In order to dismiss a worker, an employer usually has to follow a set of legally mandated procedures, such as providing notice. Convention No. 158 provides that the “worker whose employment is to be terminated shall be entitled to a reasonable period of notice or compensation in lieu thereof, unless he is guilty of serious misconduct” (Art.11). The purpose of this obligation is to lessen the negative effects of an immediate termination of a person’s employment.” Such notice is also intended to enable the worker to prepare for the upcoming job loss and to allow job search. Recommendation No. 166 additionally provides that, during the period of notice, the worker should be entitled to a reasonable amount of time off without loss of pay at times that are convenient to both parties, so that the worker may look for other employment (para. 16). The specific length of the notice period is left to be determined by national practice.

Recommendation No. 166 also identifies procedures that may be followed prior to, or at the time of, termination. For example, it provides that the employer should notify a worker in writing of a decision to terminate employment, and that the worker should, on request, be entitled to receive a written statement from the employer of the reason or reasons for termination (paras. 12 and 13). The Recommendation envisages the possibility of employers consulting workers’ representatives before a final decision is taken on individual cases of termination of employment (para. 11). Workers must also normally have the right to appeal before an impartial body, such as a court, labour tribunal, arbitration committee or arbitrator (C. 158, Art.8).

Show data for

Approximately 80% of EPLex countries require a written notification to the worker to be dismissed

  • Written notification required
  • No specific form required
  • No data

Procedural requirements for individual dismissals

Year(s) Country Country Remark Region Notification to the worker to be dismissed Notification to the worker to be dismissed Remark Pay in lieu of notice Pay in lieu of notice Remark Notification to the public administration Notification to the public administration Remark Notification to workers' representatives Notification to workers' representatives Remark Approval by public administration or judicial bodies Approval by public administration or judicial bodies Remark Approval by workers' representatives Approval by workers' representatives Remark
2013 Afghanistan Afghanistan Asia
no specific form required
no specific form required Art. 23(4) LC provides for the employer's obligation to notify the employee of his/her dismissal within 1 month but does not specify the form of such notification. N N Y
Y Art. 25(1) LC: The employer is required to provide a list of employees who have been dismissed on any legal ground (conduct, capacity, economic reasons - see "valid grounds") to the Ministry of Labour and Social Affairs or its provincial offices. This list which aims at assisting employees in job placement shall indicate the work experience, qualification, speciality, and skills of each employee. N N N N N N
2019 Algeria Algeria Africa
written
written Any disciplinary dismissal (summary dismissal for serious misconduct) shall be notified in writing (Art. 73-2 LRA). A prior oral interview is also required.
The law does not specify the form of notification for dismissals based on economic grounds.
However, under the Collective Framework Agreement (CFA) of 2006, the dismissal decision shall be notified to the employee in writing (art 66 CFA). The CFA also requires the employer to conduct an oral interview with the employee prior to any dismissal not resulting from a workforce reduction (art. 64 CFA).
_______________________________
Tout licenciement disciplinaire (licenciement sans préavis pour faute grave) doit être notifié par écrit (art. 73-2 LRA). Une entrevue orale préalable est également requise. La loi ne précise pas la forme de notification pour les licenciements fondés sur des motifs économiques.
Toutefois, en vertu de la convention collective (CCT) de 2006, la décision de licenciement doit être notifiée par écrit à l'employé (art. 66 CCT). La Convention collective exige également que l'employeur tienne une entrevue orale avec l'employé avant tout congédiement ne résultant pas d'une réduction d'effectifs (art. 64 CCT).
Y
Y Art. 73-6 LRA.
N N N N N N N N
2013 Angola Angola Africa
written
written - Individual economic dismissal: art. 232 GLA.
- Disciplinary dismissal: art. 52(2) GLA.
Y
Y Art. 234(3) GLA: Pay in lieu of notice for individual economic dismissal.
No notice for disciplinary dismissal.
Y
Y - Individual economic dismissals (= those concerning less than 5 workers):
Notification to and authorization from the provincial office of the Ministry of Labour is required only if the employees' representatives oppose the dismissal(s). (art. 231 GLA)

- Disciplinary dismissals: no such prior notification to the administration.

The authorization of the General Labour Inspectorate is however, always required for any disciplinary or economic dismissal which affects a protected worker ( war veteran, minor, women covered by the maternity protection and workers with a limited occupational disability degree of 20% or above ( see arts. 227(3), 233(3), 244(3), 278, 288 GLA).
Y
Y - Individual economic dismissal (= those concerning less than 5 workers):
The workers' representatives body shall be notified of the employer's intention to carry out the dismissals and provided with a written statement indicating in detail the reasons for the dismissal, the number of workers affected, possibility of transfer to other similar positions (art. 231 GLA).

- Disciplinary dismissals: no such notification required. However, the employee has the right to be assisted by another employee or a member of the trade union to which he or she is affiliated during the preliminary interview (art. 50(2) GLA). If the employee is a trade union member or a workers' representative, a copy of the dismissal notice shall be sent to the trade union or the representative body concerned.
N N - Individual economic dismissals (= those concerning less than 5 workers): The labour administration will not be involved if the employee's representatives approve the dismissal.
However, if the employees' representatives oppose the dismissal(s) and the employer maintain his/her decision to carry out the dismissal(s), he/she shall obtain the authorization form the provincial office of the Ministry of Labour which shall issue a decision within 10 days of the submission of the employer's request. In case the employer's request is rejected by the provincial office, the employer can still challenge the office's decision before the competent national director of industrial relations who will issue a final decision within 15 days.
- Disciplinary dismissals: no approval by the administration.

- The authorization of the General Labour Inspectorate is always required for any disciplinary or economic dismissal which affects a protected worker (war veteran, minor, women covered by the maternity protection and workers with a limited occupational disability degree of 20% or above ( see arts. 227(3), 233(3), 244(3), 278, 288 GLA).
Y
Y - Individual economic dismissal (= those concerning less than 5 workers):
The workers' representatives body shall be notified of the employer's intention to carry out the dismissals and provided with a written statement indicating in detail the reasons for the dismissal, the number of workers affected, possibility of transfer to other similar positions. The employee's representatives must issue a substantiated written decision within 7 days opposing or accepting the dismissal in which they analyse the reasons and the measures invoked by the employer and may suggest practical solutions.
If they accept the dismissal, it will be carried out according to the agreed terms.
If they oppose the dismissal and the employer maintain his/her decision to carry out the dismissal, he/she shall obtain the authorization form the provincial office of the Ministry of Labour (art. 231 GLA).

