The 3 Month Notice Period Explained: What it means for tech professionals

You’ve found the right role. The package works. The culture fits. You’re ready to make a move.

Then you remember… you have a three month notice period to serve.

In many enterprise technology roles, particularly across HRIS and ERP platforms, three month notice periods are standard in permanent mid to senior positions. That doesn’t make it feel any shorter when you are mentally ready to leave, though.

So what does it actually mean, and how should you handle it?

What is a Notice Period?

Your notice period is the amount of time you’re contractually required to work after handing in your resignation.

Once you resign, your employee notice period begins. During that time, you’re still employed, still expected to perform, and still accountable for your responsibilities.

Notice periods vary. Some roles require one month. Others, particularly mid to senior level positions, require three months or more.

In ecosystems such as Workday, SAP, Microsoft, Salesforce and other enterprise platforms, longer notice periods are common. These roles are business critical; replacing that level of knowledge isn’t immediate.

If you’ve got a 3 month notice period, it’s usually because what you do matters.

Why Are Three Month Notice Periods So Common in Tech?

Enterprise technology roles are rarely plug-and-play.

You might be:

• Leading an implementation
• Managing integrations across multiple systems
• Owning HR or Finance platforms
• Supporting global users
• Working on a transformation programme

There’s risk attached to that responsibility. Organisations build longer notice periods into contracts to protect continuity and allow time for recruitment and handover.

In established organisations across the UK and EMEA, three months is often the default for permanent specialist roles.

Should a 3 Month Notice Period Stop You Moving?

In short, no.

It can be tempting to delay your job search because of it - you might assume no employer will wait.

In reality, most organisations hiring experienced professionals in enterprise tech expect it. So don’t worry, the right employer will factor your notice period into their timeline.

If anything, the length of your notice period can reinforce your value; it shows you’re not easily replaced.

Can You Reduce a 3 Month Notice Period?

Sometimes.

Your contract sets out the formal requirement, but there are situations where it can be shortened:

• Mutual agreement with your employer
• Using accrued annual leave
• Garden leave
• Payment in lieu of notice

There’s no harm in asking the question, but you should always assume you’ll need to honour what’s written in your contract, unless agreed otherwise.

How to Handle Your Notice Period Professionally

Three months can feel long if you’ve mentally checked out. The key is not to.

Don’t Let Standards Slip

Niche tech ecosystems are smaller than you think. Word travels, and hiring managers move between customers, consultancies and partners. Protect your reputation!

Be Thorough With Handover

Use the time properly. Document processes. Outline system configurations. Identify risks and key stakeholders. A strong handover says more about you than you might realise.

Be Careful With Counteroffers

Long notice periods often trigger counteroffers from your current organisation, especially in high-demand tech skill sets.

Before accepting a counteroffer, ask yourself why you were looking in the first place. Has anything changed? If not, why would you consider staying now?

Final Thoughts

A three month notice period can feel restrictive. But it usually reflects the level of responsibility you hold.

Handled well, it won’t damage your next move. Plan early. Be transparent. Stay professional.

And remember, if an organisation really wants you, they’ll wait.

If you’re on a three-month notice period, and thinking about changing roles, get in touch with one of our Workday Recruitment Specialists for further advice.