When the working relationship between an employer and an employee comes to an end, whether through termination or resignation, the notice period serves as a crucial transition phase. Legally, it provides both parties with the necessary time to fulfil their obligations, ensure a smooth handover, and avoid abrupt disruptions to the business or the individual’s career. However, beyond the legal framework, there’s a moral and ethical dimension to consider. A fair notice period respects the contributions of the employee, allowing them time to seek new opportunities, while also ensuring the employer can plan accordingly to fill the gap left by their departure. Balancing these aspects is key to maintaining professional integrity and trust, even at the end of the employment journey.
Employers intending to dismiss employees, as well as employees planning to resign, are required by law to provide written notice in advance. The length of this notice period is determined by the employee’s tenure at the workplace.
Advanced Notice Periods
The required notice period is calculated based on the employee’s tenure at the workplace. When calculating tenure, periods during which employees are entitled to be absent from work due to pregnancy, childbirth, including fertility treatments or in-vitro fertilisation, are considered. However, periods of unpaid leave, which are not defined by law as affecting rights dependent on tenure, such as unpaid maternity leave, are excluded. For more details on employee rights regarding pregnancy and childbirth, click here.
For Salaried Employees (paid monthly or over a longer period):
- Employees who have completed at least one year of work (12 months or more) are entitled to a notice period of one calendar month.
- Employees who have not completed a full year of work are entitled to one day of notice for each of the first six months of employment, and 2.5 days for each subsequent month, up to a maximum of three weeks.
For Wage Employees (paid daily or hourly):
- In the first year of employment – one day of notice for each month worked.
- In the second year of employment – 14 days of notice, plus one day for every additional two months of work beyond the second year.
- In the third year of employment – 21 days of notice, plus one day for every two months worked during the third year.
- After the third year of employment – one calendar month of notice.
Employees are entitled to a longer notice period than stipulated by law if this is specified in the employment agreement. However, it is not possible to set a shorter notice period for terminations than that set by law. Also, a longer notice period cannot be established in the case of resignation according to the law.
For information on ending employment relationships for foreign workers and special instructions in the caregiving sector, you can find details on our page about foreign worker rights.
