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Refusing increase of the notice period politely
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The usual notice period (granted by law) in my country is one month. My employer wants to increase that to three months. (It's possible with mutual agreement.)
They said that this is fair since both of employees and the employer will have its benefit. If they fire someone he or she will get his salary for three months as well.
On the other hand I think it is more important for the employer. As software developers we could easily find another (probably mediocre) jobs in a few weeks but I guess searching for jobs with three-months notice period will be really hard and would limit my future opportunities to get a job at a really good company.
How can I refuse the request of increasing notice period politely although I'm not planning to change my employer?
notice-period
asked Feb 16 '15 at 13:24
eighh
6317
 |Â
show 2 more comments
up vote
12
down vote
favorite
The usual notice period (granted by law) in my country is one month. My employer wants to increase that to three months. (It's possible with mutual agreement.)
They said that this is fair since both of employees and the employer will have its benefit. If they fire someone he or she will get his salary for three months as well.
On the other hand I think it is more important for the employer. As software developers we could easily find another (probably mediocre) jobs in a few weeks but I guess searching for jobs with three-months notice period will be really hard and would limit my future opportunities to get a job at a really good company.
How can I refuse the request of increasing notice period politely although I'm not planning to change my employer?
notice-period
asked Feb 16 '15 at 13:24
eighh
6317
1
How would increasing the notice period limit future opportunities? Couldn't you just wait until 2 months into the period and then start searching so you only have a month left?
– JB King
Feb 17 '15 at 3:47
10
@JBKing Because most people start searching for a different job while they're still employed. If you tell a potential company that you can only start in 3 months, your chances drop significantly. They want to hire someone because they need someone now.
– Radu Murzea
Feb 17 '15 at 7:27
@RaduMurzea King's point is that if you have 3 months - 12 weeks - notice of being fired, and you're confident that you can find new work in 3 weeks, then you sit on your hands for 9 weeks and do your job hunt in the last 3 weeks of your notice period. I don't see how having more paid time to find a new job could possibly hurt you.
– Shaz
Feb 17 '15 at 13:56
4
@Ryan: Consider the case when the employee wants to quit because he has found a new and better open position in another company but the new employer doesn't want to wait 3 months for him.
– eighh
Feb 17 '15 at 14:01
3
Even if you believe you can "easily" find work "in a few weeks" (and note the caveat "probably mediocre"), you're recklessly gambling with your future if you quit a job before securing a replacement.
– Carson63000
Feb 18 '15 at 6:05
 |Â
show 2 more comments
up vote
12
down vote
favorite
up vote
12
down vote
favorite
The usual notice period (granted by law) in my country is one month. My employer wants to increase that to three months. (It's possible with mutual agreement.)
They said that this is fair since both of employees and the employer will have its benefit. If they fire someone he or she will get his salary for three months as well.
On the other hand I think it is more important for the employer. As software developers we could easily find another (probably mediocre) jobs in a few weeks but I guess searching for jobs with three-months notice period will be really hard and would limit my future opportunities to get a job at a really good company.
How can I refuse the request of increasing notice period politely although I'm not planning to change my employer?
notice-period
asked Feb 16 '15 at 13:24
eighh
6317
The usual notice period (granted by law) in my country is one month. My employer wants to increase that to three months. (It's possible with mutual agreement.)
They said that this is fair since both of employees and the employer will have its benefit. If they fire someone he or she will get his salary for three months as well.
On the other hand I think it is more important for the employer. As software developers we could easily find another (probably mediocre) jobs in a few weeks but I guess searching for jobs with three-months notice period will be really hard and would limit my future opportunities to get a job at a really good company.
How can I refuse the request of increasing notice period politely although I'm not planning to change my employer?
notice-period
asked Feb 16 '15 at 13:24
eighh
6317
edited Feb 17 '15 at 17:32
asked Feb 16 '15 at 13:24
eighh
6317
asked Feb 16 '15 at 13:24
eighh
6317
asked Feb 16 '15 at 13:24
eighh
6317
6317
1
How would increasing the notice period limit future opportunities? Couldn't you just wait until 2 months into the period and then start searching so you only have a month left?
