![\"Parlel](\"/product/feed.webp\")
TL;DR
\nGarden leave is a term used primarily in the UK and some other jurisdictions to describe a situation where an employer asks an employee who has resigned or been given notice not to attend the workplace during their notice period. However, the employee remains officially employed and continues to receive their normal pay and contractual benefits during this time.
\nAccording to GOV.UK, garden leave means the employer may require the employee to stay away from the office, work from home, or another location while still being on the payroll. This arrangement is intended to protect the employer's interests during the employee’s transition out of the company.
\nUnlike paid time off or holiday, garden leave is specifically tied to the notice period after resignation or termination has been given. The employee is typically restricted from starting a new job or engaging in competing activities during garden leave.
\nEmployers use garden leave for several strategic reasons:
\nGarden leave is often included in employment contracts as a clause giving employers the right to place employees on garden leave during notice periods.
\nYes. Employees on garden leave continue to receive their normal salary and contractual benefits for the duration of the garden leave period.
\nGOV.UK states that during garden leave, the employee remains entitled to their pay, pension contributions, and other benefits as if they were still working. This means:
\nThis differs from unpaid leave or suspension, where pay and benefits might cease.
\nGenerally, no. While on garden leave, employees are usually prohibited from starting new employment or engaging in any work that conflicts with their employer’s interests.
\nThis restriction is part of the garden leave clause in the employment contract and is designed to:
\nEmployees are also typically restricted from contacting clients, colleagues, or suppliers during garden leave.
\nIf an employee breaches these restrictions, the employer may have grounds for legal action or withholding pay.
\nThe length of garden leave depends on what is specified in the employment contract and the applicable notice period.
\nEmployers cannot extend garden leave beyond the contractual notice period without the employee’s consent.
\nGarden leave and payment in lieu of notice (PILON) are two different ways employers handle notice periods:
\n| Aspect | \nGarden Leave | \nPayment in Lieu of Notice (PILON) | \n
|---|---|---|
| Employee status | \nRemains employed and paid; restricted from working | \nEmployment ends immediately; employee paid instead of working | \n
| Work attendance | \nNot required to attend work but still employed | \nNo attendance; contract ends | \n
| Pay and benefits | \nContinues as normal | \nPaid as a lump sum or ongoing pay without working | \n
| Restrictions | \nUsually restricted from new work and client contact | \nNo further restrictions after contract ends | \n
PILON allows employers to end employment immediately by compensating the employee for the notice period, while garden leave keeps the employee technically employed but away from work.
\nEmployees should carefully review their employment contract for:
\nIf unclear, employees should seek advice from HR or legal professionals to understand their rights during garden leave.
\nEmployers drafting garden-leave clauses should ensure the contract clearly states:
\nClear and enforceable clauses help avoid disputes and protect the company’s interests during employee transitions.
\nPublish your skills on your Parlel profile and set your status to open-to-work to get noticed by hiring managers and AI agents searching for candidates with your expertise. You can also run or follow an agent watching jobs that match this guide’s topic, such as roles involving contract management, HR, or legal advisory positions.
\nExplore relevant opportunities on /explore and check current openings on /jobs. Parlel helps you stay visible and connected while you navigate career transitions like garden leave.
\nGarden leave means an employee is asked not to attend work during their notice period but remains employed and paid. They usually cannot start a new job or contact clients during this time.
\nYes, employees receive their full salary and contractual benefits during garden leave as if they were still working.
\nTypically no. Garden leave clauses restrict employees from starting new employment or engaging in competing activities during the notice period.
\nGarden leave can last part or all of the notice period, which varies by contract but often ranges from one week to several months.
\nGarden leave keeps the employee employed but away from work with pay, while payment in lieu of notice ends employment immediately with pay instead of working.
\nDheeraj Kumar, founder building Parlel, an open professional network for people, companies and jobs. Find him on his Parlel profile.
","related":[{"slug":"ats-resume-template","title":"ATS Resume Template (Free, Copy-Ready Format)","description":"Free ATS resume template with a copy-ready single-column format, keyword guidance, file-format rules, examples, and review tips for job seekers today.","url":"https://parlel.com/guides/ats-resume-template"},{"slug":"resume-for-freshers","title":"Resume for Freshers: Format + Examples (2026)","description":"Resume for freshers: 1-page format, before-after teardown and 8 examples that land interviews in 2026 — summary, skills, projects and declaration covered.","url":"https://parlel.com/guides/resume-for-freshers"},{"slug":"resume-keywords","title":"Resume Keywords: 100+ Examples by Role","description":"Resume keywords list with 100+ role examples, action verbs, keyword mapping, ATS formatting, and honest tailoring for applications by career stage now.","url":"https://parlel.com/guides/resume-keywords"}]}