Contractual notice is the notice period set out in your employment contract. It almost always exceeds the statutory minimum for any role above the most junior level. The figure varies by seniority and sector: one month is common for office roles, three months for senior positions, and six months or more for executives. The contractual figure binds both sides as long as it's at least the statutory floor.
When you sign an employment contract, the notice clause is one of the operative terms. It says how much warning you have to give the employer before leaving, and how much the employer has to give you. The two figures may be the same or different. The clause sometimes distinguishes between notice during probation and notice afterwards, which gives you four numbers in total: employer-during-probation, employer-after-probation, employee-during-probation, employee-after-probation.
The contractual figure is what actually applies in normal circumstances. The statutory minimum is the floor; everything above it is contractual. Most office and professional roles have contractual notice well above the statutory minimum. The statutory figure only becomes relevant if the contract is silent (rare) or if the contract specifies less than statutory (unenforceable below the statutory floor).
Typical contractual notice patterns by role level. Junior roles: one week during probation, one month afterwards. Mid-level professionals: one to two weeks during probation, one to three months afterwards. Senior managers: two weeks during probation, three months afterwards. Director-level and above: one month during probation, six months afterwards. C-suite contracts: three to twelve months notice, sometimes longer.
Sector matters. Financial services and consulting tend to have longer contractual notices because of the competitive sensitivity and the time needed to transition clients. Three to six months at mid-level is normal. Technology and creative industries tend to have shorter notices because of faster talent movement. One month at mid-level is normal. Healthcare uses standardised NHS notice structures. Public sector and academia often tie notice to the operational or academic cycle.
Contractual notice can include extras that the statutory minimum doesn't. PILON clauses, garden leave clauses, restrictive covenants that run from termination, and post-employment confidentiality obligations are all contractual additions. None of these exist by default; they only apply if your contract includes them. A contract that's silent on PILON means PILON requires mutual agreement; a contract that's silent on garden leave means the employer can ask but not insist.
Changes to contractual notice require a contract variation. The employer can't unilaterally extend or shorten your notice once you've signed. They can propose a change (more usually an extension, occasionally tied to a promotion or pay rise) and you can accept or refuse. If you accept, get the new figure in writing as a contractual amendment. If you refuse, the original notice continues to apply.
Some contracts contain conditional notice clauses. A common pattern: notice is one month for the first year of service, rising to three months thereafter. Another: notice is one month for the role's grade A and three months for grade B (in case of internal promotion). These are valid as long as the conditions are clear. Make sure you know which figure currently applies to you.
Practical recommendation: locate your written contract and find the notice clause. Note the figure that applies to your current role and service length. Note the figure that applies during probation if you're in that period. Check for a separate PILON clause, garden leave clause, and post-termination restrictions. The notice period calculator on this site computes the exact final working day for any contractual notice length.
General information about UK employment law. For your specific situation, contact ACAS or an employment-law solicitor.