Notice Period: Employee not Working

UK Immigration Blog

It can be challenging to deal with a worker who refuses to work their notice period. It comes down to the truth that we are not big fans of transitions. Since you probably didn’t see this reaching, and since it’s disrupting the company’s daily operations in a manner that’s not sufficient, you have a right to be bitter for a while. Further, you may feel helpless and lose command of the circumstance. The question “don’t our employment contracts protect us from this?” is audibly being asked. Eliminate your emotional reaction, take stock of the circumstance rationally, and proceed. At this time, minimizing losses is of utmost importance.

What is the notice period?

By “giving notice,” we mean either the boss notifies the worker of the impending termination of the job or the worker voluntarily gives notice. As of the day of the end day of work, the notice time will have finished.

According to the National Employment Standards (NES), the following are the bare minimums for required notification periods upon the termination of the job:

  • Within a year, the notification period is one week.
  • Any length of service over one year but less than three years requires four weeks’ notice.
  • Additionally 3 years and five years maximum: three weeks’ warning.
  • Five years or more requires a four-week warning.

An additional week of warning is given to any employee over forty-five who has performed for the company for at least two years.

notice period
notice period

In addition, minimum notice times may be outlined in contemporary awards and enterprise agreements. Similarly, the length of notice can be determined by either the NES or the relevant contract, but it must be at least the NES or the working current agreement.

Some honors and agreements allow the employee to quit without giving a warning. In cases where the employer has good reason to disregard the worker without warning(also called “summary dismissal”) for illegal misdeeds, such as when an employee steals company property or takes illegal drugs on the job, the employee is not entitled to a notice period. In some cases, such as firing for severe mistakes or where casuals have worked regular and systematic hours, a fair and proper method may still be needed.

Notifications from employers must always be in writing, but workers may be able to give verbal information if allowed by the company contract.

How to avoid the notice period by negotiation?

Employers often find that mistakes with workers who have not worked their notice periods are the most useful tool, using any illegal violation of the agreement to convince an employee to think it is a concession.

Trying to reach a compromise with a departing worker and convince them to put in some of their notice is usually in everyone’s best attractions. The company will not mourn any major losses due to the worker’s abrupt departure. On the other hand, the worker will be spared the anxiety of possible legal action and the associated expenses and potential outcomes of any potential litigation.

However, if an employer and worker can come to terms, their agreement must be documented in writing and signed by both sides. This protects both groups from potential legal trouble: the employer from claims of due salaries throughout the notice time and the employee from the risk of a lawsuit over a violation of the agreement.


When an employee refuses to work their notice period, the genuine question is how to safeguard the company from this occurring again. Your choices are limited, as you can see above. The first step is to have your employment agreement evaluated regularly and ensure it includes options for dealing with difficult resignations in a way that is within the law.

It is common practice for job agreements to include a clause allowing the employer to withhold the worker’s final paycheck in the portion of the notice time that was not worked. Similarly, suppose a worker does not show up to work during their notice time. In that case, the company may deduct money from their paycheck to compensate for the additional expenses. Although these provisions may never be enforced, they may motivate workers to fulfill their duties under the contract.

Finally, consider how long a worker should be asked to labor before being replaced. What’s most reasonable for the company and the employee? It can be tempting to require extended notice periods from all workers to give yourself more time to locate suitable substitutes. In a nutshell, though, that won’t perform. You run the danger of a high rate of workers not giving in their complete notice. Also, there’s no point in fighting a worker’s desire to quit the company. It makes more sense to calculate the notice time according to the seniority of the position.

The length of notice period needed from a job place

If there is a notice time specified in the job contract, yes. Workers should try to do so even if there is no specified notice prerequisite in the job contract. When deciding how much notice to offer, it is important to think about the following factors:

  • Length of time spent working for a single company or group
  • Usual practices in the workplace
  • Classification of Economic Sectors and Industries
  • When a suitable candidate for the job might be found

There should be at least two weeks and, at most, four weeks between the date of notice and the date on which the employment connection is officially terminated. Any requests for extended amounts of time must be made in documentation form rather than saying over the voice call.

When resigning from a position, how much notice should workers provide their employers?

To terminate work, workers need not provide notice under the NES. The length of warning required of a full-time or part-time employee upon their resignation is typically specified in the employee’s award, registered agreement, or employment contract. However, this is conditional upon the specifics of the job award, warranty, or agreement. VisaHelpUk allows you to make employee profiles and folders in the cloud, where they will be safe from loss or damage.

