🎯Definition
The notice period in employment is the time between the date of resignation/termination and the last day of employment for an employee leaving the employer.
Recently, I came across two situations that raise questions about notice period fairness:
𝐂𝐚𝐬𝐞 1
An employee shared on media that her current employer changed their notice period from 30 days to 180 days without explanation or consensus.
The employer did not get the employees' agreement about the change in the notice period. The new “policy” was announced and applied to all employees, with no clear explanation given.
As stated in Employment Law, the employer is required to provide the same duration of notice period. This practice is correct, but who would want to work with a company that required 6 months' notice period, should they decide to move on? Many employees are less comfortable with 2 or more months of notice unless they hold a managerial role and above.
Should an employee misbehave and the company wants to terminate the employment, they have to give either 6 months of salary in lieu or 6 months of notice.
𝐂𝐚𝐬𝐞 2
A jobseeker whom I spoke to shared that his salary has remained the same from Day 1 since he joined 6 years ago. When his employer gave a $100 “increment”, it came with the condition that the employees must agree to adjust the notice period from 1 month to 2 months. If employees did not sign the agreement, they would not be entitled to the $100 increment.
𝐏𝐨𝐢𝐧𝐭𝐞𝐫𝐬
Employees don’t feel the employer's care, with no increment and minimal benefits. When the employer finally gave an increment, it was to their advantage
Be it a violation, non-compliance, or being forced to, it will give rise to employees’ unhappiness (or grievances).
𝑸𝒖𝒆𝒔𝒕𝒊𝒐𝒏𝒔:
1️⃣ What is a fair notice period to you?
2️⃣ If you were offered a significant raise or promotion in exchange for a longer notice period, would you consider it? Why or why not?
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Image credit: The Independent
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