Giving more notice than contractually obliged to

HurdyGurdy

My husband has been in his job for just under three months, and has now been offered a different job, which he has accepted.

Within the three month probationary period, he only has to give one week's notice. His probation period ends on 22nd May, after which he has to give a month's notice.

The new job wants him to start on 12th June.

He is handing in his notice tomorrow. He is happy to give them more than the week's notice (they are quite short staffed and have just started a big new contract, so will need to be as fully staffed as possible) to give them as long as possible to replace him.

Should he explain in his resignation letter that he is giving them (just short of) four week's notice even though he is only obliged to give one week? Is there any reason why he can't give them more than the contracted week's notice?

daytona0

Can't he just hand his notice in 1 week before the date he is set to start in the new job?

If the handbook says "1 week" then that is the time that the employer believes it will take to organise a replacement. Not your fault if they are unprepared beyond 1 weeks' notice!

London50

No reason at all. If the contract states 1 week during the probationary period then that is the min he would deed to give. If he chooses to give more than that that is his choice.
Personally I would not state the reason, just that on "xyz" date he will be leaving the employment of the company.

[Deleted User]

They can ask him to leave immediately if there is any holiday outstanding and he hasn't had any acknowledgement of 'company probation being passed' because he'll be the one resigning.

With the greatest of respect even if a company is short staffed, doesn't mean a company need put up with someone disengaged as it were.

Couple of years ago I'd have said the reverse!! but not so much these days. In Sept 16 a week's notice was 2 days in a high turnover place and 'an any longer needed notice you'll not be enriching yourself on my time' (wasn't a key person and knowing my luck when I most need the situation again you can just bet the bottom dollar it won't pan out that way lol!)
I don't know and couldn't work out how important working more then one week is to yourselves and so may be fretting unduly. With the 22nd May approaching it might be best to have an informal chat first and take things from there.

DD265

Presumably there's a risk that if he gives more than a week's notice, the company may choose to take a week's notice and terminate his contract "early"?

I can see the predicament, however. It may be a risk that you have to take.

HurdyGurdy

daytona0 wrote: »

Can't he just hand his notice in 1 week before the date he is set to start in the new job?

If the handbook says "1 week" then that is the time that the employer believes it will take to organise a replacement. Not your fault if they are unprepared beyond 1 weeks' notice!

No - because by that time, he will have to give one month's notice. It is only one week during his probationary period

PasturesNew

I'd hand in notice on the last date it was possible for me to try to get my way - but I'd also expect the employer, especially in light of the short time of the employment, to immediately say "OK. Bye bye then. Go and pack now. Ta ta".

So go to the last date you can in case he's dropped like a stone.

HurdyGurdy

Deleted%20User wrote: »

With the greatest of respect even if a company is short staffed, doesn't mean a company need put up with someone disengaged as it were.

No, I agree with you. He doesn't really want to lose three weeks' pay, but it's not the end of the world if they ask him to leave after one week. The longer notice would be to give them a longer time to find a replacement for him, so really more for their benefit than for his.

HurdyGurdy

DD265 wrote: »

Presumably there's a risk that if he gives more than a week's notice, the company may choose to take a week's notice and terminate his contract "early"?

I can see the predicament, however. It may be a risk that you have to take.

Yes, that's true. We still have some of his redundancy money from his last "proper" job (the last three have just been "fill in jobs until another proper job comes along) which we can use to get over any shortfall, so we can stand to lose the money if we have to

daytona0

HurdyGurdy wrote: »

No - because by that time, he will have to give one month's notice. It is only one week during his probationary period

Ah ok cool I understand!

anamenottaken

Check that 22 May really is the last day of his probationary period. What day are you counting as the first day of his employment? What do his written particulars of employment/contract say is his commencement date?

Hand in notice on the last possible day to give the shorter time. Though it will be longer than required by his contract, it enables him to start his new job when wanted. If they did decide to give counter notice immediately, he would miss out on a couple of week's pay at most and could use that time to relax before starting the new job and therefore be really fresh on day 1 or spend it in preparation.