What to do if…
your employer changes your resignation notice period after you have handed it in

What to do now

1. Find the rule they say applies.
   Pull up your employment contract, written statement of employment particulars, staff handbook notice section, and any collective agreement if you are covered by one. Look for:

   • how much notice you must give to resign
   • whether notice is measured in days, weeks, or months
   • whether it says when notice starts
   • whether the notice term has ever been changed and how that change was agreed

2. Check whether this is a correction or a new change.
   If your contract does not say when notice starts, it usually starts the day after you tell your employer you are resigning. If you have the legal status of employee and have worked for at least one month, you usually have to give at least one week’s notice unless your contract, written statement, or another contractual term says more, the employer agrees something different, or a serious breach of contract issue applies.

3. Write down the key dates before replying.
   Record:

   • when you submitted your resignation, including date, time, and method
   • the last day you stated, if you gave one
   • what your last day would be if the notice wording is applied exactly
   • the date they first told you the notice period had changed

4. Ask for their position in writing.
   Email HR or your manager and ask them to confirm:

   • the notice period they believe applies
   • the exact contract clause, policy, or collective term they are relying on
   • your last working day and your last day of employment
   • whether they say this is a correction of existing terms or a new change they want you to agree to

5. Send a calm record-setting reply.
   In writing, say:

   • you resigned on [date]
   • you understood your notice to be [X] under [contract, written statement, or policy]
   • your understanding of your final employment date is [date]
   • you do not agree to a changed contractual notice period unless it is mutually agreed in writing
     Ask them to confirm the agreed final date.

6. If the correct notice is longer than you gave, ask for an agreed early release.
   Ask whether they will agree to waive part of the notice or release you early. If they agree, get written confirmation of:

   • the final date of employment
   • pay and benefits up to that date
   • handover expectations
   • return of equipment

7. If they want you to leave earlier, ask what mechanism they are using.
   Ask them to confirm in writing whether this is:

   • garden leave, where you remain employed and paid but are told not to work
   • payment in lieu of notice (PILON), and whether this is allowed by your contract or being proposed by agreement
   • another formal end-of-employment decision
     Ask for the dates, pay, benefits, holiday, and equipment-return position in writing.

8. Protect your final pay and documents.
   Ask HR to confirm:

   • what happens to accrued but unused holiday
   • whether any booked holiday during notice still stands
   • your final payslip date
   • any deductions they believe apply and why
   • when you will receive your P45
   • which personal email or postal address they will use for leaver documents

9. Keep a clean evidence file without breaching policy.
   Keep or request copies of your contract, written statement, resignation message, and the message saying your notice has changed. If your resignation was submitted through an HR portal, keep the confirmation or date record only if your workplace systems and policies allow it. Do not take confidential business information.