– JB King
Feb 17 '15 at 3:47
10
@JBKing Because most people start searching for a different job while they're still employed. If you tell a potential company that you can only start in 3 months, your chances drop significantly. They want to hire someone because they need someone now.
– Radu Murzea
Feb 17 '15 at 7:27
@RaduMurzea King's point is that if you have 3 months - 12 weeks - notice of being fired, and you're confident that you can find new work in 3 weeks, then you sit on your hands for 9 weeks and do your job hunt in the last 3 weeks of your notice period. I don't see how having more paid time to find a new job could possibly hurt you.
– Shaz
Feb 17 '15 at 13:56
4
@Ryan: Consider the case when the employee wants to quit because he has found a new and better open position in another company but the new employer doesn't want to wait 3 months for him.
– eighh
Feb 17 '15 at 14:01
3
Even if you believe you can "easily" find work "in a few weeks" (and note the caveat "probably mediocre"), you're recklessly gambling with your future if you quit a job before securing a replacement.
– Carson63000
Feb 18 '15 at 6:05
 |Â
show 2 more comments
1
How would increasing the notice period limit future opportunities? Couldn't you just wait until 2 months into the period and then start searching so you only have a month left?
– JB King
Feb 17 '15 at 3:47
10
@JBKing Because most people start searching for a different job while they're still employed. If you tell a potential company that you can only start in 3 months, your chances drop significantly. They want to hire someone because they need someone now.
– Radu Murzea
Feb 17 '15 at 7:27
@RaduMurzea King's point is that if you have 3 months - 12 weeks - notice of being fired, and you're confident that you can find new work in 3 weeks, then you sit on your hands for 9 weeks and do your job hunt in the last 3 weeks of your notice period. I don't see how having more paid time to find a new job could possibly hurt you.
– Shaz
Feb 17 '15 at 13:56
4
@Ryan: Consider the case when the employee wants to quit because he has found a new and better open position in another company but the new employer doesn't want to wait 3 months for him.
– eighh
Feb 17 '15 at 14:01
3
Even if you believe you can "easily" find work "in a few weeks" (and note the caveat "probably mediocre"), you're recklessly gambling with your future if you quit a job before securing a replacement.
– Carson63000
Feb 18 '15 at 6:05
1
1
How would increasing the notice period limit future opportunities? Couldn't you just wait until 2 months into the period and then start searching so you only have a month left?
– JB King
Feb 17 '15 at 3:47
How would increasing the notice period limit future opportunities? Couldn't you just wait until 2 months into the period and then start searching so you only have a month left?
– JB King
Feb 17 '15 at 3:47
10
10
@JBKing Because most people start searching for a different job while they're still employed. If you tell a potential company that you can only start in 3 months, your chances drop significantly. They want to hire someone because they need someone now.
– Radu Murzea
Feb 17 '15 at 7:27
@JBKing Because most people start searching for a different job while they're still employed. If you tell a potential company that you can only start in 3 months, your chances drop significantly. They want to hire someone because they need someone now.
– Radu Murzea
Feb 17 '15 at 7:27
@RaduMurzea King's point is that if you have 3 months - 12 weeks - notice of being fired, and you're confident that you can find new work in 3 weeks, then you sit on your hands for 9 weeks and do your job hunt in the last 3 weeks of your notice period. I don't see how having more paid time to find a new job could possibly hurt you.
– Shaz
Feb 17 '15 at 13:56
@RaduMurzea King's point is that if you have 3 months - 12 weeks - notice of being fired, and you're confident that you can find new work in 3 weeks, then you sit on your hands for 9 weeks and do your job hunt in the last 3 weeks of your notice period. I don't see how having more paid time to find a new job could possibly hurt you.
– Shaz
Feb 17 '15 at 13:56
4
4
@Ryan: Consider the case when the employee wants to quit because he has found a new and better open position in another company but the new employer doesn't want to wait 3 months for him.
