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A Notice Period Notice is a formal document that Hong Kong employers must provide when changing an employee's required notice period for resignation or termination. It specifies the new notice timeline and must be given at least 7 days before the change takes effect.

Companies typically use these notices when updating their HR policies or standardizing notice requirements across departments. Under the Employment Ordinance, both parties must agree to the change, and the new notice period must meet the minimum legal requirements - usually between 7 days and one month, depending on employment terms and length of service.

Use a Notice Period Notice when updating employment terms around resignation or termination notice requirements. Common triggers include company restructuring, standardizing policies across merged departments, or adjusting notice periods to match industry standards in Hong Kong's competitive job market.

Timing matters - issue this notice at least 7 days before implementing any changes. It's especially valuable when harmonizing notice periods across different employee groups, adapting to new business needs, or bringing policies in line with Employment Ordinance requirements. Many organizations send it during annual policy reviews or when revising employee handbooks.

• Basic Notice Period Notice: Simple template announcing changes to notice requirements, with new timeframes clearly stated
• Comprehensive Policy Change Notice: Includes detailed explanations of both old and new notice periods, plus implementation timeline
• Department-Specific Notice: Tailored for specific teams or roles, often used during restructuring
• Mass Communication Notice: Designed for company-wide policy updates, includes FAQs and employee acknowledgment section
• Bilingual Notice Period Notice: Dual-language format common in Hong Kong, presenting changes in both English and Chinese

• HR Directors and Managers: Responsible for drafting and implementing Notice Period Notices, ensuring compliance with Hong Kong employment laws
• Legal Teams: Review and validate notices to ensure they meet Employment Ordinance requirements
• Department Heads: Help identify needed changes and communicate updates to their teams
• Employees: Primary recipients who must acknowledge and comply with new notice period terms
• Company Directors: Approve significant changes to notice period policies, especially for senior positions

• Current Policy Review: Document existing notice periods and identify which terms need updating
• Timeline Planning: Set implementation date at least 7 days ahead to meet legal requirements
• Employee Details: List affected departments, positions, and current employment terms
• New Terms: Clearly outline proposed notice period changes and justification
• Communication Plan: Prepare bilingual versions if needed and plan distribution method
• Documentation: Set up tracking system for employee acknowledgments and maintain records

• Company Details: Full legal name, address, and business registration number
• Current Terms: Existing notice period requirements and reference to employment contract
• New Terms: Clear statement of revised notice period and effective date
• Implementation Date: Must be at least 7 days after notice distribution
• Legal Compliance: Reference to Employment Ordinance requirements
• Acknowledgment Section: Employee signature block and date
• Language Requirements: Both English and Chinese versions if workplace uses both

A Notice Period Notice differs significantly from a Notice of Termination in both purpose and timing. While both relate to employment endings, they serve distinct functions in Hong Kong's employment landscape.

• Purpose: Notice Period Notices modify existing notice requirements in employment contracts, while Notice of Termination actually ends the employment relationship
• Timing of Use: Notice Period Notices must be issued at least 7 days before policy changes take effect; Notice of Termination is given when actually ending employment
• Legal Effect: Notice Period Notices update ongoing contractual terms; Notice of Termination triggers the end of employment and related obligations
• Required Content: Notice Period Notices focus on policy changes and acknowledgment; Notice of Termination must detail final working day, outstanding payments, and exit procedures