In recent years, many organizations have extended their notice period to three months. Previously, a one-month notice period was the norm in most companies, and in my experience, it worked well for both employees and employers—a true win–win situation.

With a three-month notice period, several disadvantages arise. From the employee’s perspective, there is often a lack of genuine commitment during this extended period. Many employees use this time to secure and negotiate multiple job offers, which increases the likelihood of them declining the new role at the last minute.

From the employer’s perspective, this creates a significant operational challenge. For instance, if a selected candidate withdraws just before joining, the recruitment cycle must start over, leading to another three-month wait. As a result, a department could effectively run without adequate manpower for up to six months, causing both visible and hidden productivity losses.

If organizations were to revert to a one-month notice period, it could be more advantageous for employers. Replacements could join sooner, and the misconception that an outgoing employee serving three months will deliver sustained results could be avoided.

While it may not be easy to persuade management to make this change, it is worth considering. Ultimately, perspectives on this matter may vary based on individual experiences, but the operational benefits of a shorter notice period should not be overlooked.