What is your notice period? How to answer and negotiate it
State your contractual notice period exactly ('My notice period is 60 days'), then say what could shorten it: leave you can use, early release your employer sometimes allows, or a notice buyout if your contract permits one. Only promise an earlier date you're confident you can get. Interviewers mainly want a realistic start date, so honesty beats a guess.
Why they ask, and when it matters most
Recruiters ask this to plan a start date, and sometimes to decide between two candidates. It matters most in places where contracts often set long notice periods, such as many jobs in India and the UK, where one, two or three months is not unusual for professional roles. A 90-day notice can be a real problem for a team that needs someone next month, so how you explain it can affect the offer.
They want three things from your answer:
- The exact number, from your contract, not a guess.
- Whether it can be shortened, and how.
- Whether you're serious: have you thought about leaving, or will you accept a counter-offer?
Find your real notice period first
Before the interview, check:
- Your contract or offer letter. The notice period is usually stated there, and it may change after probation or a promotion.
- Your company's HR policy. Some have rules about early release, leave during notice, or buyout.
- Leave you could use. Some employers let you offset unused leave against notice; others don't. Check, don't assume.
- Your manager's likely view. Would they release you early once a handover is done?
In the UK, government guidance says to check your contract for your employer's notice policy, and that you must give at least a week's notice if you've been in the job for more than a month. Contracts often require more than that minimum. For anything beyond the basics, check your contract or get proper advice.
What to say, by situation
| Situation | What you could say |
|---|---|
| Short notice | "My notice period is two weeks, so I could start on the 1st." |
| Long notice, no flexibility | "It's 90 days under my contract. I'd hand in my notice as soon as I accept, so I could start in early March." |
| Long notice, early release possible | "It's 60 days. My company has released people early after a full handover, so 30 to 45 days is realistic, but I can confirm only once I resign." |
| Buyout allowed | "It's 90 days, and my contract allows a buyout of the remaining period. That's something we could discuss if the start date is critical." |
| Already serving notice | "I resigned last week, so my last day is 15 November and I'm available from the 18th." |
| Between jobs | "I'm not currently employed, so I can start immediately, or after a week if you prefer." |
| On probation | "I'm in my probation period, so my notice is one week." |
How to talk about shortening it
If your notice is long, the interviewer may ask, "Can you join sooner?" Answer with options, not promises:
- Offer what's in your control. "I'll resign the day I sign your offer, and I'll ask for early release from day one."
- Be honest about what isn't. "Early release depends on my manager, so I'd plan on 60 and treat anything earlier as a bonus."
- Don't promise what your contract doesn't allow. If you say 30 days and arrive in 90, trust is damaged before you start.
- Ask what they need. "What start date would work for the team?" Sometimes they can wait, or start you on a later project.
If a buyout is possible, find out who would pay it. Sometimes the new employer covers it; sometimes you do. Discuss it openly, usually at offer stage, not in the first interview.
Example answers
These are examples with made-up dates and details. Use your own contract terms.
Example answer for a professional role in India
"My notice period is 90 days. I know that's long. I'd resign as soon as I receive the offer letter, and I've already started documenting my work so the handover is quick. My manager has released people at 60 days before when handovers were complete, so I'd aim for that. Is there a date the team is working towards?"
Example answer for a UK role
"My contract has a one-month notice period. If you made an offer this week, I could start at the beginning of next month. I have a few days of leave left, which might bring it forward slightly, but I'd confirm that with HR first."
Example answer for a campus or first job
"I'm finishing my final exams in May, so I'd be available from June 1st. I don't have any notice to serve."
Mistakes to avoid
| Mistake | Why it hurts | Try instead |
|---|---|---|
| Guessing the number | You may be wrong and look careless | Check your contract before the interview |
| Promising a date you can't keep | Damages trust before day one | Give the contract period and a realistic range |
| "I'll just leave early" without agreement | Suggests you might do the same to them | Talk about early release done properly |
| Apologising for a long notice | Makes it sound bigger than it is | State it calmly with your plan |
| Raising buyout payment too early | Can sound like a demand | Mention it as an option; discuss terms at offer |
Practice it out loud
This is a short answer, but people often hesitate or over-explain when they say "90 days." Practice saying the number and your plan in two or three sentences, without apology. Then practice the follow-up "Can you join earlier?" until your answer is clear and honest.
Questions people ask
Can I negotiate my notice period with my current employer?
Often you can ask for early release, especially with a good handover. Whether they agree depends on your contract and your manager. Ask, and plan for the full period anyway.
What is a notice buyout?
It means paying the employer for the part of the notice you don't serve, if your contract allows it. Check your contract and HR policy before mentioning it.
Will a long notice period cost me the job?
It can, if the team needs someone quickly. A clear plan and a realistic range make it much less of a worry for the interviewer.
Should I resign before I get an offer to shorten the wait?
Usually not. Resigning before a written offer is risky if the offer falls through.
What's the difference between this and "When can you start?"
"When can you start?" asks for a date; "What is your notice period?" asks for the rule behind it. Prepare both answers. See when can you start.