Redundancy & notice periods (TSB)
When an employer makes you redundant, they must give you notice that they are doing so. The notice period you are given may vary between employer and whether there are enhanced redundancy terms in place for you. If you've been TUPE'd from one employer to another, you may contractually be entitled to a different notice period to the standard that your employer may be giving.
Statutory minimum notice periods:
- at least one week’s notice if employed between one month and 2 years
- one week’s notice for each year if employed between 2 and 12 years
- 12 weeks’ notice if employed for 12 years or more
Notice periods in TSB:
| Length of service | Notice given |
|---|---|
| Up to 6 months | 1 week |
| 6 months to 4 years | 1 month |
| 4 years to 8 years | 2 months |
| 8 years plus | 3 months |
| Grade E-G irrespective of length of service | 3 months |
| Ex-Cheltenham and Gloucester colleagues | 2 months (max) |
Garden leave & pay in lieu of notice:
From time to time, an employer may offer garden leave as a method of managing notice periods. Garden leave means you remain employed by the company throughout the duration, but you're not required to fulfil your normal day job. It's most commonly used where there is no available work for you to undertake, and they can't find you other suitable and meaningful work.
Pay in lieu of notice, or PILON for short, is where your employer agrees to pay you your contractual notice payment in exchange for terminating your contractual early. This is often used by smaller employers where there may be no reasonable prospect of redeploying or alternative employment available (such as where an office has closed and there is no further work available).