UK PR & Communications Notice Periods: What to Expect (and How to Plan Your Hiring)

If you’ve ever found the perfect PR candidate, made the offer… and then heard “I’m on three months’ notice”, you’re not alone.

Notice periods are one of the biggest reasons PR & comms hiring drifts, especially for Account Director level and above. The good news: once you understand the typical timelines (and the pressure points), you can plan properly, keep candidates warm, and avoid losing great people late in the process.

This guide breaks down UK notice periods in PR & communications, what’s “normal” by level, and what you can do to hire faster without cutting corners.

Why Notice Periods Matter More in PR & Comms Than You Think

PR and comms roles often involve:

  • Client relationships and account handovers

  • Reputation risk

  • Campaign calendars and deadlines

  • Senior stakeholder trust (in-house)

So employers tend to protect continuity with longer notice periods—especially in agencies and regulated sectors.

For you as a hiring manager, that means:

  • Your “time to fill” isn’t just sourcing and interviews  

  • It’s sourcing + interviews + offer + notice + onboarding  

If you don’t plan for the notice period upfront, you’ll end up firefighting.

Typical UK Notice Periods in PR & Communications (By Level)

These are common ranges we see across UK agencies and in-house teams:

Junior PR (Account Exec / Junior Exec)

  • Typical notice: 1 month  

  • Hiring reality: Often flexible, but they may be in probation (check contract terms)

Mid-Level (Senior Exec / Account Manager)

  • Typical notice: 1–3 months  

  • Hiring reality: This is where timelines start stretching. Many AMs are on 2 months, some on 3.

Senior (Senior AM / Account Director / Senior Manager)

  • Typical notice: 3 months  

  • Hiring reality: Very common. If you’re hiring an AD, assume 3 months unless told otherwise.

Leadership (PR Director / Head of Comms / Director+)

  • Typical notice: 3–6 months  

  • Hiring reality: 6 months is not unusual, particularly in-house, public affairs, or senior agency leadership.

Quick tip: Always ask notice period on the first screening call. It changes your whole hiring plan.

The Hidden Timeline: Your Hiring Process + Their Notice Period

Here’s a realistic example for an Account Director hire:

  • Week 1: Briefing + search kick-off  

  • Weeks 2–3: Longlist outreach + first interviews  

  • Week 4: Shortlist interviews with you  

  • Week 5: Final stage + offer  

  • Weeks 6–18: Notice period (3 months)  

  • Week 19: Start date  

That’s not “slow recruitment”. That’s just the math.

If you need someone in place within 4–6 weeks, you either:

  • need a candidate on shorter notice, or

  • need an interim solution, or

  • need to adjust the role scope (e.g., hire one level down and support them)

Can Candidates Negotiate a Shorter Notice Period?

Sometimes, yes. But it’s not guaranteed.

When it’s more likely:

  • They have unused holiday to offset the end date

  • Their employer is open to an early release

  • The role isn’t client-critical

  • They’re in probation (often 1 week / 1 month)

When it’s less likely:

  • They manage key client accounts

  • They’re the only person doing a specialist function (e.g., public affairs)

  • Their employer is already understaffed

  • They’re in a senior leadership position

Best practice: Don’t build your hiring plan around “maybe they can reduce it”. Treat that as a bonus, not the baseline.

How to Avoid Losing Candidates During a Long Notice Period

This is where many hires fall over. Great candidates can get:

  • counter-offered

  • cold feet

  • approached by another employer

  • worn down by a slow onboarding process

Here’s what helps:

1) Move quickly once you’ve found “the one”

  • Tighten interview stages

  • Book diaries in advance

  • Give clear feedback within 24–48 hours

2) Keep them warm after offer

  • Weekly check-ins (short and friendly)

  • Share a simple onboarding plan

  • Introduce them to key people early (even informally)

3) Handle counter-offers properly

Counter-offers are common in PR, especially for strong performers.

A sensible approach:

  • Reconfirm why they wanted to move (role, culture, progression)

  • Keep it factual and calm

  • Don’t get dragged into a bidding war unless it’s truly worth it

4) Plan your internal cover

If you’re hiring because the team is stretched, you need a bridge:

  • redistribute accounts temporarily

  • bring in freelance support

  • adjust deliverables with stakeholders

What UK Hiring Managers Should Ask (Early) to Avoid Surprises

Add these to your first-stage questions:

  • What’s your contractual notice period?

  • Are you in probation?

  • Do you have any planned holidays?

  • Do you anticipate a counter-offer?

  • What start date would you be comfortable committing to?

It’s not pushy. It’s professional planning.

FAQ: Notice Periods in PR & Comms (UK)

1) What is the standard notice period for PR roles in the UK?

Most junior roles are 1 month. Mid-level can be 1–3 months, and senior roles are often 3 months.

2) Are notice periods longer in agencies or in-house?

It varies, but senior agency roles and senior in-house comms roles can both be 3–6 months, depending on responsibility and risk.

3) Can I ask a candidate to start before their notice period ends?

You can ask, but it’s usually not realistic unless they can negotiate an early release or use holiday.

4) How do I hire faster if notice periods are long?

Start earlier than you think, streamline interviews, and focus on passive talent quickly. Also consider interim cover.

5) Should I avoid candidates with 6 months’ notice?

Not automatically. If they’re the right person, it can still be worth it—just plan properly and keep them engaged.

Need to Hire in PR or Comms (and Want a Realistic Timeline)?

If you’re hiring and want an honest view of the market, notice periods, and what’s achievable, drop us a line.

Email hello@prcrowd.co.uk and we will sense-check your brief / timeline, and tell you what we are seeing in the UK PR & comms market right now.

Gavin Watson