{"id":42600,"date":"2025-09-25T03:01:18","date_gmt":"2025-09-25T03:01:18","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/?post_type=resources&#038;p=42600"},"modified":"2025-12-23T01:34:30","modified_gmt":"2025-12-23T01:34:30","slug":"notice-of-employment-termination","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/uk\/resources\/notice-of-employment-termination\/","title":{"rendered":"Notice of termination of employment UK"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull resource-sticky-downloadable-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" 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C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" fill=\"currentColor\"\/><\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group post-title-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-6 wp-block-group-is-layout-constrained\"><h2 class=\"blog-template-title wp-block-post-title\">Notice of termination of employment UK<\/h2>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-5 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2025-09-25T03:01:18+00:00\">25 Sep 2025<\/time><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns content-flex is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:55%\">\n<div class=\"wp-block-group sticky-downloadable-title has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-10 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--24)\"><h1 class=\"blog-template-title wp-block-post-title\">Notice of termination of employment UK<\/h1>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-9 wp-block-group-is-layout-flex\">\n<p class=\"has-text-align-center has-sm-font-size\" style=\"border-left-style:none;border-left-width:0px;padding-left:0\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2025-09-25T03:01:18+00:00\">Sep 25, 2025<\/time><\/div>\n\n\n<p class=\"has-text-align-center has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\">1 min read<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-13 wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--6);padding-bottom:var(--wp--preset--spacing--24)\">\n<div class=\"content-single-table-content\"><\/div>\n\n\n\n<div id=\"content-wrapper\" class=\"wp-block-group has-link-color wp-elements-43574bfcd45fccf5dc3a43e9c3496e13 has-global-padding is-layout-constrained wp-container-core-group-is-layout-12 wp-block-group-is-layout-constrained\">\n<p>Ending a professional relationship, whether initiated by an employer or an employee, requires care, clarity and compliance with UK employment law. A formal notice of termination of employment is an essential step in this process.&nbsp;<\/p>\n\n\n\n<p>Whether you\u2019re an employer drafting a <a href=\"https:\/\/employmenthero.com\/uk\/resources\/discipline-termination-policy\/\">termination policy<\/a> or an employee giving a notice of termination of employment, understanding the correct process helps ensure a fair and legally compliant transition.<\/p>\n\n\n\n<p>To make sure you\u2019re following all obligations, we\u2019ve put together a notice of termination of employment checklist.&nbsp;<\/p>\n\n\n\n<p><strong>The notice of termination of employment checklist covers:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list is-style-checkmark\">\n<li>Step-by-step post-notice actions.<\/li>\n\n\n\n<li>When to communicate and how.<\/li>\n\n\n\n<li>Key documentation to prepare.<\/li>\n\n\n\n<li>Legal risks to watch for.<\/li>\n\n\n\n<li>Final pay and offboarding to-dos.<\/li>\n<\/ul>\n\n\n\n<p><strong>Download the checklist now.&nbsp;<\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Understanding notice of termination in the UK<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">What is a notice of termination of employment?<\/h3>\n\n\n\n<p>A notice of termination of employment is a formal written communication that ends an employment relationship between an employer and an employee. It can be issued by the employer, in the cases of redundancy or dismissal or by an employee in the form of a resignation.&nbsp;<\/p>\n\n\n\n<p>Providing a clear, compliant notice helps ensure a smooth transition, reduces the risk of disputes and meets legal obligations under UK employment law.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Common scenarios<\/h3>\n\n\n\n<p>A notice of termination of employment can arise in several situations. Understanding the context is essential, as the rules and obligations differ depending on whether the termination is initiated by the employee or the employer.&nbsp;<\/p>\n\n\n\n<p>Below are the most common scenarios in the UK.