Notice Period Checker UK 2025 — What Notice Am I Entitled To?
When your employment ends, you are entitled to a minimum statutory notice period under the Employment Rights Act 1996. Use our free checker to find your legal minimum entitlement — and read on to understand the difference between statutory and contractual notice, payment in lieu, and garden leave.
Your employment contract may provide a longer notice period. The contractual period always takes precedence if it is longer than the statutory minimum. Check your written statement of employment particulars or contract of employment.
Statutory Notice Periods Under the Employment Rights Act 1996
Section 86 of the Employment Rights Act 1996 sets out the minimum notice periods an employee is entitled to receive from their employer:
| Length of Continuous Employment | Minimum Statutory Notice |
|---|---|
| Less than 1 month | No statutory entitlement |
| 1 month to 2 years | 1 week |
| 2 complete years | 2 weeks |
| 3 complete years | 3 weeks |
| 4 complete years | 4 weeks |
| 5 complete years | 5 weeks |
| 6 complete years | 6 weeks |
| 7 complete years | 7 weeks |
| 8 complete years | 8 weeks |
| 9 complete years | 9 weeks |
| 10 complete years | 10 weeks |
| 11 complete years | 11 weeks |
| 12+ complete years | 12 weeks (maximum) |
Contractual Notice vs Statutory Notice
Your employment contract may specify a longer notice period — for example, 1 month, 3 months, or 6 months for senior roles. If the contractual period is longer than the statutory minimum, you are entitled to the contractual period. If the contract specifies a shorter period than the statutory minimum, you are still entitled to the statutory minimum — the contract cannot reduce your statutory rights.
Common Contractual Notice Periods by Role Type
- Junior / entry-level: typically 1 month
- Mid-level professional: typically 1–3 months
- Senior / management: typically 3–6 months
- Director / executive: can be up to 12 months
Payment in Lieu of Notice (PILON)
Your employer may pay you a lump sum equivalent to your salary during the notice period instead of requiring you to work it — this is called payment in lieu of notice (PILON). If your contract contains a PILON clause, the payment is always taxable as earnings. If there is no PILON clause, a payment in lieu is technically a breach of contract (but you would normally have no loss).
Garden Leave
During garden leave, you serve your notice period without coming into the office. You remain employed, continue to receive full pay and benefits, but are not required (or permitted) to work or contact clients. Garden leave is used to prevent you from joining a competitor or taking confidential information before your notice period expires.
What Happens If Your Employer Gives Insufficient Notice?
If your employer terminates your employment without giving proper notice (and without paying PILON), you have a claim for wrongful dismissal — the right to receive the wages you would have earned during your notice period. This is different from unfair dismissal, which requires 2 years' service. You can bring a wrongful dismissal claim in the Employment Tribunal (up to £25,000) or in the civil courts (for larger amounts) within 3 months of dismissal.