Leaving the FSA

- Contractual Information -

Resignation

If you resign from the FSA, your letter of resignation should be addressed to your Director/Head of Department who will forward it to the HR Helpline.

Notice of termination for permanent staff

If you are a permanent employee, the following notice periods apply:

Job Title	Notice from the FSA	Notice to the FSA
Director	Six months	Six months
Head of Department, Manager, Technical Specialist, Associate	Three months	Three months
Administrator Up to five years' service Five to six years' service Six plus years' service	One month Five weeks One additional week for each completed year of service up to a maximum of 12 weeks after 12 years' service	One month One month One month

 

If you are a permanent employee and in your probationary period, the following notice periods apply:

Job Title	Notice from the FSA	Notice to the FSA
Director	Three months	Three months
Head of Department, Manager, Technical Specialist, Associate	One month	One month
Administrator/Secretary	One week	One week

- Contractual Information -

Job Title	Length of contract	Notice from the FSA	Notice to the FSA
Associate	Up to one year Over one year	One month Three months	One month Three months
Administrator	Six months or less Over six months and up to four years	One week One month	One week One month

If you are employed on a short-term contract and in your probationary period, the following notice periods apply:

Job Title	Length of contract	Notice from the FSA	Notice to the FSA
Associate	Up to one year Over one year	One week One month	One week One month
Administrator	Up to two years	One week	One week

 

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Summary (i.e. instant) dismissal

We have the right to terminate your employment by immediate written notice if you breach the terms and conditions of your employment, are guilty of conduct that brings or may bring the FSA into disrepute and/or in the case of gross misconduct.

Alternatives short of instant dismissal can be considered. We may effect one or more of the following depending on the circumstances:

• suspension without pay up to a maximum of seven days;
• demotion to a more suitable job, if available;
• transfer to another department/division.

In accordance with the FSA’s disciplinary procedure you may in certain circumstances be suspended from work on full pay while investigations are carried out. Suspension in these circumstances will not be regarded as a disciplinary penalty and will usually last for no more than five days initially but may be renewed or extended at our discretion. In some cases the period of suspension may continue for several months. If the period of suspension continues for six months or more, we reserve the right at any time to continue suspension thereafter without pay.

Working your notice period

You will normally be expected to work your notice period. However, on occasions, following notice either by the FSA or by you, provided you continue to receive your full contractual remuneration and benefits until your employment terminates in accordance with your Contract of Employment, the FSA is entitled during the notice period to:

• exclude you from the premises of the FSA, and any regulated firm or other third party at which you may be working at the relevant time on behalf of the FSA; and/or
• require you to carry out specified duties for the FSA other than your normal duties; and/or
• require you not to communicate in your capacity as an FSA employee with firms or organisations regulated by the FSA, other third parties or FSA employees or officers.
• require you to refrain from attending internal and external meetings, or forums that may present a conflict or are commercially sensitive in nature.

We may in certain circumstances invoke our discretionary right to make payment in lieu of notice in relation to all or part of your notice period where you have worked some of your notice. Such payments will be at adjusted salary rate and will be subject to Income Tax and National Insurance Contributions.

On leaving the FSA, you may not claim employment or connection with the FSA (other than as a former employee) to any third party.

We may require you to take any accrued untaken holiday which is above statutory minimum holiday during your notice period.

Re-employment

Former employees whose previous employment with the FSA proved satisfactory may be re-employed, subject to the normal recruitment process.