PEOPLE are changing jobs more frequently then ever, but a new survey has found that the country's human resources professionals believe statutory notice periods are too short.

The survey, carried out by Croner, a provider of business information and advice, found an almost equal number of respondents thought four to eight weeks (38 per cent) and two to four weeks (36 per cent) was the right length of notice to serve.

Only 12 per cent of those surveyed felt notice periods should be less than two weeks, and a further 12 per cent said eight to 12 weeks was the right amount of time. Over three months was favoured by the remaining two per cent.

Current statutory requirements call for employers to give an employee at least one week's notice if the employee has been employed continuously for one month, rising to at least two weeks' notice if the employee has given two years’ service.

An extra week's notice must be given for each further complete year of service. At least 12 weeks' notice must be given if the employee has been employed for over 12 years.

Peter Etherington, employment law expert at Croner, which is a division of Wolters Kluwer UK, believes the survey results reflect the wide variety of experiences with notice periods that different firms and individuals have.

He said: "Notice periods are given to protect both the employer and employee, and the time can be used to see a project through to completion, or to work alongside a replacement employee. The statutory notice period is a minimum requirement, and the required notice period should be stated in the contract of employment.

"We receive hundreds of calls every year to our business support helpline regarding how to handle notice periods, and perhaps the most important thing to remember is that both employer and employee need to behave sensibly and responsibly to make the notice period as smooth and stress-free as possible.

"Both parties should sit down, agree how the departure is to be handled with colleagues and customers and then stick to what has been agreed - failure to do this could lead to an awkward and swiftly deteriorating workplace situation, or even leave either party facing serious employment law problems.

"If a smooth handover has been completed inside an employee's notice period and all parties are happy to cut it short, there seems little point in dragging it out just for the sake of it - common sense should prevail."