60 Day Notice Employment Termination Template for England and Wales

A 60 Day Notice Employment Termination is a formal legal document that provides employees or employers with an extended notice period when ending an employment relationship. This template ensures you comply with contractual obligations and UK employment law while managing the transition period professionally and legally.

When do you need this document?

You need this document when terminating employment relationships that require 60 days' notice, typically specified in employment contracts for senior executives, specialized professionals, or roles requiring extensive handover periods. This extended notice period is common in management positions, technical roles with proprietary knowledge, or where significant client relationships need transferring. The document is also necessary when employment contracts explicitly state notice periods longer than statutory minimums, or when mutual agreement establishes a 60-day transition period. You may also need it during redundancy situations where enhanced notice periods apply, or when terminating fixed-term contracts with specific notice clauses.

Key legal considerations

Several critical legal elements must be addressed in your 60-day notice termination. The document must clearly state the termination date, calculated precisely as 60 calendar days from the notice date, ensuring compliance with contractual terms. You must specify arrangements for the notice period, including whether the employee will work, take garden leave, or receive payment in lieu of notice. Address ongoing obligations such as confidentiality, non-compete clauses, and return of company property. Include details about final salary calculations, accrued holiday pay, pension contributions, and any contractual benefits continuing during the notice period. Consider restrictive covenants that may apply post-termination and ensure the termination doesn't breach anti-discrimination laws or constitute unfair dismissal.

Legal requirements in England and Wales

Under the Employment Rights Act 1996, employees with two years' continuous service have protection against unfair dismissal, requiring you to demonstrate fair reasons and follow proper procedures. The Equality Act 2010 prohibits termination based on protected characteristics including age, disability, race, religion, sex, or sexual orientation. You must follow ACAS Code of Practice guidelines for fair dismissal procedures, including investigation, meetings, and appeal rights where applicable. Working Time Regulations 1998 govern holiday pay calculations during notice periods. If the termination involves business transfers, TUPE Regulations 2006 may apply, affecting employee rights and consultation requirements. Ensure compliance with data protection laws regarding employee records and references. Consider statutory redundancy pay obligations if applicable, and verify that notice periods don't conflict with minimum statutory entitlements under employment legislation.