- Disciplinary dismissals: no approval required.
2018 Antigua and Barbuda Antigua and Barbuda Americas
no specific form required
no specific form required The LC does not specify whether the employer's notice of termination shall be written or not (see. sec. C9 LC).
The employer is however required to furnish a written statement indicating the precise reason for the termination, upon a request by the employee within seven days of termination or notice thereof (sec. C10 LC as amended by sec. 8 LCA).
Y
Y See sec. C9(4) LC.
N N N N N N N N
2018 Argentina Argentina The notice period requirements do not apply to dismissals for "just cause".
The only procedural requirement for dismissal for "just cause" is the submission of written notice of the fact of dismissal with a clear indication of the grounds invoked for the termination of the contract. There is no legally prescribed time limit for the submission of this notice.
Americas
written
written Art. 235 LCL. Y
Y Art. 232 LCL. N N Decree 1043/2018 ( 12/11/2018) establishes the following temporary provisions:
ARTÍCULO 6°.- Establécese, hasta el 31 de marzo de 2019, un procedimiento por el cual los empleadores, antes de disponer despidos sin justa causa de trabajadores con contratos de trabajo por tiempo indeterminado, deberán comunicar la decisión al MINISTERIO DE PRODUCCIÓN Y TRABAJO con una anticipación no menor a DIEZ (10) días hábiles previo a hacerla efectiva.
ARTÍCULO 7°.- El MINISTERIO DE PRODUCCIÓN Y TRABAJO, de oficio o a petición de parte, podrá convocar al empleador y al trabajador junto con la asistencia gremial pertinente, a fin de celebrar durante el plazo fijado en el artículo 6° del presente, las audiencias que estime necesarias para considerar las condiciones en que se llevará a cabo la futura extinción laboral.
ARTÍCULO 8°.- El incumplimiento de lo establecido en el presente capítulo dará lugar a la aplicación de las sanciones previstas en el Anexo II de la Ley N° 25.212 y sus modificatorias.
ARTÍCULO 9°.- Exceptúase del procedimiento establecido en el presente capítulo, al personal de la Industria de la Construcción, contratado en los términos de la Ley N° 22.250.
Source: http://servicios.infoleg.gob.ar/infolegInternet/anexos/315000-319999/316286/norma.htm
N N N N N N
2018 Armenia Armenia Europe
written
written Art. 115 LC Y
Y Art. 115 LC - in case of non-respect of the notice period, the employer must compensate the worker for each day of the notice period on the basis of worker' average wage. N N N N N N Art. 119 provides that any elected representative of workers may be dismissed only with the prior consent of representative body of workers. N N
2019 Australia Australia Asia
written
written s117(1) FWA: "an employer must not terminate an employee's employment unless the employer has given the employee written notice of the day of the termination". Y
Y s117(2) b) FWA. N N N N N N N N
2016 Austria Austria Europe
no specific form required
no specific form required No specific form required in the legislation.
N N No statutory provision.
ILO country profile - termination of employment - on Austria: In current court practice, when the mandatory notice period is not respected, the dismissal is treated as an "unfounded premature dismissal" and the employee is entitled to wages he would have received had the regular notice period been respected.
N N Y
Y Sec. 105 (2) WCA
Prior notification to and consultation with the works council, which has 5 days to react. Whether or not the council has objected to the dismissal or has dealt with the case on time affects the possibilities to lodge an appeal, but does not prevent the dismissal from taking effects.
N N N N
2019 Azerbaijan Azerbaijan Europe
written
written Art. 75 LC provides that the employer has to comply with the employment contract in writing. No further explicit provision in the LC stating that the notification has to come in writing. Y
Y Art. 77 (4) LC N N N N N N N N However, according to Art. 80 LC, the employer has to obtain the authorization of the trade union to dismiss a member of that trade union.
2017 Bangladesh Bangladesh Asia
written
written - Retrenchment: sec. 20(1) LA
- Dismissal (on the ground of serious misconduct): sec. 24 LA
- Termination by the employer with notice without a cause: sec. 26(1) LA.
Y
Y The employer can opt for paying the wages for the period of notice in the following cases:
- Retrenchment (sec. 20(1) LA)
- Termination by the employer without a cause (that is termination by the employer otherwise than by dismissal (conduct-related), discharge (capacity-related) or retrenchment) (sec. 26(3) LA)
N N Except in the event of an economic dismissal (retrenchment): sec. 20(2)b) LA, dealt below under "Procedural requirement for collective dismissals for economic reasons".
The Labour Inspection must be immediately notified in case of dismissals of workers due to illegal strikes. Otherwise there are no notification obligations (sec. 25(1) Labour Rules, 2015).
N N Except in the event of an economic dismissal (retrenchment): sec. 20(2)b) LA, dealt below under "Procedural requirement for collective dismissals for economic reasons". N N N N
2019 Belgium Belgium Europe
written
written Art. 37 (1) and 37 (2) para. 1 ECA Y
Y Art. 39 (1) ECA
N N N N Except for protected workers. N N N N
2017 Bolivia Bolivia Americas
no specific form required
no specific form required Y
Y Art. 12 of the Labour Code N N N N N N N N
2018 Botswana Botswana Africa
written
written Sec. 18 (5) of the EA : Subject to the notice period specified in the employment contract, a written notice of intention to terminate the contract shall be given to the employee on a working day that will be included in the notice period. . However, it may also be given orally by either party if he is illiterate. See sec. 26 EA for conditions under which an employer may terminate an employment contract without notice. Y
Y Sec. 19 (a) of the EA. either party to a contract of employment may terminate the contract without giving such notice by paying to the other party a sum equal to the amount of basic pay which would otherwise have accrued to the employee during the minimum lawful period of such notice. Y
Y Sec. 25(2) of the EA: when an employer forms an intention to terminate contracts of employment for the purpose of reducing the size of his work force, he shall forthwith give written notice of that intention to the Commissioner.

A "Commissioner" means in the EA the Commissioner of Labour referred to in section 3 or any person acting in or lawfully performing the functions of his office.
N N N N N N
2019 Brazil Brazil Americas
no specific form required
no specific form required Y
Y Art. 487(1) CLL: If the employer fails to give due notice, the employee is entitled to his or her wages for the period of notice, and that period is always deemed to be included in the period of employment. N N No prior notification as such.
(Art. 477 (1) was derogated by Law 13467, 2017)
N N N N N N
2019 Bulgaria Bulgaria Europe
written
written Art. 328 (1) LC Y
Y Art. 220 LC N N N N N N However pursuant to art. 333 (1) LC, prior consent of the labour inspectorate is required :
1) when the dismissal is based on certain grounds: partial closing down of the enterprise or staff cuts, lack of the qualities required for the performance of the work, lack of qualification following changes in the requirements for the job, disciplinary dismissals
and
2) for workers benefiting from special protection: mothers of children under 3 years, women whose husband are serving their compulsory military service, employees with reduced capacity for work who have been reassigned and disabled persons, employees suffering from certain diseases.