– eighh
Feb 17 '15 at 14:01
@Ryan: Consider the case when the employee wants to quit because he has found a new and better open position in another company but the new employer doesn't want to wait 3 months for him.
– eighh
Feb 17 '15 at 14:01
3
3
Even if you believe you can "easily" find work "in a few weeks" (and note the caveat "probably mediocre"), you're recklessly gambling with your future if you quit a job before securing a replacement.
– Carson63000
Feb 18 '15 at 6:05
Even if you believe you can "easily" find work "in a few weeks" (and note the caveat "probably mediocre"), you're recklessly gambling with your future if you quit a job before securing a replacement.
– Carson63000
Feb 18 '15 at 6:05
 |Â
show 2 more comments
3 Answers
3
active
oldest
votes
up vote
12
down vote
accepted
You may want to consult legal advice that's familiar with your local labor laws.
I assume the company proposes a change to the existing contracts. In this case you have two choices: you sign or you don't.
If you don't the company can decide what to do: Push back, accept it, fire you, etc. Ultimately what they will do depends on the reasons why the want the new policy and how strongly they feel about. So your first order of business should be to find out what's really going on, ideally through someone in management or HR that you trust.
It may also be useful to figure out, how other people in the company feel about this. If a large number of employees complain or refuse to sign this, there is little the company can do.
Even if you sign it, you should try to find out what the consequences of a violation are. Let's say you walk after 4 weeks. What would they do? Just stop paying you, give a bad reference, hit you with a massive libel lawsuit, etc. ?
Most of this information you need to find out yourself through talking to other people inside your company and consulting local labor law experts. You should do as much research as possible before engaging.
The actual engagement can be straight forward and polite. For example
"I understand that the company wants a significant change to the
existing employment contract. That's pretty unusual, so could you
please explain to me what the rationale behind this is and why you
feel that the existing provisions are insufficient?"
or
"I understand that the company wants to change my existing employment
contract. Personally I feel very happy with my existing contract and I
would be more comfortable leaving it the way it is. This would much
more in line with the current laws and local customs in this area. How
can we achieve this?"
See also What happens if I don't sign an updated "Employee Handbook" agreement/contract?
edited Apr 13 '17 at 12:48
Community♦
1
answered Feb 16 '15 at 14:20
Hilmar
23.1k65770
First option will work...
– Jagz W
Feb 18 '15 at 8:49
suggest improvements |Â
up vote
3
down vote
I think that you should hold your ground and politely refuse. If they insist, you will have to choose whether it's worth working there or not.
as will the employer for non trivial professional jobs > 1 month is the norm in many country's the USA at will 2 weeks is unusual
– Pepone
Feb 17 '15 at 20:24
suggest improvements |Â
up vote
2
down vote
If it's not against the ethics norms of your country, make your staying conditional on a substantial retention bonus payable in parts each extra month you stay on the job.
Pick up a number enough to incentivize you and still being affordable for the company. This way it would be their decision to go along or not to retain you for the additional period.
answered Feb 17 '15 at 4:28
PM 77-1
1,16611117
Statistically, people are unemployed for 6 months between jobs, so I a good number would cover your costs for as long.
– Juha Untinen
Feb 17 '15 at 10:02
suggest improvements |Â
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3 Answers
3
active
oldest
votes
3 Answers
3
active
oldest
votes
active
oldest
votes
active
oldest
votes
up vote
12
down vote
accepted
You may want to consult legal advice that's familiar with your local labor laws.
I assume the company proposes a change to the existing contracts. In this case you have two choices: you sign or you don't.
If you don't the company can decide what to do: Push back, accept it, fire you, etc. Ultimately what they will do depends on the reasons why the want the new policy and how strongly they feel about. So your first order of business should be to find out what's really going on, ideally through someone in management or HR that you trust.
It may also be useful to figure out, how other people in the company feel about this. If a large number of employees complain or refuse to sign this, there is little the company can do.
