HR Policy Shift: Reducing Notice Periods to Retain and Attract Talent

The traditional 2 to 3-month notice period in many organizations is under scrutiny as companies rethink HR policies to become more employee-friendly and competitive in the talent market. Reducing the notice period—from 60 or 90 days to 30 days or less—can offer several advantages, including faster onboarding for new talent and improved employee morale. In today’s dynamic job market, long notice periods often act as barriers for both employers and employees. Top candidates may lose interest or accept offers from companies with quicker transitions. From the employee’s perspective, long notice periods can be mentally exhausting and counterproductive, especially once they have committed to a new opportunity. Moreover, employees serving long notice periods may disengage from their current roles, leading to dips in productivity. Organizations adopting shorter notice policies often experience smoother transitions, better brand perception, and stronger loyalty from their workforce. However, reducing notice periods should be supported with strong knowledge transfer protocols and proactive hiring strategies to ensure continuity. The change reflects a broader shift in HR philosophy—from rigid control to flexible, empathetic, and agile human resource practices.