For pregnant women, prior consent of the labour inspectorate is required in case of disciplinary dismissal (art. 333 (5) LC).
N N
2019 Burkina Faso Burkina Faso Africa
written
written Art. 65 LC Y
Y Art. 68 LC N N Exept in the case of a dismissal of a workers' representative: Art. 314 LC. N N N N However, such approval is mandatory in the event of a dismissal of a workers' representative: art. 314 LC. N N
2017 Cambodia Cambodia Asia
written
written Y
Y Art. 77 LC. Y
Y Art. 21 LC : compulsory written notification to the Ministry of Labour every time an employer hires or dismisses a worker. N N N N Except for worker's representatives: art. 293 LC. N N
2019 Cameroon Cameroon Africa
written
written Art. 34 (1) LC Y
Y Art. 36(1) LC N N Exceptions:
Notification is mandatory prior to any:
* individual dismissal on economic grounds (art 40 (6) LC)
* dismissal of a worker's representative (art. 130 LC).
N N Exception:
Notification is mandatory prior to any individual dismissal on economic grounds: art. 40 (3) and (6) LC.
N N Exception: any dismissal of a worker's representatives shall be approved by the competent administrative authority: art. 130 LC and 40(7) LC.
N N
2012 Canada (Federal only) Canada (Federal only) Americas
written
written Sec. 230(1)a) CLC. Y
Y Sec. 230(1)b) CLC. N N N N However, notification to the trade union is foreseen by sec. 230(2) CLC in one specific situation namely where an employee bound by a collective agreement and whose position becomes redundant is authorized to displace an employee with less seniority. In that case, the employer must give at least two weeks' notice in writing to the trade union and the employee whose position becomes redundant and post a copy of the notice in a conspicuous place within the industrial establishment in which the employee is employed. Alternately, the employer may, as a result of the redundancy of the position, terminate the employment provided that he or she gives two week's wages to the employee. N N N N
2019 Central African Republic Central African Republic Africa
written
written Art. 138 LC. Y
Y Art. 151 LC. N N Except in the event of a dismissal of a workers' representative for which prior authorization of the Labour Inspector is required: Art. 89 LC. N N N N Except in the event of a dismissal of a worker's representatives for which prior authorization of the Labour Inspector is required: Art. 89 LC. N N
2018 Chile Chile Americas
written
written See art. 161 and 162 LC. Y
Y - Economic dismissal: art. 162 LC
- Desahucio: art. 161 LC
Y
Y Notification to the Labour Inspectorate, at the time the worker receives the dismissal notice is required for any type of dismissal.
* Conduct-based dismissal: art. 162
* Dismissal based on the requirements of the undertaking: art. 162 LC.
* Dismissal without cause in the cases established in article 161 (desahucio): art. 161 LC.
N N N N However, judicial authorization is required when the employer intends to dismiss workers who benefit from the "fuero laboral" (art. 174 LC - see special protection) N N
2017 China China Asia
written
written Art. 40 ECL. Y
Y Art. 40 ECL. N N Y
Y Art. 43 ECL. N N N N However, according to art. 43 ECL, if the employer has violated the laws, administrative regulations, or provisions of the employment contract, the trade union has the right to demand that the employer rectifies the matter. The employer shall consider the trade union's opinion and notify it in writing on how it handled the matter.
2019 Comoros Comoros Africa
written
written Article 48 of the Labour Code Y
Y Article 52 of the Labour Code (former art. 54). [Note: article 52 of the new LC now explicitly uses the term "compensation in lieu of notice" to refer to such payment]. N N However, any dismissal of a worker's representative shall be notified to and approved by the Labour Tribunal (article 203 of the Labour Code [former art. 183]). N N N N However, any dismissal of a worker's representative shall be notified to and approved by the Labour Tribunal (article 203 of the Labour Code [former art. 183]). N N
2019 Congo, Democratic Republic Congo, Democratic Republic Africa
written
written Art. 76 LC. Y
Y Art. 63 LC. Y
Y The LC only requires the employer to notify the administration in event of an economic dismissal (art. 78 LC).
New in April 2010:
However, the new Ministerial Order No. 006/CAB/PVPM/ETPS/2010 regulating the procedures for reporting hiring and termination of a worker of 1 st April 2010 provides that the employer shall report any termination of a worker for whatever reasons to the regional office of the labour inspection and the regional office of the national employment agency within 48 hours (art. 1). Note that the same procedure applies to hiring a worker.
N N Except in case of economic dismissals (art. 78 LC). N N N N
2019 Côte d'Ivoire Côte d'Ivoire Africa
written
written Art. 18.4 LC. Y
Y L'article 18.7 du Code du travail dispose que "toute rupture de contrat à durée indéterminée, sans préavis ou sans que le délai de préavis ait été intégralement observé, emporte obligation, pour la partie responsable, de verser à l'autre une indemnité dont le montant correspond à la rémunération et aux avantages de toute nature dont aurait bénéficié le travailleur durant le délai de préavis qui n'a pas été effectivement respecté. (...)". N N Sauf dans le cas du licenciement d'un délégué du personnel (Art. 61.8 LC) ou dans le cas d'un licenciement pour motif économique de plus d'un travailleur (art. 18.11 et seq. LC).
_____________
In English:
Except in the case of a dismissal of a workers' representative (Art. 61.8 LC) or in the case of a dismissal for economic reason of more than one worker (Art. 18.11 et seq. LC).
N N Sauf dans le cas d'un licenciement pour motif économique de plus d'un travailleur (art. 18.11 et seq. LC).
_____________
In English:
Except in the case of a dismissal for economic reason of more than one worker (Art. 18.11 et seq. LC).
N N Sauf dans le cas du licenciement d'un délégué du personnel (Art. 61.8 LC).
_____________
In English:
Except in the case of a dismissal of a workers' representative (Art. 61.8 LC).
N N
2012 Cyprus Cyprus Europe
written
written Sec. 9(5) TEA. Y
Y Sec. 11 TEA. N N N N N N N N
2010 Czech Republic Czech Republic Europe
written
written Sec. 50(1) LC N N N N Y
Y Sec. 61 (1) LC. Notification is mandatory in both cases of ordinary dismissal and immediate termination (serious misconduct). N N N N However, according to sec. 61 (2), (3), (4) LC approval by the trade union is requested when the dismissal or the immediate termination concerns a trade union member. In the absence of consent, such dismissal is void unless ruled otherwise by the Court.
2017 Denmark Denmark With regards to blue-collar workers, the notice period is not provided in the law but in individual or collective agreements. Europe
written
written Sec. 2 (7) ESEA. N N N N N N N N N N
2017 Egypt Egypt - Under the LL, as amended in 2008, there is a special procedure for dismissal on disciplinary grounds.
Where a worker is accused of an offence for which the appropriate disciplinary penalty is dismissal, the employer must, before deciding to dismiss him/her, submit a request to do so to the Labour Court which can either grant authorization or refuse the dismissal. The decision shall be taken within 15 days. (art. 68, 69, 71 LL as amended in 2008).
- This procedure is not applicable to a dismissal based on the worker's inefficiency which is governed by specific regulations (see art. 110 LL)
Africa
written
written Art. 110 LL. Y
Y See art. 118 LL. N N N N Y
Y Before dismissing a worker on disciplinary grounds (listed in art. 69 LL), the employer needs to submit a request to the Labour Court which shall decide on the worker's dismissal within 15 days from the date of the first session (art. 71 LL, as amended in 2008). [Note that prior to the adoption on the 2008 amendment, the decision to dismiss a worker as a sanction for serious misconduct was not taken by the Labour Court but a special committee established by the 2003 LL for these purposes and which consisted on two judges, the head of the concerned Directorate of Manpower or his/her representative, a representative of the Federation of Egyptian Trade Unions; and a member of a concerned employers' organisation).

N N
2010 El Salvador El Salvador There are no statutory notice periods to be observed in the event of dismissal. Americas
no specific form required
no specific form required Art. 55 LC: The dismissal must be communicated to the worker by the employer or by his/her representatives, otherwise it is considered null and void, except when a written letter of dismissal signed by the employer or his/her representatives is delivered to the employee.

However, note art. 60. At the end of any contract, whatever the cause that motivated its termination, the employer must give written notice to the employee expressing: 1) starting and termination date of its work 2) type of work undertaken 3) last salary earned.
If the worker demands so, it can also include: 4) description of the worker’s efficiency and behaviour 5) reason of termination of contract.
Note that: it is not the official notification of the worker’s dismissal, it is rather a complementary document to the end of the contract.
N N N N N N N N However, prior authorization from the competent jurisdictional authority is required for the dismissal of a worker covered by trade union immunity (art. 248 LC and 47 of the Constitution). N N
2017 Estonia Estonia Europe
written
written Art. 95(1) ECA. Y
Y Art. 100(5) If an employer or an employee gives advance notice of cancellation later than provided by law or a collective agreement, the employee or the employer has the right to receive compensation to the extent to which they would have had the right to obtain upon following the term of advance notice. N N N N No general obligation to notify the employees' representatives except if the employer intends to dismiss an employee's representative. Art. 94 ECA provides that before terminating an employment contract with the employees' representative, an employer must seek the opinions of the trade union or the employees who elected him/her the person to represent them or the trade reasonably union. The employer is required to take that opinion reasonably into account and to provide justification if he/she disregards the employees' opinion. N N N N
2013 Ethiopia Ethiopia Africa
written
written Art. 34 (1) LP. Y
Y See art. 44 (under the section concerning "Effects of the unlawful termination of contract of employment): non-compliance by the employer with the notice requirements shall only result in the payment by the employer of wages in lieu of the notice period. N N N N N N N N
2019 Finland Finland Europe
no specific form required
no specific form required Sec. 4, chap. 9, ECA: A notice on termination of an employment contract shall be delivered to the employer or its representative, or to the employee, in person. If this is not possible, the notice may be delivered by letter or electronically.
However, if so requested by the employee, the employer must notify the employee without delay in writing of the date of termination of the employment contract and of the grounds for termination or cancellation known by the employer to have caused the termination (sec. 5, chap.9 ECA).
Y
Y Sec. 4, chap. 6, ECA. N N Section 3a has been repealed by Act 204/2017.

See also sec. 48 of the ACU, applicable only to undertakings employing at least 20 workers: When the employer proposes measures that may lead to termination (on economic grounds), he or she should also inform the employment office.
N N However, according to the Act on Co-operation within Undertakings (2007), notification to worker's representatives and negotiation are compulsory when the dismissal affects a single worker provided such dismissal is based on financial and productive grounds, and the undertakings employs at least 20 workers. (see sec. 44-53 ACU) N N N N
2012 France France Europe
written
written Letter of notification: art. 1232-6 LC.
(Mandatory oral interview prior to written notification with possible representation by an adviser: art. L 1232-2 LC.)
Y
Y Art. 1234-5 LC N N N N N N N N
2019 Gabon Gabon Africa
written
written Art. 51 LC, as amended in 2010 by Order No. 018/PR/2010: written notification to attend an oral interview.
Art. 53 LC: dismissal letter.
Y
Y Art. 69 LC. N N Except for any:
* Individual dismissal based on economic grounds: Art. 56 LC;
* Dismissal of a pregnant woman and women on maternity leave: Art. 170 LC;
* Dismissal of a workers' representative: Art. 294 LC.
N N However, such notification is mandatory in case of any individual dismissal based on economic grounds: Art. 59 LC. N N However, approval by the administration is required for any:
* Individual dismissal based on economic grounds: Art. 56 LC;
* Dismissal of a pregnant woman and women on maternity leave: Art. 170 LC;
* Dismissal of a workers' representative: Art. 294 LC.
N N
2017 Georgia Georgia Europe
no specific form required
no specific form required N N N N N N N N N N
2017 Germany Germany Europe
written
written Sec. 623 CC N N N N Except for pregnant women, employees on parental leave or disabled employees. Y
Y Sec. 102 Works Constitution Act: the works council must be consulted before every dismissal and can, on the basis of legally specified grounds, object to a dismissal.
However, the validity of the dismissal does not depend on the council's approval. As a consequence of the council's objection and if the employee has challenged the dismissal before the labour court, he will be entitled to continuation of employment during the pending procedure.
N N Except for pregnant women, employees on parental leave or disabled employees. N N Sec. 102 Works Constitution Act: the works council must be consulted before every dismissal and can, on the basis of legally specified grounds, object to a dismissal.
However, the validity of the dismissal does not depend on the council's approval. As a consequence of the council's objection and if the employee has challenged the dismissal before the labour court, he will be entitled to continuation of employment during the pending procedure.
2013 Ghana Ghana Africa
written
written Art. 17(3) LA: Notice of termination must be in writing. Y
Y Art. 17 (1) and 18 (4) LA. N N N N N N N N
2019 Greece Greece Europe
written
written Art. 1 Act 2112/1920


