Notice of period: What Is a Notice Period?

What Is a Notice Period?

Notice period meaning

Throughout your career, there may be times when you’re ready to leave your job for a better opportunity. Even if you are eager to move on right away, it’s professional to give your employer a few weeks’ notice. This way, they can prepare for your departure and delegate your tasks. Here we discuss what a notice period is and how to go about submitting yours.

What is a notice period?

A notice period is the length of time your employer is aware of your departure from their company before you actually leave. Essentially, it starts when you submit your letter of resignation and ends on your last day of work. When you quit a job, it’s standard to give your company a few weeks to prepare before you leave.

Why is a notice period important?

A notice period ensures that you and your employer are on the same page. If you were to quit a job without proper notice, your team may have to scramble to take over your tasks and fill your position. By giving proper notice, you are being respectful and courteous. Giving your employer your end date in advance helps them prepare for you to leave. This way, they can begin to write a job posting, look over applications, and start interviewing candidates to take over your role. It also gives them a chance to delegate your tasks to other colleagues to take over in the meantime. Once you give your notice, begin to help your team transition. Whether it be making training materials or showing a coworker how to do your tasks, this will help you set your team up for success. It’s best to leave an old job on good terms, and giving your notice is one way to do so. When your team feels prepared for you to leave, they may be excited for you rather than resentful. You never know if you’ll need to ask an old coworker or employer for a favor. By leaving in the kindest way possible, you can continue to keep these professional connections, which often comes in handy when you need a reference.

How long do I need for a notice period?

The most common length for a notice period is two weeks. This should give your team enough time to take over your duties. Your length of notice can also vary based on your position and level of seniority. For example, if you were an executive of a company, you might let your team know months in advance. This way, you can help the company find and train your successor. Likewise, a manager or supervisor may give more than two weeks as well.

Overall, use your best judgment when submitting your final notice. You want to consider any ongoing projects and what your coworker’s schedules look like. Remember there may not always be the perfect time to quit a job. Although it’s important to give your team plenty of notice, you can also consider what’s in your best interest. After all, it’s exciting to start the next chapter in your career.

How to submit your notice

Follow these steps when submitting your notice:

1. Determine your final day of employment

Give your employer a minimum of two week’s notice so they can prepare for you to leave. If you are considering additional notice, reflect on your role in the company and how many responsibilities you have. Make sure to also communicate with your new employer to set a start date. Consider if you want to give yourself some time off in between jobs or jump right into your new role.

2. Talk to your supervisor

Before actually submitting your letter of resignation, give your notice in person. Schedule a time to talk to your manager or supervisor to let them know you are leaving the company. Although you don’t have to give all the details about your decision, you could give them some general information. The most important thing to include is your final date of employment. During this conversation, you can also discuss how you will delegate your work.

3. Put it in writing

Writing an actual letter of resignation is helpful for your employer and human resources department. This way, they have your resignation on file and can reference it if needed. When writing your letter, format it like a formal business letter. In it, include the following information:

• Your contact information: This includes your full name, job title, address, email, and phone number.
• The date: This helps your employer remember when exactly you submitted your final notice.
• A statement of resignation: In this section, include your final date of employment. You can also share why you are leaving the company. This is especially true if you’d like to give your manager some constructive feedback. Just keep in mind, your letter of resignation will make a lasting impression, so be careful with your words.
• A line of gratitude: Write a sentence or two expressing your gratitude for this opportunity. You could even share how you’ll miss your team. Overall, it’s professional to wish your old coworkers and employer well.
• Your signature: Along with a closing and your typed name, physically sign your name.

4.

Let your team know

Upon submitting your final notice, you can let the rest of your coworkers know about your decision to leave. If you work closely with a handful of people, you might want to tell them in person. You can let the rest of your coworkers know with a company-wide email or a thoughtfully written message.