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Resignation<\/h4>\n\n\n\n<p>When an employee chooses to resign, they must provide their employer with the required notice. This could be the statutory notice period or a longer contractual notice period if stated in their contract.<\/p>\n\n\n\n<p>To do this, employees can use a notice of termination of employment by employee letter to formally communicate their decision. The notice should include their final working day, allowing the employer time to plan handovers and recruitment if necessary.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Dismissal<\/h4>\n\n\n\n<p>An employer may dismiss an employee for reasons such as misconduct, poor performance or another fair ground. In these cases, the employer must provide a notice of employment termination letter that clearly states the final working date and, where applicable, the reasons for dismissal.<\/p>\n\n\n\n<p>The amount of notice required depends on the employee\u2019s length of service and their contract. However, in cases of gross misconduct, an employer can terminate a professional contract without notice, provided the decision follows a fair disciplinary process.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Redundancy<\/h4>\n\n\n\n<p>Redundancy occurs when a role is no longer required, often due to organisational restructuring, cost-cutting or business closure. Employers must issue a formal notice of job termination and follow a fair <a href=\"https:\/\/employmenthero.com\/uk\/resources\/employee-redundancy\/\">redundancy process<\/a>, which may include consultation, selection criteria and redundancy pay.<\/p>\n\n\n\n<p>Employees are entitled to either their statutory notice period or the contractual notice period, whichever is longer. In addition, they may qualify for redundancy pay, depending on their length of service and age. Employers must also clarify arrangements for notice period and holiday pay in the termination letter.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Employer vs employee: who gives notice and what happens next<\/h2>\n\n\n\n<p>While both employer and employee are within their rights to end a position contract, the process to do this differs slightly.&nbsp;<\/p>\n\n\n\n<p>Here\u2019s how businesses should give notice vs employees.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">When an employer gives notice<\/h3>\n\n\n\n<p>For businesses, ending a contract needs to be due to a fair and legally justifiable reason. Common grounds include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Redundancy<\/strong>: Where the employee\u2019s role is no longer required due to restructuring, downsizing or business closure.<\/li>\n\n\n\n<li><strong>Performance<\/strong>: Where the employee is consistently unable to meet the standards required, despite performance reviews and support.<\/li>\n\n\n\n<li><strong>Misconduct<\/strong>: Where the employee\u2019s behaviour breaches workplace rules or policies. In cases of gross misconduct, termination can be immediate (summary dismissal) without notice.<\/li>\n<\/ul>\n\n\n\n<p>HR professionals and business owners must also be mindful of the risk of unfair dismissal. And we would always recommend seeking advice from a <a href=\"https:\/\/employmenthero.com\/uk\/services\/hr-advisory\/\">HR Advisory<\/a> professional before diving into making any decisions.&nbsp;<\/p>\n\n\n\n<p>But, under<a href=\"https:\/\/www.legislation.gov.uk\/ukpga\/1996\/18\/contents\"> the Employment Rights Act 1996<\/a>, an employee with two years\u2019 continuous service has the right not to be unfairly dismissed. Employers need to follow a fair process, including consultation, warnings and documented procedures, before issuing notice. Failure to do so could result in a tribunal claim.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">When an employee gives notice<\/h3>\n\n\n\n<p>It\u2019s more simple for employees and they can choose to leave their role for any reason. But to do so, they must submit a resignation notice. The process for this should be:&nbsp;<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Submit written notice<\/strong>: The employee provides a resignation letter stating their intended final working day.<\/li>\n\n\n\n<li><strong>Serve the notice period<\/strong>: This may be the statutory notice period (minimum one week after one month\u2019s service) or the longer contractual notice period specified in the employment contract.<\/li>\n\n\n\n<li><strong>Handover responsibilities<\/strong>: Employees are generally expected to complete outstanding work and assist with handovers during their <strong>e<\/strong>mployee notice period.