Y
Y Act No. 2112/1920, art. 3. Y
Y The employer has the obligation to inform the OAED (Greek Manpower Employment Organization) within 8 days from the date of the dismissal (art. 9 Act No. 3198/1955). N N N N Except for workers enjoying a special protection. N N
2012 Honduras Honduras Americas
written
written Art. 117 LC: The party which unilaterally terminate the employment contract must give the other party a written notice. However, if the contract was concluded orally, the notice of termination can also be delivered orally. In any cases, the notice must indicate the reason for terminating the employment contract.


Y
Y See arts. 116 and 118 LC. N N N N N N Except in the event of a dismissal of a protected worker (pregnant women and members of the board of directors of a trade union) whose dismissal must be authorized by a labour judge and/or the labour inspector (see arts. 124, 144, 145, 516 LC). N N
2019 Hungary Hungary Europe
written
written •Sec. 22(3) of the LC N N N N N N • See above: protection of workers' representatives against dismissals. N N N N • See above: protection of workers' representatives against dismissals.
2019 India India Asia
written
written Sec. 13 MOS
Also IDA – section 25F (chapter V-A) and 25N (chapter V-B)
Y
Y Sec. 13(1) MSO provides for the one month's pay in lieu for the monthly rated worker and two month's pay in lieu for other workers under the permanent contract. Workers under fixed term contract, probationary period or badli are not entitled to pay in lieu (sec. 13(2) MSO) N N N N Y
Y Sec. 25N IDA (applicable only to industries with 100 or more workers) prescribes for the prior permission of the appropriate Government in case of the retrenchment of the worker who has been in continuous service with the employer for not less than one year. N N
2019 Indonesia Indonesia The Indonesian termination system is not based on notice but on prior bipartite negotiations and if they fail, on mediation by the administration and eventually judicial settlement. Asia
no specific form required
no specific form required Before terminating the employment relationship, an employer is required to negotiate with the workers' organization concerned, or with the non-unionised worker directly, with a view to reaching agreement.
Art. 151 (3) and 152 MA require that when negotiation fails between parties, decision on the termination will be taken by the institution for the settlement of industrial relations disputes. Since the entry into force of the Act No 2/2004 [IRDSA], the old institutions for the settlement of industrial relations disputes were dismantled and replaced by new mechanisms. As a result, the administration now only acts as a mediator if the parties fail to reach an agreement on the termination. The Industrial Relations Court will hear the dispute if no agreement was found during the mediation phase
N N N N Art. 151 (3) and 152 MA require that when negotiation fails between parties, decision on the termination will be taken by the institution for the settlement of industrial relations disputes. Since the entry into force of the Act No 2/2004 [IRDSA], the old institutions for the settlement of industrial relations disputes were dismantled and replaced by new mechanisms. As a result, the administration now only acts as a mediator if the parties fail to reach an agreement on the termination. The Industrial Relations Court will hear the dispute if no agreement was found during the mediation phase. Y
Y Art. 151(2) requires that termination be negotiated.
Negotiation will involve the worker's representative only if the employee belongs to a trade union (art. 151 (2) MA). If not, the negotiation will take place between the worker and employer.
Y
Y Art. 151 (3) and 152 MA require that when negotiation fails between parties, decision on the termination will be taken by the institution for the settlement of industrial relations disputes. Since the entry into force of the Act No 2/2004 [IRDSA], the old institutions for the settlement of industrial relations disputes were dismantled and replaced by new mechanisms. As a result, the administration now only acts as a mediator if the parties fail to reach an agreement on the termination. The Industrial Relations Court will hear the dispute if no agreement was found during the mediation phase. N N Art. 151(2) requires that termination be negotiated.
Negotiation will involve the worker's representative only if the employee belongs to a trade union (art. 151 (2) MA). If not, the negotiation will take place between the worker and employer.
2010 Iran, Islamic Republic of Iran, Islamic Republic of Asia
no specific form required
no specific form required No specific form prescribed in the LC.
Note however that termination of employment for continued violations of disciplinary rules requires previous written warnings (sec. 27 LC).
N N N N However, notification to the Ministry of Labour is compulsory in the event of a dismissal of a foreign worker, see sec. 125 LC:
"Sec. 125. Where, whatever the circumstances, an employment relationship between a foreign citizen and an employer is terminated, the employer shall notify the Ministry of Labour and Social Affairs thereof within 15 days. The foreign citizen shall surrender his work permit to the said Ministry against a receipt within 15 days. If necessary, the Ministry shall request the appropriate authorities to expel the foreign citizen from the country."
Y
Y N N No general obligation to obtain the prior approval of the administration.
However, the dismissal of an employee on the ground of continuous violations of the disciplinary rules or for negligence in performing his/her duties requires the assenting opinion of the Board of Inquiry and in units not covered by the Islamic Labour Council Act, or where no Islamic Labour Council or Guild Society has been set up or where there is no workers' representative.
Note that Islamic Labour Council must be established in workplaces engaged in production, industries, agriculture and services having over 35 permanent employees.
"The Board of Inquiry is composed of:
* (1) one representative of the Ministry of Labour and Social Affairs;
* (2) one representative of the workers to be selected and appointed by the Provincial Coordination Council of the Islamic Labour Councils;
* (3) one representative of the managers of industries, to be selected by the Provincial Centre of Employers' Guild Societies. (sec. 158 LC)"
Therefore, in cases where disciplinary dismissals are subject to the approval of the Board of Inquiry, the administration plays a role in authorizing the dismissal through the participation of one representative of the Ministry of Labour and Social Affairs in the Board.
Y
Y Termination on the ground of continued violations of disciplinary rules ground or for negligent performance requires the agreement of the Islamic Labour Council or the Guild Society. In units not covered by the Islamic Labour Council Act, or where no Islamic Labour Council or Guild Society has been set up or where there is no workers' representative, the termination of an employment contract shall be subject to the agreement of the Board of Inquiry (sec. 27 LC)
Note that Islamic Labour Councils must be established in workplaces engaged in production, industries, agriculture and services having more than 35 permanent employees.
2017 Italy Italy Europe
written
written Art. 2 Act 604/1966: as amended by art. 1.37 of the Act 92/2012.

As from Act 92/2012, reason of termination must be provided within the termination letter when the termination letter is served. Before Act 92/2012, the employee could request the justification within 15 days from the notification and the employer had 7 days to reply.
Y
Y Art. 2118 Civil Code Y
Y Since 2012, pursuant to Art.7, Law 604/1966 as amended by Art. 1.40 of Act 92/2012, employers with more than 15 employees (or five in the agricultural sector) in one production work unit, or more than one in the same municipality, and employers employing more than 60 workers wherever located, have to notify public bodies (Direzione Territoriale del Lavoro) when a dismissal for justified objective reason is contemplated, in order to attempt an amicable settlement between the parties.

Art. 7.4 of decree 76/2013 specified that this does not apply to dismissal connected to absence for work because of illness or injury or to other similar cases.
N N N N N N
2019 Japan Japan Asia
no specific form required
no specific form required No statutory provision on the form of notice. Y
Y Art. 20(1) LSA. N N N N No statutory obligation. However, prior consultation may be foreseen in a collective agreement between the employer and a trade union. N N Except for a dismissal without notice which is allowed if the continued operation of the undertaking becomes impossible because of a natural disaster or some other unavoidable cause or in the event of dismissal for reasons attributable to the employee. In such cases, an employer is obliged to obtain administrative approval from the head of the local Labour Standards Inspection Office. (art. 20 (3) LSL).
N N
2019 Jordan Jordan Arab States
written
written Art. 23 A) LL: "If one of the parties has intended to terminate the unlimited period work contract, then he shall notify the other party in writing of his intention of terminating the contract before one month at least, the notification shall not be cancelled except by the approval of both parties." Y
Y Art. 23 C) LL: "If the notification was provided by the employer, then the employer may exempt the employee from working during the period of notification [...] the employee shall be entitled to his/her wage for the period of notification in all such cases." N N N N N N N N
2019 Kazakhstan Kazakhstan Europe
written
written Art. 53 of the Labour Code N N Art. 53 of the Labour Code states that with the written consent of the worker the termination can be made effective before the expiration of the notice period.

