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Redundancy & notice periods

For members in TSB.

When an employer makes you redundant, they must give you notice that they are doing so. The notice period you are given may vary between employer and whether there are enhanced redundancy terms in place for you. If you've been TUPE'd from one employer to another, you may contractually be entitled to a different notice period to the standard that your employer may be giving.

If you're not being made redundant and looking for guidance on resigning, check out the Resigning & notice periods article.

Statutory minimum notice periods

  • at least one week’s notice if employed between one month and 2 years
  • one week’s notice for each year if employed between 2 and 12 years
  • 12 weeks’ notice if employed for 12 years or more

Notice periods in TSB

Length of serviceNotice given
Up to 6 months1 week
6 months to 4 years1 month
4 years to 8 years2 months
8 years plus3 months
Grade E-G irrespective of length of service3 months
Ex-Cheltenham and Gloucester colleagues2 months (max)

Garden leave & pay in lieu of notice

From time to time, an employer may offer garden leave as a method of managing notice periods. Garden leave means you remain employed by the company throughout the duration, but you're not required to fulfil your normal day job. It's most commonly used where there is no available work for you to undertake, and they can't find you other suitable and meaningful work.

Pay in lieu of notice, or PILON for short, is where your employer agrees to pay you your contractual notice payment in exchange for terminating your contractual early. This is often used by smaller employers where there may be no reasonable prospect of redeploying or alternative employment available (such as where an office has closed and there is no further work available).

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