{"id":5604,"date":"2026-07-15T14:39:41","date_gmt":"2026-07-15T11:39:41","guid":{"rendered":"https:\/\/recruitment.by\/?p=5604"},"modified":"2026-07-15T14:39:48","modified_gmt":"2026-07-15T11:39:48","slug":"notice-periods-garden-leave-belarus-it-contracts","status":"publish","type":"post","link":"https:\/\/recruitment.by\/eng\/news\/notice-periods-garden-leave-belarus-it-contracts\/","title":{"rendered":"Notice Periods and Garden Leave in Belarus IT Contracts: How to Negotiate a Clean Exit"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">A developer signs an offer with a company in Warsaw. They tell their new employer, confidently, that they have &#8220;a one-month notice period.&#8221; Then they walk into their current manager\u2019s office in Minsk, and discover that their contract still has fourteen months to run \u2014 and that nobody is obliged to let them out of it.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This happens constantly. Belarusian IT runs on English-language HR vocabulary borrowed from London and San Francisco: notice, garden leave, PIP, non-compete. Belarusian labour law runs on something else entirely. The gap between the two is where offers fall apart, start dates slip, and perfectly good working relationships end badly.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">So let\u2019s clear it up. Here\u2019s what the rules actually say, what employers can and can\u2019t do, and how to negotiate an exit that leaves everyone able to work together again. If you\u2019re on the other side of the table and trying to build a team in Belarus, our <a href=\"https:\/\/recruitment.by\/eng\/pages\/it-recruitment\/\">IT recruitment<\/a> team deals with these conversations every week.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Key takeaways<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Garden leave, as a legal concept, does not exist in Belarus. What people call &#8220;garden leave&#8221; here is a negotiated arrangement, not an entitlement.<\/li>\n\n\n\n<li>Most Belarusian IT specialists work on a fixed-term contract. As a rule, that means you cannot simply hand in your notice and walk after a month.<\/li>\n\n\n\n<li>The real instrument for a clean exit is termination by mutual agreement. Almost every good exit in Belarus runs through it.<\/li>\n\n\n\n<li>Non-compete agreements are broadly unenforceable in Belarus \u2014 with one big exception for Hi-Tech Park residents, and even then the employer has to pay for it.<\/li>\n\n\n\n<li>None of this is automatic. It is a negotiation, and how you open it determines how it ends.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>First, the uncomfortable part: garden leave isn\u2019t a legal thing here<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">In the UK and much of the common-law world, garden leave is a recognised arrangement: you\u2019ve resigned, you\u2019re still on the payroll, you\u2019re still bound by your duties of loyalty, but you\u2019re not coming into the office. It buys the employer a cooling-off period and it protects the employee\u2019s income.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Belarusian labour law has no equivalent instrument. There is no statutory mechanism that says &#8220;keep paying this person and don\u2019t make them work.&#8221; The <a href=\"https:\/\/www.belarus.by\/en\/business\/employment-law\">framework governing employment relationships in Belarus<\/a> is built around a different set of assumptions, and &#8220;paid non-working notice&#8221; simply isn\u2019t one of the categories it recognises.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That doesn\u2019t mean the effect is impossible to achieve. It means you have to build it yourself, out of the tools that do exist \u2014 accrued annual leave, unpaid leave by agreement, an agreed handover schedule, or simply an earlier release date that both sides sign off on. More on that below.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The two contract types that decide everything<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Before you can plan an exit, you need to know which contract you\u2019re actually on. Most people don\u2019t. Check your paperwork, because the answer changes what\u2019s possible.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th><\/th><th><strong>Open-ended employment contract&nbsp;<\/strong><\/th><th><strong>Fixed-term contract, 1\u20135 years<\/strong><\/th><\/tr><\/thead><tbody><tr><td>Can you resign whenever you want?<\/td><td>Yes \u2014 with written notice, as a rule one month.<\/td><td>Not on your own say-so. The term is the term.<\/td><\/tr><tr><td>Who controls your leaving date?<\/td><td>You do, once notice is served.<\/td><td>Your employer, unless you agree otherwise.<\/td><\/tr><tr><td>Your realistic exit routes<\/td><td>Serve notice and go.<\/td><td>Mutual agreement, a legally valid cause, or the end of the term.