XpertHR is running a short benchmarking survey on employee notice periods, focusing on resignations outside the probationary period.
The research looks at the use of fixed-term and variable notice periods for employee resignations, and the specific arrangements that apply for directors and managers, and manual and non-manual staff.
It also covers arrangements for employees who are not required to work their full notice period on resignation, including payments in lieu of notice and garden leave.
Podcast: Notice periods XpertHR employment law editors Susan Dennehy and Ashok Kanani discuss notice periods.
Managing employee departures survey: notice periods
This XpertHR survey examines trends in employee departures and approaches to notice periods.
Managing employee departures: benchmarking data
Interactive data on managing employee departures, including practice in relation to notice periods.
Take part in this XpertHR Benchmarking research and receive:
- a complimentary copy of the data report, as soon as it is available; and
- a free copy of XpertHR’s 2015 redundancy policies and procedures report, emailed to you on completion of the survey.
In addition, all respondents whose data can be used in XpertHR survey analyses will be entered into a draw for the chance to win one of four £250 prizes.
The closing date for the prize draw is 31 December 2016, with the draw set to take place in the week commencing 16 January 2017. Please note that the prize is 4 x £250 and the winners will be notified by email in w/c 16 January 2017.
Previous XpertHR research on employee notice periods – conducted in 2010 – found that in cases of resignation, the most common length of notice period was one month (used by two-thirds of organisations). Nearly half (49%) of respondents said that employees who resigned were typically expected to work their full notice period. A similar number said this was agreed on an individual basis.
The survey closes on Friday 12 August 2016.