5. Set your team up for success

Now that everyone knows how much time you have left at the company, start to get your team ready for your departure. Ask your manager how you can help. You may need to train your coworkers on how to do your tasks, make how-to guides, and get your files organized. Likewise, you may want to schedule some kind of get together before you leave to get closure.

What Is a Notice Period? – Zippia

• What Is a Notice Period?
• How to Determine Your Notice Period
• How to Submit Your Notice
• Common Employer Responses to Your Notice Period
• What Does Notice Period Mean in a Job Application?
• Typical Employee Notice Periods
• Final Thoughts
• Sign Up For More Advice and Jobs

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When you apply for a job or are starting a new one, you might see the term “notice period” pop up on the application, in your contract, or in the employee handbook of your new company.

This phrase is an important one to understand if and when you’re transitioning from one job to another, so in this article, we’re going to share what a notice period is, what to do with it, and common notice period lengths.

Key Takeaways

• A notice period is the time between your submitting your letter of resignation and your last working day.

• Notice periods are important because they keep you and your employer on the same page and help ensure the transition goes as smoothly as possible.

• You need to share your notice period with your supervisor both in person and in writing.

What Is a Notice Period?

A notice period is the time between the receipt of an employee’s letter of dismissal or resignation and their last working day.

For example, when you quit your job and hand in your two weeks’ notice, those two weeks between you handing in your letter and your last day of work are your notice period.

Employers can also give you a notice period if they decide to terminate your employment. However, in many states and in many situations they have the right to terminate you on the spot without any notice period.

The Importance of a Notice Period

Notice periods are important because they help you and your employment transition into your absence smoothly. When you resign, giving your employer a heads up before you leave allows them to at least start the process of hiring someone new.

It also allows you to tie up any loose ends without getting assigned new projects since everyone knows you’re leaving.

It may sound more satisfying to say, “I quit,” and triumphantly walk out the office door, never to return, but making the effort to transition out of your position smoothly is always worth it.

Not only is it the right thing to do, but it also makes life easier for your coworkers and helps you keep your professional connection with the company intact — after all, you never know when you might need a recommendation or be working with them again in the future.

How to Determine Your Notice Period

When you are leaving your current employment and are trying to determine how much notice you need to give, the first thing to do is to check your company’s rules for giving notice. Many companies require two weeks’ notice, while others require 30 days or none at all.

While you aren’t always legally obligated to follow those rules, it’s still courteous to abide by them or provide as much notice as possible.

When you’re making your decision, consider the following:

• Replacement. How long do you think it would be for your company to find a replacement if they began their search after your resignation? The typical period of time is two weeks, but you may decide on more, depending on your circumstances.

  It’s typically best practice to offer to train your replacement to ensure a smooth transition process.

• Transition period. Consider how long it will take to transition your team from your exit. If your position is entry-level or slightly above, it might be easier for your team to take on your work while searching for a replacement.

  However, if you are a manager of multiple individuals with many responsibilities, this period of time could take much longer to not only transition projects but ensure your team is set up for success after you leave.

• Projects in progress. Consider the projects or work that is currently on your plate and in progress. How will your resignation impact these projects? This is an important consideration to make, especially if you are leading projects that you specifically advocated for or that you play a large role in.

  Sometimes the transition is inevitable, but if you can finish as many projects as you can before you leave, you’ll be remembered positively for it.

Any number of these things can impact the length of time you feel is necessary for your notice period. It will always depend on the team, the individual employee, the job, and the company. Pick the appropriate notice time for the appropriate situation.

How to Submit Your Notice

Once you’ve determined how much notice to give, follow these steps to submitting it:

1. Talk to your supervisor. It’s almost always a good idea to give your supervisor a heads up about your plans in person before you hand in your letter of resignation. This allows them to ask you any questions and for both of you to talk through it together more easily than you’d be able to in writing.

2. Submit your letter of resignation. You can do this in the same meeting where you tell your supervisor you’re leaving or immediately after. Either way, it’s important to get a copy of your plans in writing to them and anyone else who needs it as quickly as possible. This prevents misunderstandings, and it ensures that your resignation will go on the official record.

