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What to do if…
you are placed on paid leave during your notice period with no clear explanation

Produced and maintained by PanicStation.org Published: Last reviewed: Editorial policy UK guide

Short answer

Ask HR or your manager, in writing, to confirm what status you are on, your notice end date, who your contact person is, and whether your pay and contractual benefits continue.

Do not do these things

  • Do not shorten your notice or resign again in a panic.
  • Do not assume you have been dismissed or accused of misconduct unless that is confirmed in writing.
  • Do not sign a settlement, mutual agreement, new restriction, or revised exit document just to make the uncertainty stop.
  • Do not delete emails, files, messages, calendar entries, or device records.
  • Do not send work documents to a personal account.
  • Do not contact clients, suppliers, or colleagues about work matters unless your employer has confirmed an approved channel.
  • Do not vent on work systems, group chats, or public posts about what has happened.

What to do now

  1. Ask for a short written confirmation of what this is. Ask whether you are on garden leave, suspension, payment in lieu of notice, or something else.
  2. Ask them to confirm your last day of employment, your notice end date, and whether you are still employed until that date.
  3. Ask them to confirm that salary and contractual benefits will continue as normal during the paid leave, and check your next payslip when it arrives.
  4. Ask what you must and must not do while you are away from work. Ask whether you should stay available during work hours, whether you may contact colleagues or clients, and whether you should return equipment now.
  5. Ask how you will receive documents if you have been locked out of work systems. Ask where your final payslip, holiday pay information, and P45 will be sent.
  6. Check your contract and any relevant workplace policy. Look for wording about garden leave, gardening leave, suspension, notice, confidentiality, return of property, payment in lieu of notice, and post-employment restrictions.
  7. Make a private timeline. Note who told you, what they said, when it happened, what access was removed, and whether any reason was given.
  8. Offer a safe handover without moving data yourself. Send one calm message saying you are willing to answer handover questions through an approved channel controlled by the employer.
  9. If they say this is suspension or an investigation, ask what the next step is. Ask whether the next meeting is an investigation meeting or a disciplinary hearing, what you may say to colleagues, and whether they will allow a companion.
  10. If pay changes, benefits stop, or you cannot get basic written clarification, contact your union if you have one, or contact Acas for guidance.

What can wait

  • You do not need to decide today whether to raise a grievance, start a claim, or negotiate exit terms.
  • You do not need to guess the employer’s motive.
  • You do not need to explain your side in detail unless you are asked to attend a specific meeting.
  • You do not need to update LinkedIn, announce anything publicly, or contact clients about what happened.
  • You do not need to agree to any new wording about your exit until you have had time to read it.

Important reassurance

Paid leave during notice can be used to manage access, handover, confidentiality, or an investigation. It does not automatically mean you have done anything wrong, and the safest first step is to get the status, dates, pay, benefits, boundaries, and contact point confirmed in writing.

Scope note

These are first steps only: stabilise the situation, protect pay and records, and avoid actions that are hard to undo. Later decisions about grievances, settlement discussions, references, time limits, or claims may need specialist help based on your contract, policies, and timeline.

Important note

This guide is general information, not legal, financial, therapeutic, or professional advice. Employment situations are fact-specific and depend on your contract, workplace policies, employment status, and what your employer records as the reason for the leave. If your pay or benefits are reduced, you are threatened with dismissal, or you believe discrimination or retaliation is involved, consider getting tailored advice promptly.

Additional Resources

Closely connected guides that may be useful during the same situation or its immediate aftermath.

About this guide

This guide was produced and is maintained by PanicStation.org using its published editorial process. Official and specialist sources are checked where relevant, and AI-assisted tools may be used for drafting, organisation, and consistency checks. The site operator remains responsible for publication, revision, and removal decisions.

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