Trying to reduce my 3 month notice period

LilElvis

john22 wrote: »

I'm curious to know what jobs have these long notice periods?

Are jobs out there that people get offered that they start in 3 months time from the time the job offer was made?

Do people decide to leave with no job offers and work the 3 month notice and then start looking for a new job nearer the termination date?

Maybe because I have only earned less that £20000pa my whole working life that I would be sh*t scared to not have a new job lined up before leaving the current one.

My husband had a 6 month notice period on his side and a one year notice period from his employer. He was headhunted to recreate his business unit for a competitor and was required to work his notice period. His new employer were happy to wait, particularly as several of his team moved their employment after their 3 month notice periods and were setting up the new business in the interim. He works in waste management.

cmthephoenix

john22 wrote: »

I'm curious to know what jobs have these long notice periods?

Are jobs out there that people get offered that they start in 3 months time from the time the job offer was made?

Do people decide to leave with no job offers and work the 3 month notice and then start looking for a new job nearer the termination date?

Maybe because I have only earned less that £20000pa my whole working life that I would be sh*t scared to not have a new job lined up before leaving the current one.

3 months is very common for the higher bands of the NHS. You give your 3 months notice when you have a job offer and the new job will wait for you as they will likely have someone in that job currently working their 3 months notice (or sometimes not and the new job just has to wait 3 months for you)

Hedgehog99

john22 wrote: »

I'm curious to know what jobs have these long notice periods?

Are jobs out there that people get offered that they start in 3 months time from the time the job offer was made?

There are plenty of senior admin jobs that require three months notice and any sector with a seasonal nature to its work might only have certain times of year when it recruits, e.g. education.

Employers in these sectors know their potential employees might have long notice periods and it should all dovetail nicely if the current post holder is working their notice and the new employee is lined up.

Application forms usually ask how much notice you need to give your current employer or when you can be available to start work.

System

LilElvis wrote: »

Please can you state under what law "Any contract has to spell out exactly what will happen in the event you break the contract". I think you will find there isn't one, hence Undervalued's comment that what you wrote was nonsense.

Even if I'm wrong on something I will ignore a useless reply that does not point me in the right direction or makes me think differently.

[Deleted User]

EchoW wrote: »

Going from point 5 (could be reading it wrong), it looks like I needed to have an appraisal and be given written confirmation of my position, however I was never given written confirmation of my position. Would that help me in anyway if we couldn't come to some form of agreement beforehand?

I’m more than happy to help find a replacement and hand thing’s over to them to make the transition easier, I just don't want to be miserable for 3 months, so I think it's best for both that I leave ASAP!

Any help is appreciated.

Tried what you are thinking of in 2014, when there was no letter probation passed but I had carried on working at the place, so it really just infuriated the company more so be prepared.
Glad to say this seems to have been a isolated leaving jobs since far easier to the more recent where my line manager would have kept me for as long as possible but actually 'payroll' had other ideas with cut off coming up and issued letter that I should leave sooner, not seen until after the manager had done a fast one on me! (but that's another matter!) So there is hope a company may do the right thing as at 9 months I still hadn't received the actual, physical probation passed salary increase let alone a letter confirming. They seemed to want to acknowledge/discuss notice especially after reference was requested so you never know..

Are you going to a similar industry/sector?

Afraid you've also got summer and perhaps other's leave to contend with. But like I say never had the same issues as the one time it really did blow up for me which ended up dismissal in my absence, loss of holiday pay and non reference.

System

Hedgehog99 wrote: »

There are plenty of senior admin jobs that require three months notice and any sector with a seasonal nature to its work might only have certain times of year when it recruits, e.g. education.

Employers in these sectors know their potential employees might have long notice periods and it should all dovetail nicely if the current post holder is working their notice and the new employee is lined up.

Application forms usually ask how much notice you need to give your current employer or when you can be available to start work.

yeah this is a whole new world to me as I never been in jobs like that. Maybe its because I earn so little and the jobs I do are not that highly skilled :rotfl:

i know Debenhams had different notice periods depending on length of service but the people I worked with and who left never worked their notice and company did not enforce it.

Undervalued

john22 wrote: »

wow that convinced me :rotfl:

Please give examples of what legally can happen if you do not give a company the notice period stated in terms and conditions when all that a company state is

In the event that you wish to terminate your employment, you will be required to give the Company not less than 3 month’s notice in writing.

Quite simple.

You can be sued for any losses this causes the company. Like any legal claim they would have a duty to mitigate their losses as far as reasonably possible. They would of course save the ex employees salary and employment overhead costs during that time so they would have to deduct this from any claim.

Such claims are fairly rare but they can and do happen. Under certain circumstances the breach of contract can cost the firm a great deal of money.

Basically, if you are not willing to stick to the terms or a contract then don't agree to it. Either negotiate something more acceptable or work somewhere else!

System

Undervalued wrote: »

Quite simple.

You can be sued for any losses this causes the company. Like any legal claim they would have a duty to mitigate their losses as far as reasonably possible. They would of course save the ex employees salary and employment overhead costs during that time so they would have to deduct this from any claim.

Such claims are fairly rare but they can and do happen. Under certain circumstances the breach of contract can cost the firm a great deal of money.

Basically, if you are not willing to stick to the terms or a contract then don't agree to it. Either negotiate something more acceptable or work somewhere else!

thank you for the info :beer:

loskie

http://www.acas.org.uk/index.aspx?articleid=4096

epm-84

If you've got holiday allowance left and not handed in your notice then maybe book a holiday before handing in your notice? I've known people who've done that and the company have agreed to let them leave permanently on the last day before their holiday as it's not worth them coming back in for a couple of days afterwards and spending the whole time catching up with where everything's up to.