<\/li>\n<\/ol>\n\n\n\n<p>As a business owner or HR professional, you can respond to this by:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Confirming the final working date in writing.<\/li>\n\n\n\n<li>Clarifying arrangements for holiday pay and outstanding entitlements.<\/li>\n\n\n\n<li>Deciding whether the employee will work their notice, be placed on garden leave or receive payment in lieu of notice.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Notice period UK laws<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Statutory vs contractual<\/h3>\n\n\n\n<p>In the UK, the rules surrounding notice periods and termination are governed by the Employment Rights Act 1996. This legislation identifies out the statutory notice period that must be given, based on the employee\u2019s length of continuous service:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>At least one week\u2019s notice if employed for between one month and two years.<\/li>\n\n\n\n<li>One additional week\u2019s notice for each year of service, up to a maximum of 12 weeks.<\/li>\n<\/ul>\n\n\n\n<p>Employment contracts can also set out contractual notice periods, which may be longer than the statutory minimum. Both parties must comply with whichever is greater, statutory or contractual, unless there\u2019s a valid reason for immediate termination (such as gross misconduct).<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Statutory notice period<\/h4>\n\n\n\n<p>A statutory notice period applies once an employee has been continuously employed for at least one month.&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>For employees:<\/strong>\n<ul class=\"wp-block-list\">\n<li>One week\u2019s notice after one month of service.<\/li>\n\n\n\n<li>Two weeks\u2019 notice after two years of service.<\/li>\n\n\n\n<li>One additional week for each further year, up to a maximum of 12 weeks.<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li><strong>For employers:<\/strong>\n<ul class=\"wp-block-list\">\n<li>Must give the same minimum notice as above, based on the employee\u2019s length of service.<br><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\">Contractual notice period<\/h4>\n\n\n\n<p>The contractual notice period is the notice length agreed in the employment contract. This can be longer (but not shorter) than the statutory minimum. Employers often set longer notice periods for senior roles, for example one to three months, to allow time for a proper handover.<\/p>\n\n\n\n<p><strong>Notice period and holiday pay:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>During the notice period, employees are entitled to their normal pay and benefits.<\/li>\n\n\n\n<li>If the employee has unused holiday entitlement, employers must either allow it to be taken during the notice period or pay it out as accrued holiday pay in the final salary.<\/li>\n<\/ul>\n\n\n\n<table class=\"table-style\">\n<thead>\n<tr>\n<th class=\"column-1\">\n<p><strong>Type of notice<\/strong><\/p>\n<\/th>\n<th class=\"column-2\">\n<p><strong>Definition<\/strong><\/p>\n<\/th>\n<th class=\"column-3\">\n<p><strong>Minimum entitlement\u00a0<\/strong><\/p>\n<\/th>\n<th class=\"column-4\">\n<p><strong>Key considerations<\/strong><\/p>\n<\/th>\n<\/tr>\n<\/thead>\n<thead>\n<tr>\n<td>\n<p><strong>Statutory<\/strong><\/p>\n<\/td>\n<td>\n<p>Legal minimum notice required under the Employment Rights Act 1996.<\/p>\n<\/td>\n<td>\n<p>1 week after 1 month of service, increasing by 1 week per full year worked (max 12 weeks).<\/p>\n<\/td>\n<td>\n<p>Cannot be reduced by contract, but can be extended.<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td>\n<p><strong>Contractual<\/strong><\/p>\n<\/td>\n<td>\n<p>Notice set out in the employment contract.<\/p>\n<\/td>\n<td>\n<p>Must be equal to or greater than statutory.<\/p>\n<\/td>\n<td>\n<p>Often longer for senior staff; can include clauses on garden leave or payment in lieu of notice.<\/p>\n<\/td>\n<\/tr>\n<\/thead>\n<\/table>\n\n\n\n<style>\n.table-wrapper {\n  overflow-x: auto;\n  width: 100%;\n}\n.table-style {\n  min-width:500px;\n  border-collapse:collapse;\n  width:100%;\n}\n@media (max-width: 400px) {\n  .table-style p{\n    font-size: 14px! important;\n  }\n .table-style td {\npadding: 5px 10px!important;\n}\n}\n.table-style thead {\n  border-bottom: 1px solid #ccc !important;\n}\n\n.table-style th {text-align:center!important;}\n.table-style th,\n.table-style td {\n  text-align: left;\n  border: 1px solid #ccc;\n  vertical-align: top;\n}\n\n.table-style td {\n  padding: 5px 10px;\ntext-align:center!important;\n}\n\n.table-style th {\n  background: #7622d7 !important;\n  color: #fff !important;\n}\nth.column-1,.column-2,.column-3,.column-4{\nwidth:25%;\n}\n<\/style>\n\n\n\n<h3 class=\"wp-block-heading\">Best practice: what employers should do when notice is given<\/h3>\n\n\n\n<p>To ensure compliance and maintain good employee relations, employers should take a structured approach when a notice of termination of employment is given, whether by the employer or the employee.