What is Garden Leave?

Garden Leave in Scotland is a strategy that employers can use to protect their business interests when an employee who may pose a business risk to an organisation leaves the organisation through resignation, dismissal, or redundancy. Instead of working their notice period, the employee is placed on Garden Leave.

The Chartered Institute of Personnel Development (CIPD) defines Garden Leave as: “Garden Leave is the term used to describe the situation where an employee is required by the employer to remain away from work during the whole or part of the contractual notice period”.

 

 Why Garden Leave?

Garden Leave ensures that the departing employee does not pose a risk to the organisation during the notice period, especially if they hold a position critical to the company’s operations or have access to sensitive information.

Legal Framework in Scotland

In Scotland, Garden Leave is a legal concept governed by employment law. Here are some basic points about the legal framework of Garden Leave in Scotland:

Notice Period

When an employee resigns or is given notice, instead of serving their notice period, they are required to stay away from work during Garden Leave. The length of the Garden Leave period is typically equivalent to the contractual notice period.

Employee Rights

During Garden Leave, employees are still bound by the terms of their employment contract, including obligations such as confidentiality and non-compete clauses.

Payment and Benefits

Employees on Garden Leave in Scotland are usually entitled to receive their regular salary and benefits as per their employment contract. This ensures financial stability during the Garden Leave period.

Restrictions on Work

Employees on Garden Leave are restricted from engaging in work for another employer or starting their own business during the Garden Leave period. This is to prevent any potential harm to the interests of the current employer.

Legal Enforceability

Garden Leave clauses in employment contracts must be clear, reasonable, and proportionate to be legally enforceable. Unreasonable or overly restrictive clauses may not hold up in court.

Consultation and Communication

Employers are generally expected to communicate the decision to place an employee on Garden Leave clearly and consult with the employee to ensure mutual understanding of the terms.

 

Employee Rights During Garden Leave

Contractual Obligations

Your employment contract remains in force during Garden Leave. This includes obligations related to confidentiality and non-compete.

Salary and Benefits

You are entitled to receive your regular salary and benefits as per your employment contract during the Garden Leave period.

Annual Leave

You continue to accrue annual leave during Garden Leave, and any accrued but untaken leave should be addressed with your employer.

Restrictions on Work

While on Garden Leave, you are restricted from working for another employer or starting your own business.

 

Using Garden Leave Productively

Garden Leave can be viewed as an opportunity for personal and career growth, allowing individuals to emerge well-prepared for the next step in their professional journey.

Professional Development

Consider using the Garden Leave period for professional development, such as updating your skills, attending training courses, or pursuing new certifications.

Networking

Stay connected with professional networks on LinkedIn, for example. However, be mindful of any non-compete clauses that may limit your interactions with specific contacts.

Preparing for the Next Step

Use the time to plan your next career move, update your CV, and explore potential opportunities.

Legal Advice

If you have any doubts about your rights or the terms of Garden Leave, you should seek legal advice to ensure clarity and protect your interests.

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