Given notice at work

Did you know when you took the role that this may happen?
I just think it seems so unfair if you weren’t expecting it. I would have a conversation with them and say it’s a bit of a bummer and depending on their reply - go sick! Three months is a lot of notice to give.

Ask to leave early, you may need a reference in the future.

When they say yes / no, I’d be suddenly a bit rubbish, possible cold and sore throat / Covid etc (likely not to be paid).

do a rubbish handover, don’t give away all your hard earned future “gems” of knowledge. They have disposed of you and now you of them.

good luck for the future.

Get signed off sick. Don’t work. Or do the very bare minimum during your “handover”. I’d be pretty pissed too. Talk to ACAS and check they’ve handled this properly. Despite the 2yr rule you might have claims under protected categories (age, gender, race, religion etc). Worth asking an employment lawyer. But regardless, you have every right to be pissed.

Go off long term sick .....?

Makes no difference if her contract says they can terminate on 3 months notice from either side.

I think the above is very good advice!

What should they? They are operating within the current UK law.

They should have been more honest then and hired a fixed term employee or contractor.

Notice periods are notoriously hard to enforce, as people if told they can’t go usually just go off sick! If you leave tomorrow the worst they are likely to do if mention it in a reference if you need one

This. There is a difference between the period of notice an employer has to give an employee (under their contract) and the reverse. They might have to give you three months notice but you may be able to exercise your statutory period which I think is a week, unless your contract says otherwise. Although obviously you'll lose that three months pay.

If there's nothing in your contract, then I don't blame you. Give them a written week's notice then walk.

I’ve known someone to do this. Perfect handbook, voluntarily speaking extremely technical during that time, incomprehensible for novices but technically perfect instructions. No issues, although the guy was very senior and didn’t need references in any case I think, I don’t know if this kind of approach would affect the references

It is what it is - under 2 years you have very limited rights. I’d think a lot of people would wish they had 3 months to find a new job. It could be only 4 weeks.

You said somewhere it is a small business, have you actually spoken to them about how you feel about their timing and you being expected to train someone up to do your role that is not being paid as much as you?

Sometimes communicating helps you understand what’s going on.

you may be 100% right with what you’re feeling, but this may not be the case?

Well that’s clearly balls. You can sack someone with less than 2 years service who demonstrates poor performance perfectly easily.

We had someone in my office that had worked for us for 18 months, clearly hated what they were doing and only just did enough to keep their head above water. We were told categorically by our HR that you cannot just get rid of someone even under 2 years service, without good reason. You have to go through a capability process, and only if they fail that can you fire them.

Definitely speak to ACAS or if you have legal on your home insurance speak to them, mainly so that you know where you stand.

I sincerely hope you don’t actually work in HR.

OP discuss with your employer, they might be willing to release you early. Do you/can you work from home? I’d do the bare minimum work from home you can, and job hunt during the day.

If they want you to do training tell them you don’t have time, you are working at full capacity. Send them a list of your tasks and the consequences of each one not being completed, ask which ones you shouldn’t do in order to facilitate training.

That takes me back to the last days of one role. A month of doing nothing but the Manual. Making the manual beautiful and easy to read and uneditable. Oh, and completely useless without additional manuals in structural engineering, network engineering, electrical engineering, electronics, physics, logic, programming, a 3D exploded model in multiple layers of half the site in your head and having 'the knack' of knowing exactly the tiny variations in pressure and motion with multiple running repairs in order to adapt to issues on the fly without the console doing a big, noisy NOPE.

Low skilled job that any idiot could do, right? I've done the manual. It shows you exactly how I got things to work - excluding the stuff outside the screen grabs as that didn't count, apparently. And it won't work like that for anybody else because although I've made a point of showing the settings, that doesn't take into account all the other external things they were dependent upon. Should take about five years for you to work those out. I've included details of what to do/how to avoid the really dangerous thing for the protection of those attempting this, though, as I'm not being held responsible when you ignore that part of the manual.

I agree with this. Maybe the Op has a protected characteristic, or has carried out health and safety activities? Or raised a workplace concern? Could this have prompted their decision to let her go immediately before 2 years are up and without any process?

It doesn't matter whether it has or it hasn't, the point is to look for grey areas of any evidence which suggest that the Op might have an unfair dismissal claim. She could use that as a negotiation tool and seek an amicable conclusion....tell the employer that she is 'concerned' on their behalf about the circumstances and feels duty bound to let them know about the reputational and legal risk to their organisation.

Yes it's bullshit...but the employer can't prove that. The Op could use that as leverage to get a better deal, perhaps an extra payoff, paid time to attend interviews, a positive reference detailing all the good work she has done; she could even offer to draft it herself for them to sign (I did this at one previous job....factual but glowing!!)

All in return for her dedicated work until her last employment day in meeting agreed targets and completing tasks, and ending on a positive note. Win-win.

Ah, but while OP is doing this training, who is dealing with OP's regular workload? Effectively she is bring asked to undertake more than usual?

OP how much "spare" time do you currently have - or can make - in your working week? It might be an hour I suppose at a push ...? How well can you train someone in an hour a week?! 😎

A friend of mine worked for a company that never issued references for anyone. It was shit for a number of other reasons too

I’ve just taken voluntary redundancy and the month’s PILON I was paid was taxable, I think this is is a fairly recent turn of events though. I didn’t get taxed on the redundancy for the first £30k.

An awful lot of companies do this rather than pay contractor rates- but yes it sucks!! I can't see what they could do other than not pay you- which you aren't fussed about- I think I would say that you would prefer a month just to do a handover - better to keep it sweet and think 'f* you' in your head

To add, I was in a very similar position once. I issued a redundancy counter notice - said I’d found a new job, needed to take it up early for ongoing future financial reasons, and therefore I was shortening my notice period.

i also put in the bullshit about willing to do a full handover. They didn’t argue. I too was just under 2 years service.

Re the training / handover - a good / bad handover is subjective. If you can’t be arsed and it’s lacking, they can’t do or prove anything. Can’t exactly put you on performance management while you’re already working redundancy notice!!

Hi OP - sorry to hear that, it is really crap!

I think I would take the 3 months notice but not make much effort and use the time to find a new job!

While you may not need a reference, in my experience EVERY workplace I’ve ever been in I have met old colleagues so I’d try to keep my exit undramatic to avoid creating gossip

Prep for interviews etc on company time: when my team were out on notice (private sector) we were all told 2 days a week was reasonable

You are not employed as a trainer so whilst I would not refuse, I don’t think anyone can expect you to be very good at it!

That’s never been a thing!

Your notice period is whatever your contract says, or the statutory minimum, whichever is greater.