Is a Three-Month Notice Period Fair for Employees? How Do You Decide on the Right Length?

Hello,

Is a three-month notice period ideal for any employee who wants to submit his/her resignation? How do you decide the notice period for an employee?

Meghana

Hi Meghana,

I do not agree with this 3-month notice period because after submitting a resignation letter, one's duty is only to hand over all documents and functions to someone. Moreover, keeping an employee for more days after they have resigned is not beneficial from the company's point of view.

In general, companies typically have a one-month notice period for confirmed employees and a 7-day notice period during the probation period. I hope this information helps you in framing the same at your end.

Regards,
Amit Seth

Dear Meghana,

A three-month notice period is quite lengthy. It's important to acknowledge that no employee wishes to remain in an organization for such an extended period after submitting their resignation. It is not advisable to retain resigned employees for such a prolonged duration. Once an employee has tendered their resignation, they may lack the motivation to actively contribute to the organization's development. Instead, they may seek to utilize any remaining leave days they have accrued.

Furthermore, from the perspective of the resigned employee, waiting for a full three months to complete their notice period poses challenges as the new employer they are set to join may not be willing to wait for such an extended timeframe. Taking all factors into consideration, it would be prudent to reduce the notice period to one month instead of three.

With regards,
L. Kumar

Hi Meghna,

A 3-month notice period is very long. One month will be sufficient. Based on my experience, employees often struggle to adhere to even a one-month notice period. In most cases, employees opt for direct resignation.

Thank you.

Hi,

You have raised a valuable point of how long a notice period should be.

All are thinking from their individual points of view. I mean to say, if one gets a good job, they should have a shorter notice period to enter the new firm. However, you should consider the company's perspective.

I also feel that a three-month notice period is long, but there is another issue for the company as they have to comply with certain norms.

For example, if an HR executive gets a job in another firm and wants to leave, they provide the offer letter and request all the documents before departing from the management. Now, the company has to adhere to certain norms for the three-month notice period, which is standard for companies in India.

Furthermore, they have to fill the vacant position. If you work in HR, you know how challenging it is to fill a position. Therefore, they take a maximum of three months and search for candidates in the meantime.

Some companies provide notice periods ranging from 15 days to three months, depending on the candidate's relationship with the company (work experience in the company, relations with other employees), and also on the company's position in the market.

So, don't just consider the individual perspective; also think about the company and its position. They have to maintain a maximum of three months, which is why they do so.

Goodbye,

Sandeep
9848123095

Dear All,

Could you please provide a list of companies that have a one-month notice period for permanent employees and a 7-day notice period for probationary employees?

Regards,
Jaipreet

Meghna,

Interesting topic. In my view, I think 3 months is a very long notice period for an employee who has resigned, which is not healthy for an organization. This is because you can't expect the same level of output from them as before. The company would also be affected by the cost factor, as they have to continue paying the employee for 3 months while their productivity may only be at 50% or even less. Therefore, it would be better practice to have a 30-day notice period, creating a win-win situation for both parties.

I hope this explanation clarifies things. Other views are welcome.

Thanks,
Mirza

I too disagree with the 3-month notice period. Ideally, it should be one month for most employees, and for senior roles like PMs or TLs, it can be stretched to a maximum of 45 days, not more than that.

Dear Meghana,

For confirmed employees, keeping the notice period for more than 1 month is worthless. Also, you have to consider the organization's point of view as well. Hence, it would be ideal to have only a one-month notice.

For trainees and employees on probation, one week is enough.

L. Kumar

Dear Megna,

The notice period varies for employees in different cadres. Before confirmation, the notice period is either 7 or 15 days, and after confirmation, it can range from 1 to 2 months. However, in my opinion, a 3-month notice period is not feasible.

Regards,
Amit Jalvi

Dear Meghana,

I don't think a 3-month notice is good for any employee. If an employee is not willing to take up his job or responsibilities, then what's the point of having him for 3 months if the notice period is only for handling his duties and responsibilities to another person? In that case, I think two days are enough for the transfer.

Joey

Dear Meghana,

The ideal notice period for a probationer should be one month, and for a confirmed member, it should be two months. The notice period also depends upon company policy and the tasks the individual is managing. If an individual is managing a team, then handing over the responsibilities is not so easy.

A seven-day notice period for a probationer is also insufficient because if he/she holds a senior position, it would not be possible for any company to relieve a member in such a short time.