Even if you sign it, you should try to find out what the consequences of a violation are. Let's say you walk after 4 weeks. What would they do? Just stop paying you, give a bad reference, hit you with a massive libel lawsuit, etc. ?
Most of this information you need to find out yourself through talking to other people inside your company and consulting local labor law experts. You should do as much research as possible before engaging.
The actual engagement can be straight forward and polite. For example
"I understand that the company wants a significant change to the
existing employment contract. That's pretty unusual, so could you
please explain to me what the rationale behind this is and why you
feel that the existing provisions are insufficient?"
or
"I understand that the company wants to change my existing employment
contract. Personally I feel very happy with my existing contract and I
would be more comfortable leaving it the way it is. This would much
more in line with the current laws and local customs in this area. How
can we achieve this?"
See also What happens if I don't sign an updated "Employee Handbook" agreement/contract?
edited Apr 13 '17 at 12:48
Community♦
1
answered Feb 16 '15 at 14:20
Hilmar
23.1k65770
First option will work...
– Jagz W
Feb 18 '15 at 8:49
suggest improvements |Â
up vote
12
down vote
accepted
You may want to consult legal advice that's familiar with your local labor laws.
I assume the company proposes a change to the existing contracts. In this case you have two choices: you sign or you don't.
If you don't the company can decide what to do: Push back, accept it, fire you, etc. Ultimately what they will do depends on the reasons why the want the new policy and how strongly they feel about. So your first order of business should be to find out what's really going on, ideally through someone in management or HR that you trust.
It may also be useful to figure out, how other people in the company feel about this. If a large number of employees complain or refuse to sign this, there is little the company can do.
Even if you sign it, you should try to find out what the consequences of a violation are. Let's say you walk after 4 weeks. What would they do? Just stop paying you, give a bad reference, hit you with a massive libel lawsuit, etc. ?
Most of this information you need to find out yourself through talking to other people inside your company and consulting local labor law experts. You should do as much research as possible before engaging.
The actual engagement can be straight forward and polite. For example
"I understand that the company wants a significant change to the
existing employment contract. That's pretty unusual, so could you
please explain to me what the rationale behind this is and why you
feel that the existing provisions are insufficient?"
or
"I understand that the company wants to change my existing employment
contract. Personally I feel very happy with my existing contract and I
would be more comfortable leaving it the way it is. This would much
more in line with the current laws and local customs in this area. How
can we achieve this?"
See also What happens if I don't sign an updated "Employee Handbook" agreement/contract?
edited Apr 13 '17 at 12:48
Community♦
1
answered Feb 16 '15 at 14:20
Hilmar
23.1k65770
First option will work...
– Jagz W
Feb 18 '15 at 8:49
suggest improvements |Â
up vote
12
down vote
accepted
up vote
12
down vote
accepted
You may want to consult legal advice that's familiar with your local labor laws.
I assume the company proposes a change to the existing contracts. In this case you have two choices: you sign or you don't.
If you don't the company can decide what to do: Push back, accept it, fire you, etc. Ultimately what they will do depends on the reasons why the want the new policy and how strongly they feel about. So your first order of business should be to find out what's really going on, ideally through someone in management or HR that you trust.
It may also be useful to figure out, how other people in the company feel about this. If a large number of employees complain or refuse to sign this, there is little the company can do.
Even if you sign it, you should try to find out what the consequences of a violation are. Let's say you walk after 4 weeks. What would they do? Just stop paying you, give a bad reference, hit you with a massive libel lawsuit, etc. ?
Most of this information you need to find out yourself through talking to other people inside your company and consulting local labor law experts. You should do as much research as possible before engaging.
The actual engagement can be straight forward and polite. For example
"I understand that the company wants a significant change to the
existing employment contract. That's pretty unusual, so could you
please explain to me what the rationale behind this is and why you
feel that the existing provisions are insufficient?"
or
"I understand that the company wants to change my existing employment
contract. Personally I feel very happy with my existing contract and I
would be more comfortable leaving it the way it is. This would much
more in line with the current laws and local customs in this area. How
can we achieve this?"
