Are notice periods on the rise for junior candidates?

Are notice periods on the rise for junior candidates?

In recent years I’ve witnessed the job market in London undergo significant shifts, with changes in employment dynamics affecting both my clients and candidates. Traditionally, notice periods for junior positions have been relatively short, let’s say usually 1 month or 4 weeks. However, my observations suggest that these periods are becoming longer in some instances. In this blog post, I will explore the potential reasons behind a growing increase in notice periods and its implications for both job seekers and employers.

Understanding Notice Periods:

Before delving into the main question, it is essential to understand what a notice period entails. In employment contracts, a notice period is the amount of time an employee is required to give their employer before leaving the job. Likewise, employers must provide the same notice period to employees when terminating their employment. Notice periods are designed to protect the interests of both parties and allow for a smooth transition.

The Shift in the Job Market:

The job market in London has undoubtedly seen transformations over the past decade. Factors such as economic uncertainties, the impact of technology, and the pandemic have all played a role in shaping the current landscape. These changes have affected the way companies operate and their approach to hiring new talent.

One possible explanation for the apparent rise in notice periods for junior candidates is the increase in competition. As the job market remains competitive, companies might seek to retain their existing talent by imposing longer notice periods. This allows them to maintain stability within their workforce and avoid sudden departures that could disrupt operations.

Moreover, the growing emphasis on employee training and development could also contribute to longer notice periods. Companies invest time and resources in training junior candidates, and they may want to ensure that these investments are not lost too quickly. By enforcing longer notice periods, companies have a better chance of recouping their investment in junior hires before they move on to other opportunities.

Navigating the Impact:

For junior candidates, longer notice periods present both advantages and challenges. On one hand, a lengthier notice period provides more time to search for a new job, which can ease the stress of finding employment immediately after leaving a position. It also gives them more time to wrap up their current responsibilities, ensuring a smooth handover and leaving a positive impression on their current employer.

However, longer notice periods may also deter junior candidates from pursuing new opportunities or prevent a prospective employers from making an if they are unable to wait more than a month. The fear of being tied to a job for an extended period might make them reluctant to explore better prospects, potentially hindering their career growth and personal development.

Employers’ Perspective:

For employers, longer notice periods can provide several benefits. They can have more time to find suitable replacements for departing employees, which is particularly crucial for junior positions that might require specific skill sets or cultural fits. This additional time can also allow companies to plan for future staffing needs more strategically, minimising any disruption to the current team.

On the flip side, longer notice periods may pose challenges for employers as well. For instance, if an employer urgently needs to fill a vacant position, a lengthy notice period can create delays and hinder productivity. Additionally, candidates may be more inclined to accept counteroffers when faced with long notice periods, leading to higher retention costs for the employer.


Whilst notice periods for junior candidates remains more often than not at the shorter end, it is essential to recognise that individual cases can vary significantly. Factors such as industry, company size, and economic conditions all play a role in determining notice periods. As the job market continues to evolve, it is essential for both candidates and employers to be aware of these changes and adapt their strategies accordingly.

For job seekers, it is crucial to carefully read and understand the terms of their potential employment, including notice periods, before accepting an offer. Being prepared for longer notice periods can help candidates make informed decisions about their career trajectory.

For employers, it is essential to strike a balance between retaining talent and allowing employees to explore new opportunities. Careful consideration of notice periods can help maintain a positive work environment while also ensuring that the business remains agile and adaptable to the ever-changing job market.





About the author

Katie Jackson, founder of Kindred RecruitmentKatie Jackson is the founder of Kindred Recruitment and has worked in fast-paced B2B marketing teams and within the sales and marketing recruitment industry for almost a decade.

Her goal is simple – to connect the brightest marketing talent with brilliant businesses in London and beyond.

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