Leaving Employment
With Us, Stay Sharper!
However your employment ends, whether by resignation, redundancy or dismissal, there are practical and legal matters worth understanding before you go. Your notice period, final pay, accrued but untaken holiday, and any post-termination restrictions in your contract will all shape how a clean exit looks.
If your contract includes garden leave provisions, your employer may ask you to stay away from work during your notice period while remaining employed and paid. Many contracts also include restrictive covenants, clauses limiting where you can work or who you can approach, for a period after you leave, and these are not always enforceable.
Sharper Labs Legal helps employees understand exactly what they are entitled to on leaving a job, review restrictive covenants before accepting a new role, and resolve any disagreement over final pay, references or the circumstances of the departure.
Talk to an employment-law consultant
Free, no-obligation initial consultation, we'll explain your options clearly.
How we can help with leaving employment
- Understanding your notice period
- Garden leave explained
- Restrictive covenants after you leave
- Final pay and accrued holiday entitlement
- References from your employer
- Redundancy rights when your role is at risk
Other advice for employees
Leaving Employment, frequently asked questions
Everything you need to know about this topic.
Your contract will usually set out your notice period, subject to statutory minimums. Under UK law you are entitled to at least one week's notice after one month's service, rising to one week per year of service up to a maximum of twelve weeks.
Garden leave means your employer asks you to stay away from the workplace during your notice period while you remain employed and continue to be paid. It is often used to protect confidential information while a replacement is found.
Only if your contract contains a valid restrictive covenant, and even then, such clauses must be reasonable in scope, geography and duration to be enforceable. We can review your contract and advise whether a covenant is likely to hold up.
Yes. You are entitled to be paid in lieu of any statutory holiday you have accrued but not taken by your leaving date, calculated in line with your contract and the Working Time Regulations.
In most cases, employers are not legally obliged to provide a reference at all, but if they do, it must be fair and accurate. If you believe a reference is misleading or given in bad faith, we can advise on your options.
Talk to us for legal advice tailored to your needs
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