Dear Reader

These days, it seems employees don’t stay in jobs for longer than two or three years. This makes it difficult for you as an employer to develop a long-term plan based on the workforce you have.

This is why it’s important to maintain a good working environment to ensure you meet your and your employees' needs and expectations. I’ll carry on giving you tips on how to do this in forthcoming bulletins (or of course you can get instant tips and advice in your Practical Guide to Human Resources Management), but in the mean time I wanted to give you a quick refresher on notice periods.

You’re bound to get a few resignations at the end of the year, or at the beginning of next year. Ensure you know exactly how much notice your employee owes you.

Follow these 3 tips on notice periods

Tip#1: Minimum notice periods

The minimum notice periods are:
•    within the first six months of service = one week’s written notice
•    more than six months but less than twelve months = two weeks’ written notice
•    from one year of service onwards = four weeks’ written notice

Remember: Periods of notice during probationary periods are the same as the above.

Tip#2: When may your employee not work his notice period?

If your employee gives notice and you agree for him not to work-in his notice period, you can ask him to leave immediately.

If you require him to leave immediately you will have to pay him his notice pay unless he agrees otherwise (Section 38(2) of the BCEA).

Tip#3: Employees who work for less than 24 hours per month

The requirement for notice pay doesn't apply to employees who work for less than 24 hours a month (so-called ‘casuals’).

Do you want more quick tips to answer your every day labour and HR questions? If you do, then don’t delay, order your copy of 384 of the Best Labour Law & HR Tips...Ever! today.

Sarah-Jane Bosch
Managing Editor
Labour Law for Managers and Practical Guide to Human Resources Management

P.S. Resignations aren’t the only part of employee management you have to worry about! We’ve got the 100% legal solution to manage every employee issue you could ever have. Find out how to deal with issues such as absenteeism, misconduct, leave and many more

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