3. Work with your team to transition well. Talk to your team about your plans to resign and let them know when your last day will be. Then make a plan together so you can help them get set up to either cover your responsibilities or train your replacement so that the transition goes as smoothly as possible.

Common Employer Responses to Your Notice Period

There is a term you may hear called “pay in lieu.” This is usually in instances where your employer asks you to leave the day you’ve given your notice.

In exchange for the time you might have spent still working for the company, they might offer to “pay in lieu.” This basically means that the company will give you a payment that takes place during what would typically be your notice period.

There are a few caveats, including the fact that this can only happen if it states so in your contract. If it isn’t in your employment contract and you don’t want the payment and would rather work, then you are eligible to work through the period, despite what your employer might want.

However, if you receive the one-time payment, it should be the same amount of money you would have earned had you worked the typical notice period.

If your resignation period should be one month, you should get one month’s pay for your salary or hourly wages. This should also include holiday pay as well as a commission or any alternative compensation for your loss of benefits.

Your employer might also choose something called “garden leave,” which is when they ask you not to work from the office, at home, or elsewhere. This is common for higher-level positions and protects the employer by restricting the individual from accessing company information, confidential information, or conversations with colleagues or clients.

You may also look over your contract to see that you have some restrictions for your next position. This may include having contact with old customers, starting a business with a similar product in a similar industry, or working for competitors. If you try to bypass any of these restrictions, be forewarned that your employer has the right to take you to court over them.

If you’re uncertain about the restrictions in your contract, it’s a good idea to reach out to your human resources (HR) department to ask them specifics on what’s allowed and what’s not.

You can ask them to keep the conversation private so that your boss or colleagues don’t find out that you’re looking for a new job. Remember, it’s better to ask specifics than risk making a mistake that might rope you into a court case.

What Does Notice Period Mean in a Job Application?

If you see the term “notice period” in a job application, the company is asking you to consider how much time you need to inform your current employer that you are leaving for new employment.

The interviewer will typically want to factor this into a potential job offer to ensure they’re giving you enough time to end on good terms with your previous employer. It also helps set themselves up for success by appropriately assigning your start date.

Depending on your situation, you may need to give more or less notice. If you aren’t currently employed, then you can list that you are available to begin immediately. If you have a job that only requires two weeks’ notice with a minimal transition, you can provide that detail.

For higher-level jobs or jobs that bring more complicated responsibilities, your notice period may be longer.

Typical Employee Notice Periods

The typical notice period for most individuals is two weeks or one month. Employee notice periods are typically determined by your employment contract that you signed when you first got hired, so be sure to check that before you give any type of notice.

That way, you can prepare yourself for the transition out and give your new employer the information to give you an appropriate start date.

For individuals who have been at their jobs for over two years, it’s common practice to give your company at least one month’s notice. A notice period of 30 days will allow your company to adequately hire a replacement and allow you the time to hopefully train them.

However, if you are an employee who has been with the company for under two years, a notice of two weeks is fine.

These are suggested timelines if you are in a country without documented recommended notice periods. However, a few notice periods are specifically defined in certain countries to be aware of if you leave or are dismissed from a job.

• The United Kingdom. The UK has statutory redundancy notice periods, which are at least one week if the employee has been with the company from one month to two years, and one week’s notice for each year if employed between two and 12 years.

  If you have been employed for over 12 years, it’s recommended to give 12 weeks’ notice.

  These guidelines are considered the minimum, so many employees or employers can choose to give even longer notice periods if necessary.

• Poland. The same notice period applies to both employee and employer if either should choose to end their agreement.

  Unless other terms are agreed upon mutually, it’s expected to provide two weeks of notice if employed less than six months, one month notice if employed less than three years, or three months notice if employed for longer than three years.

• Denmark. Denmark has notice periods for their white-collar workers, which are called Funktionærloven.

