| Any HR bods out there? 22:15 - Aug 3 with 1716 views | Mookamoo |
Other half has been offered a new job and has a 2 month notice period.
For the new position she has to start in a month. How does she play this with her current employer? Can she just walk out after a month notice. She is only on a 12 month contract anyway. |  | | |  |
| Any HR bods out there? on 22:18 - Aug 3 with 1686 views | wkj |
Any holiday time? Just be careful with taxes in the transition |  |
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| Any HR bods out there? on 22:19 - Aug 3 with 1686 views | WD19 |
In practice she can walk because the current employer is unlikely to seek legal redress.
Depends if she values her reputation and cares for her current employer. |  | | |
| Any HR bods out there? on 22:26 - Aug 3 with 1659 views | southnorfolkblue |
Unless she reaches an agreement to leave early, she will be in breach of contract, which in theory would leave her vulnerable to being sued. I say in theory because most employers will not bother. It is highly unlikely that they will get an injunction to stop her taking the new job, so that only leaves a claim for damages. In practice the damages will be any additional employment costs that they incur for the balance of her notice period ie if they have to pay a temp an additional £500 over her salary they could sue her for that money. Most employers will not bother for those sort of amounts. |  |
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| Any HR bods out there? on 22:35 - Aug 3 with 1622 views | Battersea_Blue |
| Any HR bods out there? on 22:26 - Aug 3 by southnorfolkblue |
Unless she reaches an agreement to leave early, she will be in breach of contract, which in theory would leave her vulnerable to being sued. I say in theory because most employers will not bother. It is highly unlikely that they will get an injunction to stop her taking the new job, so that only leaves a claim for damages. In practice the damages will be any additional employment costs that they incur for the balance of her notice period ie if they have to pay a temp an additional £500 over her salary they could sue her for that money. Most employers will not bother for those sort of amounts. |
Southnorfolkblue is spot on with his comments.
Having said that, it's always best to leave any employer professionally, by mutual agreement, without falling out.
There could be a scenario of her current employer suing her if she's moving to a direct competitor, where confidential information (including customer base) is potentially at risk. A lot depends on what's contained in her current contract as far as competition and confidential information are concerned. | | | |
| Any HR bods out there? on 08:57 - Aug 4 with 1350 views | Mookamoo |
Cheers bods! | | | |
| Any HR bods out there? on 10:25 - Aug 4 with 1267 views | Pinewoodblue |
| Any HR bods out there? on 22:35 - Aug 3 by Battersea_Blue |
Southnorfolkblue is spot on with his comments.
Having said that, it's always best to leave any employer professionally, by mutual agreement, without falling out.
There could be a scenario of her current employer suing her if she's moving to a direct competitor, where confidential information (including customer base) is potentially at risk. A lot depends on what's contained in her current contract as far as competition and confidential information are concerned. |
If such a risk exists they will want her to leave sooner, rather than later. |  |
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| Any HR bods out there? on 11:47 - Aug 4 with 1188 views | Ryorry |
Surely best option is for her to talk with her current employers? If they're decent and reasonable, they'll agree to her going and allow it with a handshake and best wishes (assuming she finishes any work in progress that only she can do, before going). If they're not decent & reasonable, then soddom and gomorrah! |  |
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