Notice periods rarely come up until you're holding an offer and trying to work out when you can actually start — at which point they suddenly matter a great deal. Get a sense of what's typical for your level before you're in that conversation, not during it.
A notice period is the length of time you're contractually required to keep working after you or your employer ends the employment — it exists to give both sides time to adjust, hand over work, and (from the employer's side) find or brief a replacement. It's set out in your employment contract, and it can differ quite a lot from what you'd assume based on a previous job.
What's typical, roughly, by level
There's no single rule here — every contract is different, and industry, seniority, and how the company is structured all play a part. As a general guide, though, patterns tend to look something like this:
- Entry-level and junior roles commonly sit between one week and one month.
- Mid-level professional roles are very commonly one month — it's the most widely seen figure across office-based jobs.
- Senior and management roles often move up to two or three months, reflecting how much harder those positions are to backfill quickly.
- Director-level, executive, and some regulated roles (financial services in particular) can run to three, six, or occasionally longer, sometimes alongside restrictive covenants or garden leave clauses.
Treat these as rough shapes, not guarantees — always check your actual contract rather than assuming your notice matches your job title or industry average.
Garden leave, and why it's different from working notice
Some employers, particularly at senior levels or in competitive industries, will put you on "garden leave" for some or all of your notice period — you remain employed and paid, but you're asked not to attend work or contact clients, usually to limit what commercially sensitive information you take to a competitor. It's still notice, and it still counts toward your start date elsewhere, but it's worth knowing the difference if it's mentioned during an exit conversation.
Why this matters more than most candidates plan for
A month's notice doesn't sound like much until you're the one trying to line up a start date that works for a new employer who wanted someone yesterday. It affects:
- How realistic your timeline is when you first start applying
- What you can honestly tell a recruiter or hiring manager when they ask "how soon could you start"
- Whether you're a competitive candidate for roles that need someone urgently — being upfront about a longer notice period early avoids a wasted process for everyone
Worth doing before you start applying
Check your contract's notice clause now, even if you're not actively job hunting yet. Knowing your number in advance means you can answer the "when can you start" question confidently in an interview instead of scrambling to check afterward.
If your notice period is longer than you'd like
It's rarely a dealbreaker for a good employer — most have hired people serving three months' notice before and know how to plan around it. Be upfront about it early in the process rather than letting it surface awkwardly at offer stage, and factor it into how you plan your search — see our guide on realistic UK job search timelines for how notice fits into the bigger picture.
Frequently asked questions
Can I negotiate a shorter notice period with my current employer?
Sometimes, yes — it's worth asking, especially if your employer is keen to keep things amicable and doesn't need you to work the full period. There's no obligation on their part to agree, so go in prepared for the answer to be no.
What happens if my new employer wants me to start before my notice ends?
You're contractually bound to your current notice period unless your current employer agrees to release you early. Be upfront with the new employer about your notice date as soon as you have an offer — most will work with a realistic start date rather than expect you to breach a contract.
Am I paid during my notice period?
Yes, in almost all cases — you continue to be paid as normal for any time you work during notice, and for garden leave if your employer chooses to place you on it instead of having you work.
Where can I check the exact notice period I'm entitled to or owe?
Your employment contract is the primary source — check the notice clause specifically. If it's silent or unclear, ACAS (acas.org.uk) has current guidance on statutory minimums, or a quick conversation with HR will clear it up.
Planning a move around your notice period?
See how our Reverse Recruitment packages work, and what's involved in managing a search around a notice period.
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