<\/p>\n\n\n\n<p><strong>Key steps include:<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Confirm in writing<\/strong>: Acknowledge the notice and confirm the employee\u2019s final working date.<\/li>\n\n\n\n<li><strong>Review notice obligations<\/strong>: Check whether the employee\u2019s statutory or contractual notice applies and whether garden leave or payment in lieu of notice (PILON) is appropriate.<\/li>\n\n\n\n<li><strong>Address entitlements<\/strong>: Clarify how salary, benefits, unused annual leave and other payments will be managed during the employee notice period.<\/li>\n\n\n\n<li><strong>Plan for transition<\/strong>: Arrange a clear handover of duties, client relationships or projects.<\/li>\n\n\n\n<li><strong>Communicate appropriately<\/strong>: Inform relevant managers or teams at the right time, ensuring professionalism and confidentiality.<\/li>\n\n\n\n<li><strong>Document everything<\/strong>:&nbsp; keep a copy of the resignation or termination letter, the employer\u2019s response and any agreements about final pay or benefits.<\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\">FAQs about employment termination and notice periods<\/h2>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1758768670293\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1758768670293\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How much notice do I legally have to give an employee?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Under the Employment Rights Act 1996, employers must give employees at least the statutory notice period when terminating their contract:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>1 week\u2019s notice if the employee has worked continuously for between 1 month and 2 years.<\/li>\n\n\n\n<li>1 additional week for each full year of service after that, up to a maximum of 12 weeks.<\/li>\n<\/ul>\n\n\n\n<p>If the contractual notice period is longer than the statutory minimum, the contractual period applies. Employers cannot give less than the statutory requirement.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1758768693280\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1758768693280\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How much notice do employees have to give employers?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Employees who resign must also give notice. The legal minimum is one week\u2019s notice if they\u2019ve worked continuously for at least one month. However, most contracts include a longer employee notice period, such as 4 weeks, 1 month or more for senior positions.<\/p>\n\n\n\n<p>In practice, employees must give whichever is longer: the contractual notice period or the statutory minimum. Some may choose to give additional notice as a courtesy to their employer.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1758768717391\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1758768717391\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Can I dismiss someone without notice?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Yes, but only in cases of gross misconduct. This is known as summary dismissal, where an employee\u2019s actions are serious enough to justify immediate termination (e.g., theft, violence, serious breach of policy). Even then, employers must follow a fair <a href=\"https:\/\/employmenthero.com\/uk\/resources\/disciplinary-and-grievance-procedures\/\">disciplinary policy<\/a> before terminating an employee on these grounds<\/p>\n\n\n\n<p>In all other cases, employers must provide the appropriate notice of termination of employment, either statutory or contractual. Failing to do so could amount to unfair dismissal.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1758768732249\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1758768732249\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Is redundancy notice the same as resignation?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>No. While both involve a notice of termination, the rules and entitlements differ:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Resignation:<\/strong> The employee chooses to leave and must give the agreed notice.<\/li>\n\n\n\n<li><strong>Redundancy:<\/strong> The employer must give the correct notice period (statutory or contractual) and, in many cases, pay statutory redundancy pay in addition to final wages and holiday pay.