Again not applicable to all situations (see above 'notice period').
N N N N Update as of 2016: Article 18 (2) of the Trade Union Law provides that the trade union can submit an opinion regarding the termination of the contract of its members. N N N N
2019 Korea, Republic of Korea, Republic of Asia
written
written Art. 27 LSA Y
Y Art. 26 LSA N N N N Except in case of dismissal for managerial reasons: art. 24 LSA. N N N N
2019 Kyrgyzstan Kyrgyzstan Europe
written
written Art. 85 LC Y
Y Art. 85 LC N N Art. 85 LC N N N N Art. 85 LC N N Art. 84 LC: The employer is not entitled to dismiss any workers' representative without prior approval by the relevant body representing workers of the enterprise.
2019 Lesotho Lesotho Africa
no specific form required
no specific form required Art. 65 LC: notice to terminate a contract may be either oral or written.

(See also art. 69 LC: The employer shall provide a written statement of the reason for dismissal either before dismissal, at the time of dismissal or within four weeks of the dismissal having taken effect).
Y
Y Art. 64 LC N N N N N N N N
2019 Luxembourg Luxembourg Europe
written
written See art. L 124-3 LC
No legal requirement for employers with fewer than 150 employees to hold an interview with the employee before dismissal.
Specific article concerning employers having at least 150 employees: art. L 124-2 LC.
________
Art. L. 124-3 du Code du travail:
(1) L’employeur qui décide de licencier doit, sous peine d’irrégularité pour vice de forme, notifier le licenciement au salarié par lettre recommandée à la poste. Toutefois, la signature apposée par le salarié sur le double de la lettre de licenciement vaut accusé de réception de la notification.
Art. L. 124-2 du Code du travail (tel qu'amendé par la loi du 23 juillet 2015):
(1) Lorsque l’employeur qui occupe cent cinquante salariés au moins envisage de licencier un salarié, il doit, avant toute décision, convoquer l’intéressé par lettre recommandée ou par écrit dûment certifié par un récépissé en lui indiquant l’objet de la convocation ainsi que la date, l’heure et le lieu de l’entretien. Copie de la lettre de convocation doit être adressée à la délégation du personnel. La lettre ou l’écrit de convocation à l’entretien préalable doivent informer le salarié qu’il a le droit de se faire assister lors de l’entretien préalable par un salarié de son choix appartenant au personnel de l’entreprise ou par un représentant d’une organisation syndicale représentative sur le plan national représentée au sein de la délégation du personnel de l’établissement. (...)
(2) Au cours de l’entretien, l’employeur ou son représentant est tenu d’indiquer le ou les motifs de la décision envisagée et de recueillir les explications du salarié ainsi que les observations de la personne qui l’assiste. (...)
Y
Y Art. L. 124-6 LC:
La partie qui résilie le contrat à durée indéterminée sans y être autorisée par l'article L. 124-10 ou sans respecter les délais de préavis visés aux articles L. 124-4 et L. 124-5 est tenue de payer à l'autre partie une indemnité compensatoire de préavis égale au salaire correspondant à la durée du préavis ou, le cas échéant, à la partie de ce délai restant à courir.
N N N N N N N N
2017 Macedonia, The Former Yugoslav Republic of Macedonia, The Former Yugoslav Republic of Europe
written
written Art. 74(1) LRA. See also art. 85 LRA. Y
Y The employer and the employee may agree on the payment of a lump sum instead of observing the notice period. N N N N However, such notification is required in order to dismiss a trade union representative (art. 200(3) LRA). N N N N No general approval required. However, in order to dismiss a trade union representative, the employer shall first obtain the prior approval of the trade union. In case the trade union does not approve the dismissal, such approval can be obtained through a court decision (art. 200 LRA).
2019 Madagascar Madagascar Africa
written
written Art. 21 LC and Art. 4 of Decree No 2007-009 of 9 January 2007 establishing the conditions and the duration of the notice period to be observed when terminating an employment contract of indefinite duration. Y
Y Art. 18 LC and Art. 9 Decree No 2007-009 of 9 January 2007 establishing the conditions and the duration of the notice period to be observed when terminating an employment contract of indefinite duration. N N However, when an employer intends to dismiss a workers' representative, a trade union officer or a member of the works council, he or she shall obtain the authorization to do so from the Labour Inspector (see Arts. 152, 156 and 165 LC). N N N N However, when an employer intends to dismiss a workers' representative, a trade union officer or a member of the works council, he or she shall obtain the authorization to do so from the Labour Inspector (see Arts. 152, 156 and 165 LC). N N
2019 Malawi Malawi Africa
written
written Art. 29(1) EA Y
Y Art. 30 (2) EA N N N N N N N N
2018 Malaysia Malaysia Asia
written
written Sec. 12 (4) EA. Y
Y Sec. 13 (1) EA. N N N N N N N N
2010 Mexico Mexico Americas
written
written Art. 47 FLA: written notification with the effective date of the dismissal and the reasons for dismissal. If the worker refuses such notification, the employer shall inform the Board of Conciliation and Arbitration.
If the employer fails to observe this requirement, the dismissal can be considered unjustified.
N N N N However, when the employee fails to accept the dismissal notification, the employer shall notify the Board of Conciliation and Arbitration (art. 47 FLA).
N N N N N N
2017 Moldova, Republic of Moldova, Republic of Europe
written
written Art. 184 LC N N N N N N Except in case of dismissal of a trade union member or representatives (art. 87 LC). N N N N Except for:
* a dismissal of trade union members on certain grounds,
* any dismissal of trade union representatives (art 87 LC).
2017 Mongolia Mongolia Asia
written
written This can be inferred from art. 43.3 LC: the employer shall provide the dismissed employee with the dismissal decision. N N N N N N N N N N
2017 Montenegro Montenegro Europe
written
written Art. 143c(1)(2) LL.
Note: following the 2011 amendments, the relevant article numbers have changed but not their content.
Y
Y Art. 144(2)(3) LL. N N N N Except in the event of a disciplinary dismissal of a trade union member (see art. 143b(4) LL - introduced in the LL in December 2011) N N N N
2019 Morocco Morocco Africa
written
written * Disciplinary dismissal, mandatory procedural requirements:
Prior oral interview with possible representation by a workers' representative followed by a written decision: Art. 62 and 63 LC
*Art. 44 LC applicable to any dismissal.
Y
Y Art. 51 LC Y
Y Disciplinary dismissals: Art. 64 LC.
Individual economic dismissals: Art. 67 LC.
N N Except in case of an individual economic dismissal: Art. 66 LC. N N Except in case of individual dismissal on economic grounds (Art. 67 LC) and dismissal of worker's representatives (Art. 457 LC). N N
2019 Namibia Namibia Africa
written
written Sec. 30(3) LA provides that notice of termination must be given in writing, stating the reasons for termination, if the termination is by the employer, and the date on which the notice is given, which may be:
(a) on any working day in respect of an employee who has been employed for four weeks or less
(b) on or before the last working day of the week in respect of an employee has been employed for more than four weeks but less than a year; and
(c) on the first or the 15th of the month in respect of an employee who has been employed for over a year.
Y
Y Sec. 31(1) LA provides that instead of giving an employee notice in terms of section 30, an employer may pay the employee the remuneration the employee would have received, if the employee had worked during the period of notice. N N Except in the event of redundancy (see under "Collective dismissals for economic reasons"): art. 34 LA. N N Except in the event of redundancy (see under "Collective dismissals for economic reasons"): art. 34 LA. N N N N
2019 Netherlands Netherlands Europe
no specific form required
no specific form required Art. 7:672(1) CC: Notice of termination shall be given at the end of the month, unless another day has been designated for this purpose by written agreement or by custom (so called “aanzegdag”). Y
Y If an employee is terminated before the notice period ends, the employer must pay him or her the wage he or she would have received until the end of the notice period, Art. 7:672 (10) CC.