<\/td><\/tr><tr><td>How common is it in Belarusian IT?<\/td><td>The minority.<\/td><td>The default for most in-house roles.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">The fixed-term contract system dates back to 1999 and was folded into the Labour Code in January 2020. It is worth understanding the balance of power it creates: an employer can decline to renew a contract when the term expires without giving a reason, and, at least in principle, can also refuse an employee\u2019s request to leave early \u2014 leaving the employee to argue the point in court. The <a href=\"https:\/\/www.state.gov\/reports\/2025-investment-climate-statements\/belarus\">US State Department\u2019s investment climate report on Belarus<\/a> describes the system in exactly these terms, and notes that the vast majority of Belarusian employees now work on term contracts.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is the single most misunderstood fact in Belarusian IT hiring, and it catches out foreign employers as often as it catches out candidates. &#8220;When can you start?&#8221; is not a scheduling question here. It is a legal one.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>So what do people actually use instead of garden leave?<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">In practice, teams improvise something that looks like garden leave out of ordinary components. None of these are rights. All of them are things you ask for.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Accrued annual leave. <\/strong>Belarusian employees accrue paid holiday, and burning the balance at the end of a contract is the closest thing to a legitimate soft landing. It\u2019s paid, it\u2019s yours, and it doesn\u2019t require anyone\u2019s goodwill \u2014 only agreement on timing.<\/li>\n\n\n\n<li><strong>Unpaid leave by agreement. <\/strong>Useful when you need a gap between roles and your employer would rather not have you in the codebase.<\/li>\n\n\n\n<li><strong>A reduced handover period. <\/strong>Documentation, knowledge transfer, an offboarding checklist \u2014 no new feature work. Most managers will take this deal because it\u2019s the thing they actually need.<\/li>\n\n\n\n<li><strong>An agreed early release date. <\/strong>The cleanest option, and the one that requires the negotiation we\u2019re about to get into.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">If you\u2019re an employer trying to design offboarding that doesn\u2019t leak knowledge or goodwill, this is exactly the kind of thing our <a href=\"https:\/\/recruitment.by\/eng\/pages\/services\/hr-consulting\/\">HR consulting<\/a> work covers \u2014 building the process before you need it, rather than improvising it in a difficult week.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Termination by mutual agreement: the instrument that actually works<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Here is the thing to internalise. Nearly every clean exit in Belarus \u2014 the ones where the leaving date is chosen, the handover is orderly, and the two sides still speak afterwards \u2014 goes through termination by agreement of the parties.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It works because it is the only route where both sides get something. You get out on a date you can commit to. Your employer gets a controlled handover, no dispute risk, and no surprise about when the seat empties. It can be signed for any date the two of you choose, including tomorrow.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Which means the entire game is making that signature easy to give.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Why employers say yes<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A replacement is lined up, or the search has started.<\/li>\n\n\n\n<li>The handover plan is already written and credible.<\/li>\n\n\n\n<li>The relationship is intact and they\u2019d rather keep it that way \u2014 Belarusian IT is small, and people come back.<\/li>\n\n\n\n<li>Holding an unwilling engineer for a year buys them a disengaged year, not a productive one.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Why employers say no<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>You\u2019re mid-release, and your leaving blows up a client commitment.<\/li>\n\n\n\n<li>There\u2019s no backfill and no budget for one.<\/li>\n\n\n\n<li>They think holding you gives them leverage on a counter-offer.<\/li>\n\n\n\n<li>It\u2019s personal. This happens more than anyone likes to admit.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The fixable ones are the first two. Which is why timing matters more than eloquence \u2014 and why, if you\u2019re the employer facing a wave of departures, the fastest way to unblock everyone is to close the backfill. That\u2019s where <a href=\"https:\/\/recruitment.by\/eng\/pages\/it-outstaffing\/\">outstaffing<\/a> or a fast targeted search can turn a hard &#8220;no&#8221; into an easy &#8220;yes.