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A Notice Period Notice lets Irish employers officially inform workers about their notice period requirements under the Minimum Notice and Terms of Employment Act. It's a clear written statement that spells out how much advance notice employees must give before leaving their job, and how much notice the company must provide before ending someone's employment.

This notice helps prevent confusion by putting everything in writing. Most Irish companies issue it along with the employment contract or staff handbook. The notice period itself can range from one week to several months, depending on how long someone has worked there and what their contract says. Getting this right matters - it keeps things professional and helps both sides plan for staff changes.

Issue a Notice Period Notice when you first bring on new employees in Ireland, right alongside their employment contract. This sets clear expectations from day one about how much notice both sides need to give when ending employment. It's especially important for roles with longer notice periods, like management positions or specialized technical jobs.

You also need to provide this notice when changing existing notice period terms - for example, if you're extending notice requirements for senior staff or adjusting them after a merger. Irish law requires these terms to be crystal clear, so having proper documentation helps avoid disputes and keeps your business compliant with employment regulations.

• Standard Notice Period Notice: Sets out basic statutory notice requirements - one week for employees with less than two years' service, scaling up to eight weeks for those with 15+ years
• Extended Notice Period Notice: Used for senior roles and specialists, typically requiring 3-6 months' notice
• Probationary Notice Period Notice: Specifies shorter notice periods during trial periods, usually just one week
• Role-Specific Notice Notice: Tailored for different departments or job levels within the same organization
• Collective Agreement Notice: Matches notice periods to those agreed with unions or staff representatives

• HR Directors and Managers: Draft and implement Notice Period Notices as part of employment policies and ensure they align with Irish employment law
• Company Directors: Review and approve notice period requirements, especially for senior positions
• Employees: Must acknowledge and comply with the notice periods when resigning from their positions
• Legal Advisors: Review notices to ensure compliance with Irish employment legislation and help resolve any disputes
• Trade Union Representatives: Negotiate notice period terms during collective bargaining agreements

• Employment Details: Confirm employee role, seniority level, and length of service to determine statutory minimum notice periods
• Company Policy: Review existing notice period policies and any collective agreements in place
• Role Requirements: Consider business needs, handover periods, and specialist skills when setting notice lengths
• Legal Minimums: Check current Irish employment law requirements for minimum notice periods
• Document Format: Use our platform to generate a legally-sound Notice Period Notice that includes all mandatory elements
• Internal Review: Have HR and department heads verify the notice periods are appropriate for each role

• Employee Details: Full name, job title, and start date of employment
• Notice Period Terms: Clear statement of required notice periods for both employer and employee
• Statutory Requirements: Reference to the Minimum Notice and Terms of Employment Acts
• Payment Terms: Details about pay during notice periods and pay in lieu of notice options
• Special Conditions: Any role-specific requirements or exceptions to standard notice periods
• Acknowledgment Section: Space for employee signature and date of receipt
• Company Details: Official company name, registered address, and authorized signatory

A Notice Period Notice often gets confused with a Notice of Termination, but they serve different purposes in Irish employment law. While both relate to ending employment, they work quite differently in practice.

• Timing of Use: A Notice Period Notice is given at the start of employment to establish future notice requirements, while a Notice of Termination is issued when actually ending employment
• Legal Function: Notice Period Notices set out ongoing contractual obligations, whereas Notice of Termination documents the actual end of employment and specific leaving arrangements
• Content Focus: Notice Period Notices outline general notice requirements and procedures, while Termination Notices include specific end dates, reasons for termination, and final payment details
• Duration: Notice Period Notices remain valid throughout employment, but Termination Notices apply only to a specific instance of employment ending