The court can decide to lower this compensation payment, if it considers this to be fair in view of the circumstances, on the understanding that the compensation may not be less than the monetary wage over the notice period referred to in Art. 7:672 (2) CC, nor less than the monetary wage for three months.
Y
Y If an employer intends to dismiss an employee, (except in case of summary dismissal), he shall either first turn to the Court to obtain the judicial rescission of the contract, in case of dismissals based on the employee's conduct or capacity (Art. 7:671a CC) or to an administrative body: the UWV WERKbedrijf (former CWI) (Art. 7:671a CC), in case of economic dismissals or dismissals based on long-term sicknesses.
On the procedure to be followed, see Art. 7:671a and 7:671b CC.
N N Y
Y Approval by the administration is required only if the employer has to turn to the UWV WERKbedrijf (former CWI) to obtain a dismissal permit (see above, Art. 7:671a CC). On the procedure to be followed, see Art. 7:671a CC.
Alternatively he must turn to the Court to obtain the judicial rescission of the contract (see Art. 7:671b CC
N N
2019 New Zealand New Zealand An employer is required to adhere to the requirements of procedural fairness and reasonableness and the principles of natural justice in order for a dismissal to be justified. See Sec. 103A ERA.
Procedural fairness is assessed by the court on a case-by-case basis.

Section 103A ERA -Test of justification:
(1) For the purposes of section 103(1)(a) and (b), the question of whether a dismissal or an action was justifiable must be determined, on an objective basis, by applying the test in subsection (2).
(2) The test is whether the employer’s actions, and how the employer acted, were what a fair and reasonable employer could have done in all the circumstances at the time the dismissal or action occurred.
(3) In applying the test in subsection (2), the Authority or the court must consider—
(a) whether, having regard to the resources available to the employer, the employer sufficiently investigated the allegations against the employee before dismissing or taking action against the employee; and
(b) whether the employer raised the concerns that the employer had with the employee before dismissing or taking action against the employee; and
(c) whether the employer gave the employee a reasonable opportunity to respond to the employer’s concerns before dismissing or taking action against the employee; and
(d) whether the employer genuinely considered the employee’s explanation (if any) in relation to the allegations against the employee before dismissing or taking action against the employee.
(4) In addition to the factors described in subsection (3), the Authority or the court may consider any other factors it thinks appropriate.
Asia
no specific form required
no specific form required The ERA does not require that the dismissal notification be in writing. The form of the notification can be specified in an employment contract.
However, any dismissed employee has the right to request a written statement indicating the reasons for the dismissal, within 60 days after the dismissal or within 60 days after the employee has become aware of the dismissal, whichever is the later. The employer shall provide such statement within 14 days after the request (art. 120 ERA).
N N Pay in lieu of notice is not required by statute. However, pay in lieu of notice clauses can be stipulated in the employment contract. N N N N N N N N
2019 Niger Niger Africa
written
written See Art. 84 LC (economic dismissals) and Art. 90 (2) LC (summary dismissal). No such specific requirement for any other dismissal in the LC (except as concerns workers' representatives, see above)
However, Art. 28 of the 1972 Inter-occupational Collective Agreement specifically requires that notification be written.
Y
Y Art. 90 LC
N N Except in case of a dismissal of a workers' representative (Art. 227 and 228 LC) and of an economic dismissal (Art. 80 LC).
N N Except in case of an economic dismissal (Art. 80 LC).
N N Except in case of a dismissal of a workers' representative: Art. 227 and 228 LC.
* See also: Articles 472-475 of the Implementing Decree N° 2017-682/PRN/MET/PS of August 2017 concerning the dismissal of workers' representatives.
N N
2013 Nigeria Nigeria Africa
written
written Sec. 11(3) LA: Any notice for a period of one week or more shall be in writing. Y
Y Sec. 11(6) LA. N N N N N N N N
2019 Norway Norway Europe
written
written Art. 15-4(1) WEA. N N However, Art. 15-5(1) WEA states that if the notice is invalid, the employee may claim compensation. N N Except for planned collective dismissals (see below). Y
Y Art. 15-1 WEA states that prior to the dismissal with notice the employer shall, to the extent that it is practically possible, discuss the matter with the employee and the employees representatives, unless the employee opposes such consultations.
As a result of an amendment to art. 15-1 introduced in 2009 by Act n°39 of 19 June 2009 (in force since January 1st, 2010), art. 15-1 specifies that "the discussions must concern both the grounds for dismissal and any selection between two or more employees regarding who is to be dismissed."
N N N N
2010 Panama Panama As a general rule, the employer is not required to observe statutory notice period under the Panamanian labour legislation.
Depending on the reasons for dismissal, before proceeding to dismissal, the employer has either the obligation to obtain authorization from the labour administration (in case of an economic dismissal) or the option of applying to the labour courts for prior authorization to dismiss when dismissal is based on any other authorized ground.

Americas
written
written Art. 214 LC. N N Except for those workers listed in art. 212 LC to which the "just cause" requirement does not apply. N N Except for dismissals (individual and collective) on economic grounds: art. 215-216 LC Procedural requirements applicable to such dismissals are dealt with under the theme "Procedural requirements for collective dismissals for economic reasons". N N N N Except for dismissals (individual and collective) on economic grounds: art. 216 LC Procedural requirements applicable to such dismissals are dealt with under the theme "Procedural requirements for collective dismissals for economic reasons".
For dismissals based on any other authorized ground, the employer has the option of applying to the labour courts for prior authorization to dismiss. Such judicial authorization is however not compulsory.
N N
2019 Peru Peru Americas
written
written Art. 32 LPCL N N N N N N N N N N
2013 Philippines Philippines Asia
written
written Art. 277 b) LC. See aslo Omnibus Implementing Rules, Rule XIV, sec. 6. N N N N No general obligation to notify the administration.
- No notification required in the event of a dismissal for a just cause.
( Please not that, for dismissal based on the grounds of disease, there is no mandatory notification at the time of dismissal. However, before the employer can terminate on the ground of disease, he must obtain from a competent public health authority a certification that the employee's disease is of such a nature and at such a stage that it can no longer be cured within a period of six months even with medical attention (art. 284 LC; Implementing Rules of Book VI, LC)).
- Notification is mandatory in cases of economic dismissals (closure if an establishment or reduction of the workforce and dismissal due to disease): art. 283 LC.
N N Art. 283 LC: Notice shall be served to the workers and the administration. No mention of worker's representatives. N N N N
2014 Portugal Portugal Europe
written
written Any dismissal decision shall be in writing.
(see art. 357(3) LC - disciplinary dismissals, art. 378(1) LC - dismissal for unsuitability, art. 371(2) - individual redundancy, and art. 363(1) - collective dismissals)
N N The LC does not allow for pay in lieu of notice in the event of an individual dismissal.

(Please note that for collective dismissals, art. 363(4) provides that if the employer does not comply the notice period, the employment contract will not terminate immediately but only at the expiry of the statutory notice period (as if notice requirements have been observed) and the employer has to pay compensation equal to the salary corresponding to the missing period of notice. This rule also applies to dismissal for unsuitability (art. 372 LC).
Y
Y There is no general requirement to notify the administration in the event of a disciplinary dismissal (except for the dismissal of protected workers (i.e pregnant women or workers on parental leave - see above).

However, the administration is always notified in the event of dismissal for unsuitability of the worker or individual redundancy since a copy of the dismissal decision shall be sent to the relevant services of the Ministry of Labour (art. 378(2) and 371 (3) LC).

In addition, in case of individual redundancy, the administration may be involved at an earlier stage (and not only at the time of the final decision). Indeed, in the course of the consultation procedure, the workers' representatives or the workers affected (and the trade union if a union member is affected by the dismissal) may, within 3 working days, after the initial communication request the intervention of the Labour inspection. If such request is made, the Labour inspection will verify compliance with the applicable statutory requirements and present a report within 7 days of the reception of the request (art. 370 (2) and (3) LC).

Y
Y Intervention of workers' representatives is required in all types of individual dismissals.

- Unsuitability:
Mandatory notification to the employee and the union if the employee is a union representative of the need to terminate the contact based on justified motives, the changes introduced in the workplace, the results of the training and the adaptation period. Lastly, the employer must prove that there are no other positions available in the company compatible with the employee's qualification (art. 376(1) LC).

As from Law 23/2012 the works council (or in its absence the inter-trade union committee) will be informed after 3 days of the notification to an employee who is not a worker representative (this communication had to be notified directly to the works council before this reform).