  This law of the legal relationship between employees and employers requires one month of notice if employed under six months, three months if under three years, four months if under six years, five months if under nine years, and six months if more than nine years. These are some of the longest required notice periods in the world.

Final Thoughts

Think of notice periods as respectful and good practice for leaving jobs on good terms, even if you are dismissed. The employee and employer entered into a contractual agreement at one point and owe it to each other to part on the best terms possible.

Giving adequate notice time before going to your next job is respectful to your current employer. It also shows your new employer that you are a loyal and courteous employee who would give them equal respect should you leave their place of employment.

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Advance notification (preview) of scheduled maintenance events – Azure SQL Database

• Article
• 09/26/2022
• Reading takes 4 minutes

Scope: Azure SQL Database Azure SQL Managed Instance

Maintenance period advance notices (preview) are available for databases with a non-default maintenance period and for managed instances in any configuration (including the default configuration). Pre-notifications allow customers to set up notifications up to 24 hours before any scheduled event.

You can set up notifications to receive text messages, email messages, Azure push notifications, and voice mail informing you that scheduled maintenance is starting within the next 24 hours. Additional notifications are sent at the beginning of the service and after it ends.

Important!

For Azure SQL Database, pre-notifications cannot be configured for maintenance window System default . To configure and enable pre-notifications, select a maintenance window other than System default .

Note

Maintenance periods are public and pre-notifications for maintenance periods are in public preview for Azure SQL Database and Azure SQL Managed Instance.

Pre-notification setup

Pre-notifications are available for Azure SQL Databases with a configured maintenance period.

Follow the steps below to enable notifications.

1. Go to the scheduled maintenance page, select Health alerts and then Add service health alert .

2. Under Actions select Add action groups .

3. Fill out form Create action group and then select Next: notifications.

4. On the Notifications tab, select Notification type . Parameter Email address / SMS message / Push notification / Voice message provides the most flexibility and is recommended. Select a pen to customize your notification.

   1. Follow the steps in the form that opens Add or edit notification and click OK :

   2. Actions and tags are optional. Here you can set up additional activation actions or use tags to categorize and organize your Azure resources.

   3. Review the information on the View and create tab, and then click the Create button.

5. After clicking the “Create” button, the screen for setting the rules for generating alerts will open and the group of actions will be selected. Give the new alert rule a name, then select a resource group for it and select Create alert rule .

6. Press menu item Health alerts again. The list of alerts now contains the new alert.

Everything is ready. The next time you run a SQL Azure scheduled maintenance event, you’ll receive advance notification.

Receiving notifications

The following table shows the general informational notifications you can receive:

Status	Description
Planned	Received 24 hours before the maintenance event. Service is scheduled between 5:00 AM and 8:00 AM 1 (local time) in the region xyz .
InProgress	Maintenance of databases in region xyz starts.
Complete	Maintenance of databases in region xyz has ended.

¹ The start and end times depend on the selected service period.

The following table shows additional notifications that can be sent during maintenance.

Permissions

Additional notifications can be sent to any email address, but the role-based access control (RBAC) policy of your Azure subscription determines who has access to links in emails. Azure RBAC access control extends to resource graph requests. To enable read access, each recipient must have read access at the resource group level. For more information, see Steps to add a role assignment.

Get a list of affected resources

Azure Resource Graph is an Azure service designed to extend Azure resource management. Azure Resource Graph Explorer provides efficient, high-performance resource scoring with the ability to query a given set of subscriptions at scale so you can efficiently manage your environment.

Azure Resource Graph Explorer can be used to query service events. For an overview of how to run these queries, see Quick Start. Running the first Resource Graph query using the Azure Resource Graph Explorer.