<br><\/li>\n<\/ul>\n\n\n\n<p>Redundancy also requires a fair selection and consultation process, particularly for collective redundancies.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1758768747499\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1758768747499\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What happens if an employee walks out without notice?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>If an employee leaves without working their required notice:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>They may be in breach of contract, which can affect final pay or references.<\/li>\n\n\n\n<li>Employers are not usually able to recover damages unless the breach causes direct financial loss, but they can withhold pay for the unworked notice period if allowed by contract.<\/li>\n\n\n\n<li>The situation should still be handled professionally, documenting the resignation, updating payroll and collecting any company property.<\/li>\n<\/ul>\n\n\n\n<p>It\u2019s often best to resolve matters amicably, even if the employee has not followed the correct process.<\/p>\n<\/div><\/div><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Stay compliant with 91±¬ΑΟ<\/h2>\n\n\n\n<p>Managing a notice of termination of employment isn\u2019t just about ending a contract, it\u2019s about making sure the process is fair, legally compliant and respectful to both parties. By taking a structured approach, you can protect your business while maintaining positive relationships with departing employees.<\/p>\n\n\n\n<p>For HR professionals and business owners who want to feel certain they are doing this, 91±¬ΑΟ has a helpful HR advisory service who can answer employment related queries. But our platform can do more than that, the <a href=\"https:\/\/employmenthero.com\/uk\/pricing\/\">Employment Operating System<\/a> (OS), helps you stay compliant by streamlining HR processes, from generating compliant termination of employment letters to tracking notice periods and entitlements.\u00a0<\/p>\n\n\n\n<p><strong>Download the notice of termination of employment checklist now.&nbsp;<\/strong><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column form-column is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group form-v2-violet-box-shadow-pattern is-layout-flow wp-block-group-is-layout-flow\">\n\n<div class=\"wp-block-employmentherocom2025-marketo-form-v2 is-layout-flow wp-block-marketo-form-v2-is-layout-flow\">\n                                                            <section class=\"eh_marketo_form-title-section 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now&quot;,&quot;success_handling_method&quot;:&quot;thank_you_page&quot;,&quot;redirect_url&quot;:&quot;&quot;,&quot;thank_you_message&quot;:&quot;&quot;,&quot;add_lead_linking_id&quot;:false,&quot;add_drift_campaign_id&quot;:false,&quot;drift_campaign_id&quot;:&quot;&quot;,&quot;thank_you_page_id&quot;:&quot;32313&quot;,&quot;thank_you_page_url&quot;:&quot;https:\/\/employmenthero.com\/uk\/thank-you\/downloadable\/resources\/?origin=notice-of-employment-termination&amp;origin_id=sW2VvCZrd5%2F3rF3PvvDTGJeRcTUnGwRmObjO7OvLro%2BdbFkwtaIMZgDcXySEy3703oAkWJZaG2e%2Fpj%2Bsp0BKlg%3D%3D&quot;,&quot;progress_indicator_type&quot;:&quot;progress-bar&quot;,&quot;enable_revenue_hero&quot;:false,&quot;revenue_hero_router_id&quot;:&quot;4668&quot;,&quot;revenue_hero_thank_you_message&quot;:&quot;Thank you for booking!&quot;}\"><\/div>\n                                <\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group social-icons-desktop is-content-justification-center is-nowrap is-layout-flex 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class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-50088 resources type-resources status-publish has-post-thumbnail hentry resource-type-checklists\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/care-home-payroll-software-checklist\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Care-Home-Payroll-Software-Checklist-thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Guide to\u00a0 Care Home Payroll Software in the UK [Free Checklist]\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Care-Home-Payroll-Software-Checklist-thumbnail.webp 1728w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Care-Home-Payroll-Software-Checklist-thumbnail-300x176.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Care-Home-Payroll-Software-Checklist-thumbnail-1024x601.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/04\/Care-Home-Payroll-Software-Checklist-thumbnail-768x451.webp 768w, 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