The works council (together with the employee concerned and the trade union, if applicable) has 10 days to issue a reasoned opinion (art. 377 LC).

Within 5 days after the 10-day period has elapsed, the employer shall issue a substantiated decision, the a copy of which shall be submitted to the employees' representatives (art. 378 LC).

- Disciplinary dismissal:
Disciplinary dismissals are always preceded by a formal disciplinary process involving the worker's representatives. A copy of the written statement detailing the reasons for dismissal based on specific facts (statement of guilt - "nota de culpa") shall be submitted to the works council, (and a trade union in case of dismissal of a trade union representative) (art. 353-2 LC) which can within 5 days, submit its (non-binding) opinion on the proposed dismissal (art. 356(5) LC).
The final dismissal decision shall also be communicated to the works council (and the trade union, if applicable). (art. 357(6) LC)
However, the intervention of the works council in disciplinary dismissal does is not applicable in enterprises with less than 10 workers (art. 358(1) LC)

- Elimination of the post (redundancy):
Mandatory notification to the works council (or in its absence the inter-trade union committee) and the union if the employee is a union representative of the necessity to eliminate the position and consequently to terminate the employment contract as well as the reasons behind this decision (art. 369 LC).
The workers' representatives and the employee have 10 days to reply to the proposed dismissal and may within 3 days from the employer's communication request the intervention of the Labour Inspection (art. 370 LC)
Five days after the 10 day period has elapsed, the employer may issue his decision in writing indicating the reasons for the elimination of the post and other elements such as the impossibility to find alternative adequate employment and proof that the selection criteria has been duly observed if objections have been made. A copy of that decision is to be sent to the employee concerned, the worker's representatives and the relevant services of the Ministry of Labour (art. 371 LC)
N N N N
2017 Romania Romania Europe
written
written - Dismissal for objective reasons: art. 62 LC (on disciplinary dismissal, see also art. 268 on the procedural requirements applicable to disciplinary dismissals).
- Dismissal for subjective reasons:art. 74 LC.
N N N N No general obligation to notify the administration.
However, notification is requested in some specific cases as provided by art. 64 LC:
Before carrying out a dismissal based on professional inadequacy or on mental or physical disability, the employer must offer the employee other vacant positions within the company, which are compatible with his/her professional background or, with the work capacity, as established by the occupational health doctor. When no such vacancy is available, the employer must inform the competent territorial employment agency an request its support for redeploying the employee.
N N N N N N
2019 Russian Federation Russian Federation Europe
written
written Article 84-1 of the Labour Code Y
Y Article 180 of the Labour Code provides on the pay in lieu of notice in case of dismissals for economic reasons. N N N N N N N N Article 82 of the Labour Code: in case of termination of employment for economic reasons or for worker's conduct or performance, an employer cannot dismiss a worker, member of a trade union, without having taken into account the motivated opinion of the entreprise trade union.
2019 Rwanda Rwanda Africa
written
written Art. 24 LL provides that a notice of termination must be given in writing to the interested concerned party and must specify the reasons for the dismissal. However, Art. 29 provides that the notice is not required if so agreed between the parties. Y
Y • Art. 25 provides that any contract termination without notice or without having fully observed the notice period results in the party responsible for termination paying the other party the compensation provided for by this Law. Y
Y No general obligation to notify the administration of any dismissal. This only applies in case of the dismissal of a worker for economic and technological reasons (art. 34 LL - see below under collective dismissals). N N N N N N
2011 Saint Lucia Saint Lucia Americas
no specific form required
no specific form required The form of the notice of termination to be given to the employee is not specified in the CSA. Y
Y Sec. 6(5) CSA. N N N N N N N N
2017 Saudi Arabia Saudi Arabia Arab States
written
written Art. 75 LL. Y
Y Art. 76 LL. N N N N N N N N
2019 Senegal Senegal Africa
written
written Art. L50 LC Y
Y Art. L53 LC N N Except in case of an individual dismissal based on economic grounds (art. L60 to L62 LC) and any dismissal of a workers' representative (art. L214 LC). N N Except in case of an individual dismissal based on economic grounds: art. L60 and 62 LC. N N However, approval is mandatory prior to the dismissal of a workers' representative: art. L214 LC. N N
2017 Serbia Serbia Europe
written
written Art. 185 LL. Y
Y Art. 189 LL
N N N N Exception: Trade union must be notified in case of dismissal of trade union member: art. 181 LL. N N N N
2019 Singapore Singapore Asia
written
written Sec. 10 (5) EA. Y
Y Sec. 11 (1) EA. N N N N N N N N
2012 Slovakia Slovakia Europe
written
written Sec. 61 (1) LC. Y
Y New as of Sept. 2011: Under the previous LC (2009 consolidated version), there was no statutory right to pay in lieu of notice and the notice period had to be observed. The amendments introduced by Act 257/2011, in force since 1 September 2011 do not as such expressly introduce a right to pay in lieu of notice. However, they do modify the rules on severance pay entitlements. When an employee is terminated on the grounds of the winding-up of the employer or its relocation or on the grounds of redundancy or based on the loss of his/her medical ability to carry out work, he/she is now entitled to either notice or severance pay but no longer both.

If an employee is given notice for the above mentioned reasons, the employee has the right to ask the employer to terminate employment relationship by agreement before the start of the notice period and the employer must comply with this request. In such cases, the employee must be entitled to a severance allowance equal to not less than his/her average monthly earnings multiplied by the number of months of the notice period (sec. 76(2) LC).
Where, on the other hand, there is no agreed termination, the employee is not entitled to any severance pay and the statutory notice periods apply.
Lastly, if upon agreement, the employee continues to work for only a part of the notice period, he/she will be entitled to some severance payment for the time he/she has not worked (sec. 76(3) LC).
N N N N New in Sept. 2011
Act 257/2011 amending the LC and effective as of Sept. 2011, deleted former sec. 74 LC which provided for mandatory notification to and negotiation with employee's representatives prior to any termination (both termination with notice and immediate termination).
Therefore, intervention of the worker's representatives in any dismissal no longer required.
N N However, prior approval by the relevant office of labour, social affairs and family is required in the event of a disabled employee: sec. 66 LC. N N However, pursuant to sec. 240 8) LC: "The employer may give notice to or terminate immediately the employment of a member of the relevant trade union body, a member of a works council or a works trustee only with the prior consent of these employees' representatives".
2012 Slovenia Slovenia Europe
written
written Art. 86 (1) ERA Y
Y Art. 94 ERA N N N N However, in both cases of ordinary and summary dismissal of a trade union member, if so requested by the worker, the employer is required to notify the said union: art. 84 ERA.
The trade union can oppose termination according to the modalities laid down in art. 85 ERA.
N N N N As a general rule. approval by worker's representatives is not required.

