period can give the employee more time to train their successor and ensure a smooth transition of responsibilities and knowledge.
  • Protects the company's interests: A longer notice period can help protect the company's interests and reduce the risk of losing key clients or stakeholders as a result of the employee's departure.

Benefits to the Employee:

  • Provides more time to secure a new job: A longer notice period can give the employee more time to search for a new job and secure their future employment.
  • Builds goodwill with the company: Agreeing to a longer notice period can build goodwill with the company and demonstrate the employee's commitment to a smooth transition.
  • Increases compensation: In some cases, the company may offer additional compensation in exchange for a longer notice period.

Overall, increasing an employee's notice period can have benefits for both the company and the employee, as it can help ensure a smooth transition and minimize disruption to the business.

Here are some key UK employment legislation related to implementing an increased notice period:

  • The Employment Rights Act 1996: This act requires employers to provide employees with a minimum notice period before terminating their employment. The statutory minimum notice period is one week if the employee has been employed for at least one month, and increases with the length of service.
  • The Equality Act 2010: This act prohibits discrimination based on protected characteristics such as age, gender, and disability. When implementing an increased notice period, employers must ensure that they are not discriminating against any employee or group of employees.
  • The Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE): If a business is sold or transferred to another employer, TUPE regulations require the new employer to honor the existing employment contracts, including notice periods.
  • The Working Time Regulations 1998: These regulations set out the maximum number of working hours and minimum rest periods for employees. Employers must ensure that the increased notice period does not violate these regulations.
  • The Data Protection Act 2018: Employers must comply with data protection laws when collecting, processing, and storing employee data, including information related to notice periods.


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Time to read / prep / use
5 mins
Document specs icon
Word count / length
244 words, 1 page A4
Date last reviewed icon
Date last reviewed
1 June 2024
guide to increasing an employee notice period

Guide to increasing an employee notice period

Starting a conversation about increasing someone's notice period can be a sensitive topic, but it's important to approach it in a respectful and professional manner. Here are some tips to help you start the conversation:

  1. Schedule a meeting: Set up a time to meet with the employee in question. Be sure to give them adequate notice and explain the purpose of the meeting.

  2. Be clear and direct: Clearly explain the reasons why you think it's necessary to increase the notice period. Make sure to be specific about the benefits to the company and the employee.

  3. Listen actively: Allow the employee to express their concerns and opinions. Listen actively and show that you value their input.

  4. Offer solutions: If the employee is hesitant to agree to a longer notice period, offer solutions that can help alleviate their concerns, such as additional compensation, flexible working arrangements, or a longer notice period for the company in the event of termination.

  5. Discuss the employment contract: Review the employment contract together to ensure that both parties understand the terms and conditions of the notice period.

  6. End on a positive note: Make sure to end the conversation on a positive note, expressing your appreciation for the employee's contributions and commitment to the company.

Remember, it's important to approach the conversation in a respectful and professional manner, and to be open to finding a mutually beneficial solution.

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