&#8221;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/recruitment.by\/wp-content\/uploads\/2026\/07\/woman-wooden-desk-indoors-back-view-home-workplace-1-1024x683.jpg\" alt=\"\" class=\"wp-image-5607\" srcset=\"https:\/\/recruitment.by\/wp-content\/uploads\/2026\/07\/woman-wooden-desk-indoors-back-view-home-workplace-1-1024x683.jpg 1024w, https:\/\/recruitment.by\/wp-content\/uploads\/2026\/07\/woman-wooden-desk-indoors-back-view-home-workplace-1-300x200.jpg 300w, https:\/\/recruitment.by\/wp-content\/uploads\/2026\/07\/woman-wooden-desk-indoors-back-view-home-workplace-1-768x512.jpg 768w, https:\/\/recruitment.by\/wp-content\/uploads\/2026\/07\/woman-wooden-desk-indoors-back-view-home-workplace-1-1536x1025.jpg 1536w, https:\/\/recruitment.by\/wp-content\/uploads\/2026\/07\/woman-wooden-desk-indoors-back-view-home-workplace-1-2048x1366.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The six-move playbook for a clean exit<\/strong><\/h2>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Open the conversation before you sign, not after. <\/strong>Once you\u2019ve signed elsewhere, you\u2019ve handed your current employer all the leverage and none of the choice. Sound out the release date first, then commit to a start date you can actually keep.<\/li>\n\n\n\n<li><strong>Lead with the handover, not the resignation. <\/strong>Walk in with a written plan \u2014 what you\u2019ll document, what you\u2019ll transfer, to whom, by when. You are not asking for a favour; you are offering to solve their problem.<\/li>\n\n\n\n<li><strong>Don\u2019t name the new employer unless you have to. <\/strong>It rarely helps you and occasionally hurts you, especially if the new company is a competitor.<\/li>\n\n\n\n<li><strong>Get it in writing, and get it signed. <\/strong>A Telegram message from your team lead saying &#8220;sure, no problem&#8221; is worth exactly nothing on your last day. An agreement signed by whoever is authorised to sign is worth everything.<\/li>\n\n\n\n<li><strong>Time the ask to the contract\u2019s expiry window. <\/strong>Non-renewal is dramatically cleaner than early release, for both sides. If your term ends in four months, four months of patience may cost you far less than four months of conflict.<\/li>\n\n\n\n<li><strong>Know what you\u2019re owed on the last day. <\/strong>Final settlement, unused leave compensation, any bonus terms. Read the contract before the conversation, not after it.<\/li>\n<\/ol>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Non-competes and the Hi-Tech Park exception<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Ask a Belarusian lawyer whether a non-compete clause in an ordinary employment contract is enforceable and you will generally get a short answer: no. The right to work is constitutionally protected, and a clause telling an ex-employee where they may not work runs into that head-on.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Then there is the exception, and it matters, because it covers most of the IT sector. <a href=\"https:\/\/en.wikipedia.org\/wiki\/Decree_on_Development_of_Digital_Economy\">Decree No. 8 &#8220;On the Development of the Digital Economy&#8221;<\/a>, signed in 2017, imported a set of English-law instruments into Belarusian practice specifically for residents of the <a href=\"https:\/\/park.by\/en\/\">Hi-Tech Park<\/a> \u2014 among them convertible loans, option agreements, and, crucially, non-competition and non-solicitation agreements with employees.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Two details do most of the work here:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>The restriction is capped at one year.<\/strong><\/li>\n\n\n\n<li><strong>It has to be paid for. <\/strong>For each month the former employee complies, the employer owes compensation of at least one third of that person\u2019s average monthly salary over their final year. An unpaid non-compete is not a non-compete; it\u2019s a piece of paper.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">So if you\u2019re leaving an IT company, three questions. Is the company an HTP resident? Did you sign a separate non-compete agreement \u2014 not a clause buried in the contract, but its own document? And does it specify compensation? If you\u2019re an employer weighing up whether the regime is worth it in the first place, the <a href=\"https:\/\/economy.gov.by\/en\/pvt-en\/\">Ministry of Economy\u2019s overview of the HTP<\/a> is a reasonable starting point, and we walk companies through <a href=\"https:\/\/recruitment.by\/eng\/pages\/htp-residency\/\">HTP residency<\/a> from application to certificate.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>One more group: contractors and the self-employed<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A meaningful slice of Belarusian IT never signed an employment contract at all. If you work as an individual entrepreneur or self-employed specialist on a services agreement, the Labour Code is not your rulebook \u2014 civil law is, and your contract is.