See also What happens if I don't sign an updated "Employee Handbook" agreement/contract?
edited Apr 13 '17 at 12:48
Community♦
1
answered Feb 16 '15 at 14:20
Hilmar
23.1k65770
You may want to consult legal advice that's familiar with your local labor laws.
I assume the company proposes a change to the existing contracts. In this case you have two choices: you sign or you don't.
If you don't the company can decide what to do: Push back, accept it, fire you, etc. Ultimately what they will do depends on the reasons why the want the new policy and how strongly they feel about. So your first order of business should be to find out what's really going on, ideally through someone in management or HR that you trust.
It may also be useful to figure out, how other people in the company feel about this. If a large number of employees complain or refuse to sign this, there is little the company can do.
Even if you sign it, you should try to find out what the consequences of a violation are. Let's say you walk after 4 weeks. What would they do? Just stop paying you, give a bad reference, hit you with a massive libel lawsuit, etc. ?
Most of this information you need to find out yourself through talking to other people inside your company and consulting local labor law experts. You should do as much research as possible before engaging.
The actual engagement can be straight forward and polite. For example
"I understand that the company wants a significant change to the
existing employment contract. That's pretty unusual, so could you
please explain to me what the rationale behind this is and why you
feel that the existing provisions are insufficient?"
or
"I understand that the company wants to change my existing employment
contract. Personally I feel very happy with my existing contract and I
would be more comfortable leaving it the way it is. This would much
more in line with the current laws and local customs in this area. How
can we achieve this?"
See also What happens if I don't sign an updated "Employee Handbook" agreement/contract?
edited Apr 13 '17 at 12:48
Community♦
1
answered Feb 16 '15 at 14:20
Hilmar
23.1k65770
edited Apr 13 '17 at 12:48
Community♦
1
edited Apr 13 '17 at 12:48
Community♦
1
edited Apr 13 '17 at 12:48
Community♦
1
1
answered Feb 16 '15 at 14:20
Hilmar
23.1k65770
answered Feb 16 '15 at 14:20
Hilmar
23.1k65770
answered Feb 16 '15 at 14:20
Hilmar
23.1k65770
23.1k65770
First option will work...
– Jagz W
Feb 18 '15 at 8:49
suggest improvements |Â
First option will work...
– Jagz W
Feb 18 '15 at 8:49
First option will work...
– Jagz W
Feb 18 '15 at 8:49
First option will work...
– Jagz W
Feb 18 '15 at 8:49
suggest improvements |Â
up vote
3
down vote
I think that you should hold your ground and politely refuse. If they insist, you will have to choose whether it's worth working there or not.
as will the employer for non trivial professional jobs > 1 month is the norm in many country's the USA at will 2 weeks is unusual
– Pepone
Feb 17 '15 at 20:24
suggest improvements |Â
up vote
3
down vote
I think that you should hold your ground and politely refuse. If they insist, you will have to choose whether it's worth working there or not.
as will the employer for non trivial professional jobs > 1 month is the norm in many country's the USA at will 2 weeks is unusual
– Pepone
Feb 17 '15 at 20:24
suggest improvements |Â
up vote
3
down vote
up vote
3
down vote
I think that you should hold your ground and politely refuse. If they insist, you will have to choose whether it's worth working there or not.
I think that you should hold your ground and politely refuse. If they insist, you will have to choose whether it's worth working there or not.
answered Feb 16 '15 at 17:59
user32664
as will the employer for non trivial professional jobs > 1 month is the norm in many country's the USA at will 2 weeks is unusual
– Pepone
Feb 17 '15 at 20:24
suggest improvements |Â
as will the employer for non trivial professional jobs > 1 month is the norm in many country's the USA at will 2 weeks is unusual
– Pepone
Feb 17 '15 at 20:24
as will the employer for non trivial professional jobs > 1 month is the norm in many country's the USA at will 2 weeks is unusual
– Pepone
Feb 17 '15 at 20:24
as will the employer for non trivial professional jobs > 1 month is the norm in many country's the USA at will 2 weeks is unusual
– Pepone
Feb 17 '15 at 20:24
suggest improvements |Â
up vote
2
down vote
If it's not against the ethics norms of your country, make your staying conditional on a substantial retention bonus payable in parts each extra month you stay on the job.
