33:) is the practice whereby an employee leaving a job – having resigned or otherwise had their employment terminated – is instructed to stay away from work during the notice period, while still remaining on the payroll. This practice is often used to prevent an employee from taking with them up-to-date (and perhaps sensitive) information when they leave their current employer, especially when they are very likely leaving to join a competitor. In jurisdictions where employee
64:, at least until their notice period expires. An employer's main benefit from a garden leave is the ability to protect their businesses. A similar practice applies in the United States where an employee (typically a high-ranking executive) that is immediately relieved of responsibilities usually remains with the company as a consultant (special adviser) for the remainder of their contract, continuing to receive a salary and office during that period.
76:, where employees had the right to request special leave for exceptional purposes. "Gardening leave" became a euphemism for "suspended" as an employee who was formally suspended pending an investigation into their conduct would often request to be out of the office on special leave instead. The term came to widespread public attention in 1986 when it was used in the
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are legal, the practice is used to maintain the effectiveness of such clauses. This is also sometimes used when an employee position is no longer needed during the notice period. Sometimes, the practice is used to avoid careless work or sabotage by an uninterested or disaffected employee, or when an
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Employees continue to receive their normal pay during garden leave and must adhere to their
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The term can also refer to the case of an employee sent home pending
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19:"Gardening leave" redirects here. For the charity, see
149:"Drop non-competes and leave gardening to the experts"
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135:Gov.uk "Handing in your notice", 8 November 2013
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