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That cuts both ways. There is no statutory notice period protecting you, and no obligation on the client to keep paying you through a transition. But equally, there is no contract term trapping you, and the termination clause you negotiated is the whole story. Read it. It is usually two paragraphs long and almost nobody does.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For companies, this is also where classification risk lives. Getting the employment model right \u2014 direct hire, <a href=\"https:\/\/recruitment.by\/eng\/pages\/payroll-services\/\">EOR and payroll<\/a>, or a <a href=\"https:\/\/recruitment.by\/eng\/pages\/peo-services\/\">PEO arrangement<\/a> \u2014 is a decision worth making deliberately, before the first offer letter goes out rather than after the first exit goes wrong.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>If you\u2019re the employer, read this bit<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">You can, in many cases, refuse to release someone before their contract expires. The question is whether you should.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">An engineer who has mentally left and legally can\u2019t is not an engineer you are getting value from. You get a year of quiet disengagement, a handover done badly on purpose, and a story that travels \u2014 because Belarusian IT is a small market with long memories and busy Telegram chats. The people you most want to hire next year are the people who hear that story.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The employers who come out of this well do three things: they backfill early, they treat the exit conversation as a scheduling problem rather than a betrayal, and they keep the door open. The ones who come out of it badly discover that a reputation for holding people hostage is a very expensive form of retention. If you\u2019re hiring inside the Park and want the process to run cleanly from offer to onboarding, our <a href=\"https:\/\/recruitment.by\/eng\/pages\/htp-recruitment\/\">HTP recruitment<\/a> team can help.<\/p>\n\n\n<section class=\"hfaq\">\r\n    <div class=\"hfaq__container\">\r\n        <h2 class=\"hfaq__title title-md\">FAQ<\/h2>\r\n        <div class=\"hfaq__items\">\r\n\t\t\t                <div class=\"accordion\">\r\n                    <div class=\"accordion__head\">Does garden leave exist in Belarus?<\/div>\r\n                    <div class=\"accordion__body\">\r\n                        <div class=\"accordion__inner\"><p>Not as a legal concept. Belarusian labour law has no instrument equivalent to garden leave. Anything that resembles it \u2014 paid time away from the desk during a notice period \u2014 has to be constructed from accrued annual leave, unpaid leave, or a mutually agreed release date. It is negotiated, never owed.<\/p>\n<\/div>\r\n                    <\/div>\r\n                <\/div>\r\n\t\t\t                <div class=\"accordion\">\r\n                    <div class=\"accordion__head\">Can I resign from a Belarusian IT job with one month\u2019s notice?<\/div>\r\n                    <div class=\"accordion__body\">\r\n                        <div class=\"accordion__inner\"><p>Only if you are on an open-ended employment contract. If you are on a fixed-term contract \u2014 which most Belarusian IT specialists are \u2014 you generally cannot end it unilaterally before the term expires. Your practical routes are termination by mutual agreement, a legally recognised cause, or waiting for the term to run out.<\/p>\n<\/div>\r\n                    <\/div>\r\n                <\/div>\r\n\t\t\t                <div class=\"accordion\">\r\n                    <div class=\"accordion__head\">What is termination by mutual agreement, and why does everyone recommend it?<\/div>\r\n                    <div class=\"accordion__body\">\r\n                        <div class=\"accordion__inner\"><p>It is a termination signed by both parties, on a date both parties choose. It is the fastest, cleanest exit available in Belarus and carries essentially no dispute risk for either side. Almost every well-managed departure in Belarusian IT uses it.<\/p>\n<\/div>\r\n                    <\/div>\r\n                <\/div>\r\n\t\t\t                <div class=\"accordion\">\r\n                    <div class=\"accordion__head\">Is a non-compete enforceable against me in Belarus?<\/div>\r\n                    <div class=\"accordion__body\">\r\n                        <div class=\"accordion__inner\"><p>As a general rule, no \u2014 unless your employer is a Hi-Tech Park resident. HTP residents may conclude non-competition agreements, but the restriction is limited to one year and the employer must pay compensation of at least one third of your average monthly salary for each month you comply. Check whether the agreement is a separate signed document and whether it specifies payment. If you want to confirm your employer\u2019s status, the <a href=\"https:\/\/park.by\/en\/htp\/about\/\">Hi-Tech Park<\/a> publishes information about its resident companies.