When you receive an Extended Scheduled Maintenance Notification, you will receive a link that opens an Azure Graph resource and runs a query to get the exact event, as shown below. Note that the value notificationId is unique for each service event.

 resources
| project resource = tolower(id)
| joinkind=inner(
    maintenance resources
    | where type == "microsoft.maintenance/updates"
    | extend p = parse_json(properties)
    | mvexpand d = p.value
    | where d has 'notificationId' and d.notificationId == 'LNPN-R9Z'
    | project resource = tolower(name), status = d.status, resourceGroup, location, startTimeUtc = d.startTimeUtc, endTimeUtc = d.endTimeUtc, impactType = d.impactType
) on resource
| project resource, status, resourceGroup, location, startTimeUtc, endTimeUtc, impactType
 

In the Azure Resource Graph Explorer (ARG), you can find deployment status values ​​that are slightly different from those displayed in the notification content.

Condition	Description
Waiting	1) Maintenance is scheduled for the current date. 2) A previously scheduled maintenance has been rescheduled and is waiting to start in the next window. 3) Maintenance started but not completed in the previous window and will continue in the next one.
InProgress	Resource maintenance xyz is starting or running.
Completed	Resource maintenance xyz completed.
NoUpdatesPending	Previously scheduled maintenance for resources xyz has been canceled and will be rescheduled to a later version.
RetryLater	Scheduled maintenance for resources xyz started but could not be completed and will continue in the next maintenance period.

For a complete reference on query examples and how to use them in tools such as PowerShell or the Azure CLI, see Azure Resource Graph Query Samples for Azure Service Health.

Next steps

• Service period
• Questions and answers about the service period
• Overview of alerts in Microsoft Azure
• Email Azure Resource Manager roles

The prosecutor explains – Prosecutor’s office of the Saratov region

Prosecutor explains

• March 22, 2021, 09:14

At work, I was first given a redundancy notice, and now I have been given a transfer notice. Is there a violation in this? Answers and. about. Prosecutor of the Oktyabrsky district of the city of Saratov N.S. Marakhovsky

Text

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In the event of a reduction in the number or staff of employees (Articles 81, 178 – 180 of the Labor Code of the Russian Federation), the employee whose position is supposed to be reduced is issued a notice of reduction. Such notice shall be issued personally and signed at least two months prior to dismissal.

Dismissal due to a reduction in the number or staff of employees is allowed if it is impossible to transfer the employee with his written consent to another job available to the employer (both a vacant position or job corresponding to the employee’s qualifications, and a vacant lower position or lower-paid job) that the employee can perform according to his state of health. At the same time, the employer is obliged to offer the employee all the vacancies that meet the specified requirements that he has in the given area.

If there are vacancies and the employee agrees to the transfer, the employer issues a transfer order and the employee is transferred to the position offered to him. In such a situation, the employee is no longer subject to dismissal due to a reduction in the number or staff.

Moreover, the law does not prohibit offering such vacancies during the entire period of validity of the notice of reduction, up to the day the employment contract is terminated.

If the reduction in the number or staff of employees continues and the employee did not give his consent to the transfer, then the appearance of a notice of transfer requires clarification and may require the involvement of the State Labor Inspectorate in the analysis of the situation.

In any case, the transfer of an employee to another position is possible only with his written consent (Article 72.1 of the Labor Code of the Russian Federation).

​​​​​​

At work, I was first given a redundancy notice, and now I have been given a transfer notice.

Is there a violation in this? Answers and. about. Prosecutor of the Oktyabrsky district of the city of Saratov N.S. Marakhovsky

When reducing the number or staff of employees (Articles 81, 178 – 180 of the Labor Code of the Russian Federation), the employee whose position is supposed to be reduced is issued a notice of reduction. Such notice shall be issued personally and signed at least two months prior to dismissal.

Dismissal due to a reduction in the number or staff of employees is allowed if it is impossible to transfer the employee with his written consent to another job available to the employer (both a vacant position or job corresponding to the employee’s qualifications, and a vacant lower position or lower-paid job) that the employee can perform according to his state of health. At the same time, the employer is obliged to offer the employee all the vacancies that meet the specified requirements that he has in the given area.

If there are vacancies and the employee agrees to the transfer, the employer issues a transfer order and the employee is transferred to the position offered to him.