Terminating a self employed contract

tibawo

I have been happily self employed for a while and my latest annual contract is due to end in a six months time but I fully expect this to be renewed.
The role has suited me due to the flexibility to be able to care for one of my parents whilst still doing a little work. Sadly their health is deteriorating so need to terminate the contract so can help them full time.
The contract states that if I wish to terminate mid contract that I need to give three months notice. I am fine with this.
However as I’ve never terminated a contract early I’m just after advice/reassurement.

1.Does the 3 months start the day the email is sent or do i need to stipulate the actual date as well in the contents of the letter?
2. Although i know it is not needed, i suppose it is etiquette to explain the reason?
3. Next month a new boss is starting and I already know is likely to make changes to the working practices that are different to what I agreed to. I’m under the impression that as these were not agreed with me then I don’t need to take them on board. They would be trying to expand my role rather than me not doing my current work (if that makes sense) Seems daft as well if i am leaving?
4.Have I missed anything obvious?

Undervalued

tibawo said:

I have been happily self employed for a while and my latest annual contract is due to end in a six months time but I fully expect this to be renewed.
The role has suited me due to the flexibility to be able to care for one of my parents whilst still doing a little work. Sadly their health is deteriorating so need to terminate the contract so can help them full time.
The contract states that if I wish to terminate mid contract that I need to give three months notice. I am fine with this.
However as I’ve never terminated a contract early I’m just after advice/reassurement.

1.Does the 3 months start the day the email is sent or do i need to stipulate the actual date as well in the contents of the letter?
2. Although i know it is not needed, i suppose it is etiquette to explain the reason?
3. Next month a new boss is starting and I already know is likely to make changes to the working practices that are different to what I agreed to. I’m under the impression that as these were not agreed with me then I don’t need to take them on board. They would be trying to expand my role rather than me not doing my current work (if that makes sense) Seems daft as well if i am leaving?
4.Have I missed anything obvious?

1. Technically notice begins the day after it is issued. No harm in confirming the end date to avoid any confusion.

2. Not unless you want to. Maybe just say personal / family reasons.

3. If it came to court it would depend on what is considered "reasonable". Best not to burn bridges by relying on a too literal interpretation of the contract. After all they are still paying you. 

4. Don't think so.

tibawo

Thanks for reply… wasn’t clear on point 3. Someone already does what i would be being asked to take on.
It would also involve training which seems daft financially as by the time new boss in post and training done I’d have less than a month to go

Marcon

If you're on good terms with the client (and might some day hope to do work for them once more), why not have a word with your line manager or other appropriate point of contact and explain? You've got a valid and sensible reason for wanting to terminate the contract early, and most people appreciate a brief explanation of why something unexpected is going to happen. You can then confirm in writing, including your proposed end date - which they might be willing to bring forward if that's what you want to happen. Nothing lost by asking, and that's much better done in person.

Undervalued

tibawo said:

Thanks for reply… wasn’t clear on point 3. Someone already does what i would be being asked to take on.
It would also involve training which seems daft financially as by the time new boss in post and training done I’d have less than a month to go

Yes but surely that is their problem.

Within reason, if they want you to spend the duration of your notice straightening out the paperclips and are paying you for the privilege then that is what you need to do! 

DullGreyGuy

Undervalued said:

tibawo said:

Thanks for reply… wasn’t clear on point 3. Someone already does what i would be being asked to take on.
It would also involve training which seems daft financially as by the time new boss in post and training done I’d have less than a month to go

Yes but surely that is their problem.

Within reason, if they want you to spend the duration of your notice straightening out the paperclips and are paying you for the privilege then that is what you need to do! 

The OP states they are self employed and so they should have a commercial contract with their client. Unlike an employee, unless the contract states otherwise, they cannot just tell a self employed person to do something. Most companies these days have adopted a statement of work approach thanks to IR35 (appreciate doesn't impact self employed) and everyone one I've seen in my years have said that any variation to the SoW must be agreed by both parties. 

Undervalued

DullGreyGuy said:

Undervalued said:

tibawo said:

Thanks for reply… wasn’t clear on point 3. Someone already does what i would be being asked to take on.
It would also involve training which seems daft financially as by the time new boss in post and training done I’d have less than a month to go

Yes but surely that is their problem.

Within reason, if they want you to spend the duration of your notice straightening out the paperclips and are paying you for the privilege then that is what you need to do! 

The OP states they are self employed and so they should have a commercial contract with their client. Unlike an employee, unless the contract states otherwise, they cannot just tell a self employed person to do something. Most companies these days have adopted a statement of work approach thanks to IR35 (appreciate doesn't impact self employed) and everyone one I've seen in my years have said that any variation to the SoW must be agreed by both parties. 

I said "within reason" before my slightly factious example!

If the OP is in effect saying "here is my notice, but during my notice I am not willing to do the slightly different work you are requesting but I still expect to get paid" I wouldn't fancy their chances of successfully suing for the money!

Obviously it is a question of degree but the small claims courts expect both parties to behave in a reasonable manner. 

Alternatively, if it suits the OP, they may well be able to agree a reduction in the notice period (or even no notice at all) with the "employer" (i.e client). In fact if it "seems daft financially" the client / employer may be delighted.

tibawo

Thanks all. 
I appreciate the input. 

tibawo

And so it begins …. bear in mind this is my second one year contract with them.
Phone calls of what they wanted me to do for the day and ones whenever they wanted to ‘chat’  -nipped that in the bud.
 Extra tasks not on my contract and being TOLD that the company will be moving my work over to a zero hours contract!
I work remote and NEVER go into the office.
Back at the start all my documents/ training they wanted me to do was done/verified and signed off.
Apparently i’ve not done their health and safety at work and their fire training. Just going to bill them for it!

I continue to do carry out my role as professionally as I can but feel like a kid doing a Christmas countdown to when i finish!