Notice period

In the United Kingdom, the statutory minimum notice period is one week. This requirement applies to employees who have been employed for more than one month. The notice period represents the minimum duration an employee must provide to their employer before terminating their employment contract, allowing both parties reasonable time to prepare for the separation.

The rule is established under the Employment Rights Act 1996, which sets out fundamental employment protections across the UK. The one-week minimum notice period has remained the statutory baseline for many years and continues to apply unless an employment contract specifies a longer notice period, which is common in professional roles.

Employees should be aware that providing notice does not require any specific format, though written notice is strongly recommended for documentation purposes. The notice period begins on the day the employee submits their resignation and continues until the final day of employment. During this period, the employee remains bound by their employment contract and must continue performing their duties.

Employers must acknowledge receipt of notice and confirm the final date of employment. If an employment contract stipulates a longer notice period than the statutory minimum, the contractual period takes precedence. Payroll teams should ensure accurate final pay calculations, including accrued holiday entitlement and any outstanding wages, which must be paid by the final day of employment or shortly thereafter in accordance with the contract terms.