Notice period dispute

Thrugelmir

Sandtree said:

lcc86 said:

I will try what @Sandtree says and see if I can negotiate my notice down. Are there any tips for this? This job has unfortunately not been the best experience for me and I just want to get out as soon as I can, however I don't want to burn bridges. 

Everyone knows that people working their notice are not the most productive and so unless you have sensitive corporate knowledge companies really want to off board you as quickly as possible but don't want to be caught short handed. 

During my working life I've served three month notice periods in a professional manner. Once I agreed to a nine month period of notice for redundancy. Life doesn't have to approached in a confrontational manner.  Business is business. Nothing more. Passing ships in the night. 

Sandtree

Thrugelmir said:

Sandtree said:

lcc86 said:

I will try what @Sandtree says and see if I can negotiate my notice down. Are there any tips for this? This job has unfortunately not been the best experience for me and I just want to get out as soon as I can, however I don't want to burn bridges. 

Everyone knows that people working their notice are not the most productive and so unless you have sensitive corporate knowledge companies really want to off board you as quickly as possible but don't want to be caught short handed. 

During my working life I've served three month notice periods in a professional manner. Once I agreed to a nine month period of notice for redundancy. Life doesn't have to approached in a confrontational manner.  Business is business. Nothing more. Passing ships in the night. 

How was my suggestion confrontational? I'd argue my example was fairly constructive and helpful. Obviously if they say no and the full notice needs to be worked you do so (or accept the risk if you decide not to - never have personally)

There can be various reasons why someone wants to leave earlier and there is never any harm in having a conversation. 

3 months was my normal notice period too back when I was a perm but only one occasion was I made to "work it"... which was actually 3 months of garden leave and thats because I was doing a confidential project and inevitably they didnt want that knowledge to get outside of the organisation before it needed to and stop me learning more about the detail of how it was going to be approached.

Savvy_Sue

The lack of a P45 isn't an issue: you'd contact HMRC, tell them New EMPLOYER is main job, and ask them to change your codes at new job and zero hours job to reflect this.

lcc86

Thank you for all your replies, they are really helpful. @Jillanddy if that's the case I will honour it, as I've said I don't want to burn any bridges, I just wish it was worded more clearly I.e. don't tell me I'm on probation when that doesn't really apply when it comes to notice periods. It also doesn't help that the responses from HR have been very brief and haven't explained things very well, leaving me more confused and seeking advice on here!

I have sent a further email explaining my circumstances and asking if they will consider one months notice. I have quite a bit of annual leave so it won't make that much difference to them but we'll see. I have a feeling they won't budge, if they don't then so be it, lesson learned. At least I now have a better understanding of why the problem has arisen.

pinkshoes

lcc86 said:

It states "your appointment will be probationary in the first instance but will be confirmed subject to satisfactory performance after 26 weeks" (which would be end of Feb 22).

Further down in the section around notice periods it states "all grades during probationary period with continuous service must give 1 months notice". It also says they can give me 1 months notice as well during this period. Nowhere does it state I need to give 2 months until after my probationary period ends.

I read this as probationary period within the company, so if you have been in a different position within the company and are continuing to work for them it would be 2 months. The 1 month is only for new starters.

e.g. I changed positions within an engineering company and it didn't re-start my contract. Yours is slightly different as you were doing both jobs at the same time.

Personally I would work the 2 months and not question it.

General_Grant

pinkshoes said:

lcc86 said:

It states "your appointment will be probationary in the first instance but will be confirmed subject to satisfactory performance after 26 weeks" (which would be end of Feb 22).

Further down in the section around notice periods it states "all grades during probationary period with continuous service must give 1 months notice". It also says they can give me 1 months notice as well during this period. Nowhere does it state I need to give 2 months until after my probationary period ends.

I read this as probationary period within the company, so if you have been in a different position within the company and are continuing to work for them it would be 2 months. The 1 month is only for new starters.

e.g. I changed positions within an engineering company and it didn't re-start my contract. Yours is slightly different as you were doing both jobs at the same time.

Personally I would work the 2 months and not question it.

Seems open to interpretation.  If the job title (which would be included in these written particulars) was different from pre-existing then I would still expect a probationary period to relate to that job.

lcc86

Thanks all. I tried to have a bit of dialogue with HR but their position is clear, which is fine, I get why they're saying it has to be 2 months. Have handed my notice in today to try and get the ball rolling ASAP. Thanks for all of your advice. 

Sandtree

lcc86 said:

Thanks all. I tried to have a bit of dialogue with HR but their position is clear, which is fine, I get why they're saying it has to be 2 months. Have handed my notice in today to try and get the ball rolling ASAP. Thanks for all of your advice. 

Typically the decision to waive/adjust notice periods etc sits within the management structure rather than with HR unless HR have implemented a blanket policy (never come across one before)