Garden Leave – Inquiry for IR Professionals
Hi everyone,
I’m reaching out to those who have experience in Institutional Relations (IR) and institutional sales regarding garden leave policies. I suspect that my contract’s mention of a “notice period” effectively implies a garden leave. I’ve included the relevant wording below for context.
I noticed the phrase, “…to aid and assist in the transition process associated with your departure.”
Does this suggest that I may be required to work during the two-month notice period, or is it intended to be a true garden leave with no work obligations?
Here’s the clause from my contract:
“During the Notice Period, the Employer shall continue to pay you the Base Salary at the current rate according to the Employer’s payroll policies. During this period, you will have the opportunity to participate in the Employer’s benefit plans, subject to the terms of those plans and applicable law. You will not be eligible for any further compensation during the Notice Period. The Employer retains the right, at its sole discretion, to: (a) modify or eliminate any or all of your duties; (b) require you to stay away from the Employer’s premises; and/or (c) implement any other measures deemed necessary to assist in the transition process related to your departure.”
Any insights would be greatly appreciated!
One response
It sounds like you’re facing some uncertainties regarding the garden leave provisions in your contract. Based on the wording you’ve provided, it seems like your employer has the discretion to choose how your notice period is handled.
The phrase “to aid and assist in the transition process associated with your departure” does imply that they may expect your involvement in the transition. However, the key point is that they also reserve the right to change your duties or require you to stay away from the premises during this period. This suggests that they could potentially put you on garden leave, where you wouldn’t have to work but would still receive your salary and benefits.
Ultimately, the interpretation of this could depend on the culture of the organization and any past practices related to notice periods. If you want to clarify this, consider reaching out to your HR department or your manager to ask directly about how they interpret this clause and whether they plan to require you to work during the notice period. It’s always better to have clear communication to avoid any misunderstandings. Good luck!