4 ms·

This is not just Europe. I've worked in both Hong Kong and Singapore, and in both cases I had a 3 month notice after the probation period. Mind you, in both cas

This is not just Europe. I've worked in both Hong Kong and Singapore, and in both cases I had a 3 month notice after the probation period. Mind you, in both case this is symetrical: the employer can get rid of me, provided they give me a 3 months notice, or pay for it (more likely), just like I can leave after a 3 months notice period or pay for it. However in most cases, when leaving, you can negotiate to leave early, because no company wants to retain and pay someone who doesn't care anymore: they'll just get you to do some handover and let you go. On the other hand, I find the North-American way brutal: if my employer wants to get rid of me, I'm revenue-less in 2 weeks. That's not a lot of time for me to find a new job.

tzs 4y ago
The reasons an employer might want to ditch an employee and the reasons why an employee might want to leave are not not symmetrical, so it isn't obvious that notice periods should be symmetrical. For employees a long notice period to leave could mean not being able to take a great opportunity that comes along because it won't be available long enough. For employers a long notice period to fire is just a short term monetary cost. For most businesses it won't affect the rest of the business. Businesses, except for very small ones, generally are not going to have to turn down some new great opportunity that comes along because they happen to still be paying someone they are in the midst of letting go.
- cassianoleal 4y ago
  > For employees a long notice period to leave could mean not being able to take a great opportunity that comes along because it won't be available long enough. I think if you actually look into it, you'll find that this is not the case. In countries where long notice periods are the norm, either by law or just general culture, an employer tends to be more than willing to wait for a candidate.

tzs 4y ago

The reasons an employer might want to ditch an employee and the reasons why an employee might want to leave are not not symmetrical, so it isn't obvious that notice periods should be symmetrical. For employees a long notice period to leave could mean not being able to take a great opportunity that comes along because it won't be available long enough. For employers a long notice period to fire is just a short term monetary cost. For most businesses it won't affect the rest of the business. Businesses, except for very small ones, generally are not going to have to turn down some new great opportunity that comes along because they happen to still be paying someone they are in the midst of letting go.

cassianoleal 4y ago
> For employees a long notice period to leave could mean not being able to take a great opportunity that comes along because it won't be available long enough. I think if you actually look into it, you'll find that this is not the case. In countries where long notice periods are the norm, either by law or just general culture, an employer tends to be more than willing to wait for a candidate.