When resigning, a casual worker is not obligated to provide the notification. Similarly, because informal employment is often temporary, the employer is not required to provide notice when terminating the employee’s employment. However, it is polite to inform the worker of the reasons for the termination and to consult with them beforehand if required by the applicable award or registered agreement.

When an employee resigns, you have the option of either:

  • Allow the worker to determine how long their warning will be;
  • In a hybrid arrangement, the employee works some of their time and is compensated for the remainder
  • Pay the worker extra to leave early, in place of notice.

You must pay the worker the same sum for any portion of the notice period that is paid out as would have been earned had the worker completed the notice period.

Ahead of Schedule Notice Termination and Related Arrangements

A worker could decide to resign for a variety of causes. Some people may seek new chances by beginning a new career, moving to a different city, or even another country. This means that the length of the notice time can be adjusted through discussion between the company and the worker.

The most frequent demands from workers are for the following:

  • Don’t bother with any notifications at all
  • Work only a portion of the notification period without compensation for the time they are not on the clock.
  • Leave for the gardens.

It’s important to remember that for these arrangements to be made, there must be mutual consent from both sides. If the proposal is unfeasible or harmful to the company, the employer cannot say no.

A worker quits without giving the proper notification,

If the departing employee has an emergency that prevents them from giving their full notice, they should attempt to work something out with their hirer.

A breach of contract may occur if an employee quits without first reaching an agreement with their boss. If the business spends more money than expected, the company may point a case against the worker.

If an employee quits without notice, the company is only obligated to pay them for the time they’ve worked. It includes any accrued but unused vacation time.

The company may incur additional expenses if

The company may incur additional expenses if an employee quits before or during their notice period. One such instance is the increased cost associated with the temporary hiring of additional staff. The company can file a lawsuit against the former worker to recover the funds.

The steps to take if an employee refuses to abide by their contract

You can encourage the employee to fulfill their obligations under the agreement.

  1. Remind the worker of the contract’s terms and explain that failing to work your notice time will have negative repercussions. First, you could tell them they will only get paid during notice if they end their employment. As a development of the breach of agreement, you may also seek compensation for any indirect losses you incurred.
  2. You could negotiate a shorter notice period with the worker, say two weeks instead of 1 month, to give you more time to find and train a substitute.
  3. Not providing the required notice may be noted in the worker’s authority, so inform them.

If the worker isn’t enthusiastic about coming in, the boss can’t force them to show up. Nevertheless, the employee’s position change does not constitute termination of job.

The failure to complete your notice time

A worker whose contract calls for them to give one month’s notice may determine that 14 days is all they can stand. Put a full stop in their agreement that they will only get paid for time off with prior notification.

Delete the warning time.

To protect your interests, you can negotiate a termination of employment with immediate impact and a waiver of notice from the departing employee. They would not be entitled to any notification payment under these circumstances.

Get both parties’ signatures on any deal to prevent a subsequent declaration for pending salaries.

If the employee was in the middle of a crucial project when they gave notification, you might want to consider granting them an early layoff in exchange for the successful completion of the project.

Once workers have given their information, they usually want to depart immediately. If you reconcile with them while remembering this, they will see that you are attempting to discover a key that helps both of you. True leaders know how to find common ground.

Terminated from Work

The employee is responsible for completing outstanding tasks and returning business belongings before their last day of work.

If a departing worker has unfinished business, the team must find someone else who can get it done. The departing worker is also responsible for completing necessary papers and directing the remaining staff members.


If I don’t put in my notice period, what will happen?

For example, suppose an employee is terminated for failing to work their notice period as specified in their job agreement. In that case, the company may sue for penalties in court to cover the expense of finding and paying for any necessary interim replacement workers.

Is there a mandatory notice period that you must work?

If the terms of your job agreement stipulate that you must complete a minimum of days of notice before resigning, you are obligated to do so. However, the statutory notice time is typically only one week unless otherwise specified in writing.


Don’t hold grudges or harbor resentment. There is little you can do if a worker decides to sever ties. Remember that your attention is better served by concentrating on the company’s needs and effectively handling and enabling change. When an employee leaves, their initial reaction may be to want to burn down their office, yell obscenities at their manager, and then go away from the building. Still, officers should remain fair and work towards a key that helps everyone engaged. We tend to react emotionally to resignations far too often. Keep things in context and handle the situation with grace as the employer. If you’re in the position of an employee wondering how to quit their job, we have some advice for you. Have faith; you can get through this without any unnecessary theatrics or severing of ties.

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Robert Windham
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VisaHelpUK - UK Immigration and Visa Application Advice Service
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