<\/p>\n<\/div>\r\n                    <\/div>\r\n                <\/div>\r\n\t\t\t                <div class=\"accordion\">\r\n                    <div class=\"accordion__head\">Can my employer refuse to let me leave?<\/div>\r\n                    <div class=\"accordion__body\">\r\n                        <div class=\"accordion__inner\"><p>Under a fixed-term contract, in principle yes \u2014 an employer is not obliged to agree to an early exit, and contesting a refusal means going to court, which is slow, public and rarely worth it. This is precisely why the negotiation matters more than the legal position.<\/p>\n<\/div>\r\n                    <\/div>\r\n                <\/div>\r\n\t\t\t                <div class=\"accordion\">\r\n                    <div class=\"accordion__head\">What about my final pay and unused holiday?<\/div>\r\n                    <div class=\"accordion__body\">\r\n                        <div class=\"accordion__inner\"><p>Final settlement, including compensation for unused annual leave, is due on your last day of work. Delays carry consequences for the employer. Know the number before you walk into the exit conversation, not after.<\/p>\n<\/div>\r\n                    <\/div>\r\n                <\/div>\r\n\t\t\t                <div class=\"accordion\">\r\n                    <div class=\"accordion__head\">I work as a self-employed contractor. Do any of these rules apply to me?<\/div>\r\n                    <div class=\"accordion__body\">\r\n                        <div class=\"accordion__inner\"><p>No. Labour Code protections and restrictions apply to employees. If you are engaged under a civil services agreement, your notice period, termination rights and any restrictive covenants are whatever that agreement says they are.<\/p>\n<\/div>\r\n                    <\/div>\r\n                <\/div>\r\n\t\t\t        <\/div>\r\n    <\/div>\r\n    <script>\r\n        document.querySelector( '.hfaq__items' ).addEventListener( 'click', function ( e ) {\r\n            if ( e.target.classList.contains( 'accordion__head' ) ) {\r\n                let root = e.target.closest( '.accordion' );\r\n                let body = e.target.nextElementSibling;\r\n\r\n                if ( body.style.maxHeight ) {\r\n                    body.style.maxHeight = null;\r\n                    root.classList.remove( 'accordion--expanded' );\r\n                }\r\n                else {\r\n                    body.style.maxHeight = body.scrollHeight + 'px';\r\n                    root.classList.add( 'accordion--expanded' );\r\n                }\r\n            }\r\n        } );\r\n\r\n        document.querySelectorAll( '.hfaq' ).forEach( node => node.querySelector( '.accordion__head' ).click() );\r\n    <\/script>\r\n<\/section>\r\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The short version<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">You cannot rely on the vocabulary you learned from Western job ads. Garden leave isn\u2019t here. Notice periods aren\u2019t what you think they are. And on a fixed-term contract, leaving well is not a right you exercise \u2014 it is a deal you close.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Open the conversation early, bring the handover plan, get the agreement signed, and check whether a paid non-compete is sitting in your file. Do that, and the exit is clean. Skip it, and you find out the hard way.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Hiring in Belarus, restructuring a team, or trying to work out which employment model fits? <a href=\"https:\/\/recruitment.by\/eng\/pages\/contacts\/\">Talk to our team<\/a> \u2014 we answer within two hours on any working day.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>A developer signs an offer with a company in Warsaw. They tell their new employer, confidently, that they have &#8220;a&#8230;<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[20],"tags":[],"class_list":["post-5604","post","type-post","status-publish","format-standard","hentry","category-news"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to leave IT company: Notice Periods &amp; Garden Leave - Recruitment<\/title>\n<meta name=\"description\" content=\"What is are Notice periods and garden leave in Belarus IT contracts \u2014 how to negotiate exits cleanly in Belarus in 2026.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/recruitment.by\/eng\/news\/notice-periods-garden-leave-belarus-it-contracts\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to leave IT company: Notice Periods &amp; Garden Leave - 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