When ending a contract, letting someone go, or sacking them, the statutory minimum notice is one week per year of service, up to 12 weeks, unless their contract specifies more
For newer hires on probation, a week might suffice, but long-serving staff could be entitled to months if their agreement says so. Reviewing contracts is crucial—getting this wrong might trigger a wrongful dismissal dispute. HR guidance can confirm your obligations and keep the process dispute-free. Communicating the notice period clearly in writing avoids confusion and shows professionalism. If cash flow’s tight, you can offer pay in lieu of notice, but only if their contract allows it (or alternatively, if they agree).