Regards,
Sulakshana

Hi Megana,

I agree with Mr. Kumar. Normally, why do we have to take the one-month notice? He/she has to hand over all his/her duties and responsibilities to the concerned employee (replacement) and ensure that there is no gap between the resigned employee and the new hire. One month is sufficient for the notice period. This is for your information.

Venkat
HR Manager

Hi,

Usually, the notice period is fixed for one month, during which the employee has to hand over his duties to the concerned people. In some organizations, it may be less than a month, but three months is too long.

Dear Meghana,

I agree that a 3-month notice period is a very long time, especially if you have a new job. No other company will be waiting for its new employee to join after 3 months. The organization that follows such a rule should be considerate and keep a notice period of 1 month for confirmed employees and 15 days for employees under probation. If your company is following such a rule, could you kindly find out their motive behind doing so?

Three months is not a very good option for the organization as the employee who has resigned may not be able to give his/her 100%, and hence it will affect productivity.

Dear All,

I personally feel that one month's notice is enough, but at the same time, there should be an option of waiving the notice period. This is because it is usually observed that after tendering resignation, an employee comes to work just to pass time and doesn't take interest in the job. Therefore, I'd suggest giving the employee time for a proper handover of responsibilities and then relieving them.

Regards, Fahd Khan Sherani

Three months' notice is mandatory only for those organizations covered under Chapter VB of the Industrial Disputes Act. That is to say, firms employing 100 or more workers. For all other concerns, one month's notice is sufficient. The practical problems of three months' notice can be understood and judged, but when an organization fixes the notice period (as a rule in its Standing Orders or following the ID Act), the same notice period is applicable for terminating an employee or closing down the establishment. Therefore, if the notice period is three months, it is not merely for employees who resign, but it is equally applicable for an employer who wants to terminate or discharge the service of an employee.

Regards,
Madhu.T.K

In our company, which happens to be a leading pharma company, we have a two-month notice period. But none of the employees who have put down their resignation in the last 5 months since I have joined have served a two-month notice. They haven't even served for one month. Still, the director is not willing to shorten the notice period.

Three months is perfect at levels above general managers. At such a high level, people are honest enough to give their best contribution. One month is okay at junior levels, and I have not seen any issues during probation. Whatever the case may be, it is governed by the terms of employment at the time of joining.

Suresh

I believe that there is no point in having long notice periods.

Regards,
Fahd Khan Sherani

Hi,

I don't feel a notice period of three months is a long period. This is because it provides ample time to recruit a suitable replacement for the position within HR. The individual who is transitioning out can effectively hand over responsibilities to the new hire during this notice period.

The length of the notice period should be determined based on the position. For example, individuals in managerial roles should ideally have a notice period of at least 45 days to 3 months. This is crucial as they are often handling important tasks or are engaged in critical assignments. Abruptly leaving the company after submitting their resignation can be detrimental. Such actions can cause disruptions within the organization and put pressure on HR to quickly fill the vacant position, potentially leading to the selection of an unsuitable candidate due to time constraints.

The policy regarding notice periods should be flexible to accommodate urgent situations. In cases of urgency, the employer may consider relieving the employee after ensuring a proper handover has taken place, based on valid reasons provided by the departing employee.

Regards,

Ritish Khan

Hi,

According to me, a three-month notice period is too long for any person to serve. In today's highly performance-driven market, people are chosen based on strict criteria. Once an employee secures a new job, they eagerly anticipate being relieved from their current position. As an HR professional, it is crucial to have backups for everyone you are responsible for. This is where manpower planning and attrition rate analysis come into play.

This extended notice period may be more suitable for managerial, senior managerial, and key positions. In my opinion, a one-month notice period is a more appropriate turnaround time for HR to fill positions ranging from executive to assistant managerial roles.

Regards,
Raul

Dear members,

The notice period can be based on the association with the company as follows:
- Probation Period: 7 Days to 15 Days
- On Confirmation: 1 Month
- After 2 Years: 2 Months
- After 3 Years: 3 Months (Maximum notice period required)

Regards,
Rajeev Kr Chaudhary

Dear Meghna,

I agree that a 3-month notice period is too long. Ideally, it should be 1 month everywhere.

Regards,
Govil Nanda

Dear All,

A one-month notice period is sufficient; however, if an employee completes and hands over all assignments, there is no need to bind the employee. Simply allow them to leave by waiving the remaining notice period.

Regards,
Fahd Khan Sherani