Gardening leave, also known as “garden leave,” refers to a situation in employment where an employee who is leaving a job is required to stay away from the workplace during their notice period. Instead of working at the office, the employee is typically asked to stay at home or is placed on temporary leave. The term “gardening leave” is metaphorical, suggesting that the employee can spend their time tending to personal matters, such as gardening, during the leave period.

Key features of gardening leave include:

1. **Notice Period:** Gardening leave is usually implemented during an employee’s notice period, which is the period of time between the employee’s resignation or termination and the effective end of their employment.

2. **Employee Restrictions:** While on gardening leave, the employee remains on the payroll and is bound by the terms of their employment contract, including confidentiality and non-compete clauses. The employer may restrict the employee from starting a new job during the gardening leave period.

3. **Purpose:** Gardening leave is often used in situations where there are concerns about the departing employee’s access to sensitive information or the risk of the employee joining a competitor immediately. It allows the employer to protect its interests during the transition period.

4. **Payment:** The employee continues to receive their regular salary and benefits during gardening leave. This is part of the employment contract and is a compensation for the employee’s availability during the notice period.

5. **Alternative Arrangements:** In some cases, the employer may allow the employee to work remotely or may negotiate specific terms for the gardening leave period. The arrangements can vary based on the nature of the job, industry practices, and mutual agreement between the employer and the employee.

6. **Communication:** Employers often use gardening leave as a way to manage the transition smoothly. It provides time for the company to communicate the departure to other employees, clients, or stakeholders and to make necessary arrangements for the handover of responsibilities.

7. **Legal Considerations:** The implementation of gardening leave is subject to employment laws and the terms outlined in the employment contract. Employers need to ensure that the terms are fair and legally enforceable.

8. **Industry Practices:** Gardening leave is more common in industries where the risk of intellectual property theft or competition-related issues is high, such as finance, technology, or sectors with a high level of proprietary information.

Gardening leave benefits both the employer and the departing employee by providing a structured transition period. While the employee is temporarily removed from the workplace, they continue to receive compensation, and the employer has an opportunity to protect its interests and manage the handover process effectively.