Imagine a situation where your new employer expects you to join work at the earliest and at the same time, you are expected to serve the required few weeks or months of notice period for a smooth exit from your current organisation. How would you navigate such a situation?

Before we figure out the ways to negotiate the notice period while handing in your resignation, let’s understand all there is to know about a notice period.

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What is a notice period?

A notice period is the time between the day you hand in your resignation and your last day at work. This time frame allows both the employer and the employee to prepare for the transition, including finding a replacement and training them, wrapping up projects, and informing company clients about your exit.

The duration of this period varies from one employer to another and is clearly stated in an employment contract or company policy. For some, it can be a month or two weeks, whereas other employers may expect you to stay with them for around three months post your resignation. Probably why, it’s of utmost importance to precisely read the number of days you are expected to serve after resignation before signing your employment contract or accepting the job offer.

Expert tips to negotiate your notice period for resignation

Aditya Mishra, MD & CEO of CIEL HR, a recruitment and staffing services provider, says for an employer, resignation itself might come as a surprise. Following that, finding your replacement and training them would be their biggest concern. Hence, shortening the notice period should be negotiated carefully to leave the company on a positive note.

Mishra offers a few effective and well-curated ways to convince your employer to reduce your notice period. Here’s what you must keep in mind:

Review the employment agreement – The first and foremost step according to him is to review your employment contract to get a proper understanding of the terms and conditions stated in it. Also, he says that an individual should honour the terms of employment like non-disclosure, notice period, and treatment of intellectual properties.

Construct and convey a rational reason – To make it sound like a reasonable request, Mishra says you must focus on offering valid reasons for your departure, emphasising honesty and transparency. Ensure a proper handover – Your resignation may be a planned call for you, but not for your employer. While the notice period will provide them some time to look for a dependable replacement, the expert advises the individuals to complete a thorough knowledge transfer and wrap up pending tasks, leaving no hurdles behind for the employer.

Understand the employer’s perspective – Mishra says that before going for negotiation, it is imperative to comprehend the employer’s perspective. And we couldn’t agree more as doing so will make it easier to tailor your negotiation proposal in a way that perfectly aligns with the needs of the employer. Besides, it will show that you are considerate of their requirements as well and wish to assist them in every way possible.

Help them find a replacement – If feasible, then you must assist your organisation in finding your replacement. This will make the whole transition simpler and easier for them, and your exit won’t hamper their long-term projects.

Go for an outcome that benefits both – At this point, it is necessary to be professional in your approach and look for a mutually beneficial outcome, says the MD & CEO of CIEL HR.

What to do in case of disagreement?

While you can use the above-suggested strategies to persuade your employer to negotiate your notice period, it is a possibility that you might not receive the desired response. What should be your plan of action then?

Mishra holds the opinion that if the employer refuses to negotiate, then you must discuss the same with your recruiting company. Explore a potential buyout option where the recruiting company covers your notice period fee, he concludes.

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