Pick up a number enough to incentivize you and still being affordable for the company. This way it would be their decision to go along or not to retain you for the additional period.
answered Feb 17 '15 at 4:28
PM 77-1
1,16611117
Statistically, people are unemployed for 6 months between jobs, so I a good number would cover your costs for as long.
– Juha Untinen
Feb 17 '15 at 10:02
suggest improvements |Â
up vote
2
down vote
If it's not against the ethics norms of your country, make your staying conditional on a substantial retention bonus payable in parts each extra month you stay on the job.
Pick up a number enough to incentivize you and still being affordable for the company. This way it would be their decision to go along or not to retain you for the additional period.
answered Feb 17 '15 at 4:28
PM 77-1
1,16611117
Statistically, people are unemployed for 6 months between jobs, so I a good number would cover your costs for as long.
– Juha Untinen
Feb 17 '15 at 10:02
suggest improvements |Â
up vote
2
down vote
up vote
2
down vote
If it's not against the ethics norms of your country, make your staying conditional on a substantial retention bonus payable in parts each extra month you stay on the job.
Pick up a number enough to incentivize you and still being affordable for the company. This way it would be their decision to go along or not to retain you for the additional period.
answered Feb 17 '15 at 4:28
PM 77-1
1,16611117
If it's not against the ethics norms of your country, make your staying conditional on a substantial retention bonus payable in parts each extra month you stay on the job.
Pick up a number enough to incentivize you and still being affordable for the company. This way it would be their decision to go along or not to retain you for the additional period.
answered Feb 17 '15 at 4:28
PM 77-1
1,16611117
answered Feb 17 '15 at 4:28
PM 77-1
1,16611117
answered Feb 17 '15 at 4:28
PM 77-1
1,16611117
answered Feb 17 '15 at 4:28
PM 77-1
1,16611117
1,16611117
Statistically, people are unemployed for 6 months between jobs, so I a good number would cover your costs for as long.
– Juha Untinen
Feb 17 '15 at 10:02
suggest improvements |Â
Statistically, people are unemployed for 6 months between jobs, so I a good number would cover your costs for as long.
– Juha Untinen
Feb 17 '15 at 10:02
Statistically, people are unemployed for 6 months between jobs, so I a good number would cover your costs for as long.
– Juha Untinen
Feb 17 '15 at 10:02
Statistically, people are unemployed for 6 months between jobs, so I a good number would cover your costs for as long.
– Juha Untinen
Feb 17 '15 at 10:02
suggest improvements |Â
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1
How would increasing the notice period limit future opportunities? Couldn't you just wait until 2 months into the period and then start searching so you only have a month left?
– JB King
Feb 17 '15 at 3:47
10
@JBKing Because most people start searching for a different job while they're still employed. If you tell a potential company that you can only start in 3 months, your chances drop significantly. They want to hire someone because they need someone now.
– Radu Murzea
Feb 17 '15 at 7:27
@RaduMurzea King's point is that if you have 3 months - 12 weeks - notice of being fired, and you're confident that you can find new work in 3 weeks, then you sit on your hands for 9 weeks and do your job hunt in the last 3 weeks of your notice period. I don't see how having more paid time to find a new job could possibly hurt you.
– Shaz
Feb 17 '15 at 13:56
4
@Ryan: Consider the case when the employee wants to quit because he has found a new and better open position in another company but the new employer doesn't want to wait 3 months for him.
– eighh
Feb 17 '15 at 14:01
3
Even if you believe you can "easily" find work "in a few weeks" (and note the caveat "probably mediocre"), you're recklessly gambling with your future if you quit a job before securing a replacement.
– Carson63000
Feb 18 '15 at 6:05