However, when dismissal concerns a trade union member, the trade union may oppose termination for absence of substantiated reason or violation of procedural requirements. As a result of such opposition, the effects of dismissals are suspended until the court or an arbitrator has ruled on the matter (art. 85 ERA).
Furthermore, worker's and trade union representatives enjoy special protection and cannot be dismissed without prior consent of the body they represent. (art. 113 ERA).
2019 South Africa South Africa Africa
written
written See sec. 37(4) BCEA: Notice of termination must be given in writing and explained orally to an employee who is not able to understand it. Y
Y Sec. 38 BCEA. N N N N Except for individual dismissals based on operational requirements (see sec. 189 LRA).
See also sec. 4(2) of the Code of Good Practice on Dismissal - schedule 8 of the LRA: Disciplinary proceedings against a trade union representative should not be instituted without first informing and consulting the union.
N N N N
2019 Spain Spain Europe
written
written - Dismissal based on objective reasons: art. 53(1)a) ET.
- Disciplinary dismissal: art. 55(1) ET.
Y
Y As a result of law 35/2010, if the employer fails to observe the notice requirements, he or she shall be liable to pay compensation in an amount equivalent to the period of notice that was not given (art. 53(4) ET). N N N N No general obligation to notify the worker's representatives in the event of dismissal.
However, notification is required in the following cases:
- In the event of objective dismissal based on technical, organizational, economic or production-related grounds which is not part of a pattern of collective dismissal, copy of the notice of dismissal shall be given to the worker's representatives (art. 53(1)c) ET).
- Where a trade unions member or trade union representative is dismissed by way of disciplinary dismissal (art. 55 (1) ET - see also above "worker's enjoying special protection")
N N N N
2013 Sri Lanka Sri Lanka Asia
no specific form required
no specific form required - No specific form expressly required for individual termination other than by way of retrenchment. There is a prior approval mechanism by the Labour Commissioner upon application by the employer.
The TEWA does not specify the form of the employer's application, however it stipulates that a copy of that application shall be communicated to the workman concerned who shall be afforded the opportunity to be heard.
The decision of the Labour commissioner granting or refusing dismissal must be in writing and must be communicated to both the employer and the employee (sec. 2 TEWA)
- Under the IDA, when contemplating termination by way of retrenchment, the employer is required to give the employee notice of such intention in writing (sec. 31 F IDA).
N N Y
Y - Any termination (other than for disciplinary reasons): see sec. 2 TEWA: prior approval mechanism by the Labour Commissioner if the employer has not obtained the prior consent of the employee in writing.
- In the event of retrenchment of any employee not covered by the TEWA, who has been employed for more than a year, who is not a seasonal employee and works for an establishment of more than 15 workers, the employer must send a copy of the written notice to the Labour Commissioner (sec. 31F IDA).
N N - No mandatory notification. However, art. 17A TEWA provides for the possibility for the employee who is a trade union member to be represented by a trade union officer in any proceedings before the Labour Commissioner.
- In the event of retrenchment of a trade union member (when the TEWA does not apply), notice shall be sent to that trade union. art. 31F IDA
Y
Y - Any termination (other than for disciplinary reasons): see sec. 2 TEWA: prior approval mechanism by the Labour Commissioner if the employer has not obtained the prior consent of the employee in writing. The Labour Commissioner shall decide on the employer's application within 2 months from the date of receipt (sec. 11 of Industrial Disputes (Hearing and Determination of Proceedings) (Special Provisions) Act, No. 13 of 2003). N N
2017 Sweden Sweden Europe
written
written Sec. 8 EPA: “Notice of termination by the employer must be given in writing”. N N N N N N Exception as provided in sec. 30 EPA: “An employer who wishes to summarily dismiss an employee or to give notice terminating employment for reasons relating to the employee personally, shall inform the employee of this in advance. Information concerning termination shall be given at least two weeks in advance. Information concerning summary dismissal shall be given at least one week in advance. If the employee is a union member, the employer shall notify the local organisation of employees to which the employee belongs at the same time as notice is given to the employee. The employee and the local organisation of employees to which the employee belongs are entitled to consultations with the employer concerning the measure to which the information and the notice relate. This shall apply provided that such consultations are requested not more than one week after information or notice was given. Where such consultations have been requested, the employer may not give notice of termination or summarily dismiss the employee until the consultations have been concludedu201d. (available at: http://www.government.se/4ac87e/contentassets/b58069e2c0f24aa6be53d8932de85d86/sfs-198280-employment-protection-act) N N N N
2019 Switzerland Switzerland Europe
written
written However, according to Art. 335 (2) CO, the party giving notice should state the reason for terminating employment in writing if requested by the other party.
The same rule applies in case of dismissal with immediate effect : art. 337 CO.
N N However, frequently the employer decides to release the dismissed employee from the obligation to work during the notice period. The release from the obligation to work is a unilateral legal act, exercised by the employer by virtue of his right to give directives and instructions, within the meaning of Article 321d CO. The release from the obligation to work does not imply the end of the employment relationship. The contract shall continue to have effect until the end of the notice period. N N N N N N N N
2013 Syrian Arab Republic Syrian Arab Republic Arab States
written
written Art. 56 (a) LL: Either the employer or the worker may terminate the unspecified-term contract provided they send the other party written notice prior to termination.
Y
Y - Art. 56(b) LL: The party terminating the employment contract without notice or before the completion of the notice period shall pay the other party compensation equal to the wage of the worker for the whole or remaining duration of the notice period, unless the worker is dispensed from the notice period.
- Art. 60 LL: Employers may dispense workers from working during the notice period and consider their service uninterrupted until the end of the notice period, with all accruing effects, in particular the amount of wages for the notice period.
N N N N N N N N
2016 Tajikistan Tajikistan Europe
written
written Art. 45 LC Y
Y In this case according to the Art. 45 LC the employee shall be paid the compensation in the amount not lower than the average daily wage for each day remaining before the expiration. Y
Y Update as of 2016: Art. 45 (4) LC states that the employer must notify relevant authorities on labour on impending dismissal of employees by indicating their qualification and salary. Y
Y Update as of 2016: Art. 44 LC: Workers representatives should be notified at least 2 weeks before the termination of the contract. N N Y
Y Update as of 2016: Art. 44 LC does not clearly state that the employer cannot proceed with the termination of the contract without workers representatives' approval. The article, however, sets procedural clarity for notification/coordination between the parties.
The employer must notify workers representatives two weeks in advance (Art 44(1)); the workers representatives must reply back in 10 days (Art 44 (2)); the employer has a right to terminate the contract not later than one month after receiving the agreement of the workers representatives.
So technically the employer should get the agreement from workers representatives. However, it does not say what happens if workers representatives do not agree.
2019 Tanzania, United Republic of Tanzania, United Republic of Africa
written
written Art. 41(3) ELRA provides that notice of termination shall be in writing. Y
Y Art. 41(5) ELRA provides that instead of giving an employee notice of termination, an employer may pay the employee the remuneration that the employee would have received if the employee had worked during the notice period. N N N N Except in the event of termination based on operational requirements (retrenchment): art. 38(1) ELRA. N N N N
2019 Thailand Thailand Asia
no specific form required
no specific form required Notification to the worker to be dismissed: oral or written
Art. 17 LPA, as amended by LPA-No.2 of 2008 (art. 8): The prior notice of termination can be given in writing.
Y
Y See art. 17(3) as amended by LPA-No2 of 2008 (art. 8) and art. 121 LPA (economic dismissals). See also art. 582(2) CCC. N N N N N N However, the Labour Relations Act requires the approval of the Labour Court when the employer intends to dismiss (and otherwise punish or reduce wages of) a member of an employees' committee (art. 52 LRA).
Such committees are set up by employees in establishments employing at least 50 employees (art. 45 LRA).
N N
2019 Tunisia Tunisia Africa
written
written Art. 14bis LC. Y
Y The LC is silent with respect to pay in lieu of notice.
However, art. 16 of the CFA stipulates that, in the event notice is not observed, the amount of compensation to be paid must at least be equal to wages payable for the length of notice period or for the remaining period of notice (art. 16 FCA).
___________________________
Le Code du travail ne fait pas référence à l'indemnité compensatoire de préavis. Toutefois, l'art. 16 de la Convention Collective (1973) stipule que' "en cas d'inobservation du délai - congé par la partie qui a pris l'initiative de la rupture, l'indemnité sera au moins égale au salaire effectif correspondant à la -durée du délai - congé ou à la période du délai - congé restant à courir."
N N Except for protected workers.
__________________
Sauf pour les catégories de travailleurs protégés
N N N N Except for protected workers.
__________________
Sauf pour les catégories de travailleurs protégés
N N
2019 Turkey Turkey The notice requirements apply to both employees covered by the job security provisions (termination with a valid reason) and those not covered by such provisions (no justification required).
As mentioned above, the job security provision applies to employees who fulfil all the following criteria:the employee is engaged for an indefinite period, and; the employee has worked for at least 6 months, and; the employee works in an establishment with at least 30 employees.
When terminating a contract for a just cause ("breaking of the contract) for reasons related to health, misconduct, force majeure, arrest and custody, as listed in Art. 25, the employer does not have to observe any notice requirements.
Europe
written
written Art. 19 LA provides that the notice of termination for employees, who are covered by the job security provision, shall be given by the employer in written form. Besides, the employer is obliged to specify the ground of termination clearly and definitely.
[Art. 19 LA also requires the employer to allow an employee under a contract with an indefinite duration to defend himself against the allegations made against him or her in the event of dismissal for reasons related to the worker's conduct or performance].

The notice form for the termination of employees excluded from the job security provisions is not specified.

The 2012 Code of Obligations -that regulates the contract of workers not covered by the Labour Act- provides that, in relation to termination of employment related to the marketing facilities agreements, if the commission paid to the employee comprises at least one-fifth of the salary and the commission is influenced by seasonal fluctuations, the employer is entitled to terminate the employment contract as of the expiration of the former season with two months' notice prior to the start of the new season. At the same time, the employee is also entitled to terminate the contract with two months' notice before the start of the new season if he or she has worked until the end of the former season and also continued to work after the season. Nevertheless, the new Code of obligations doesn't provide any specific form of notification to the worker to be dismissed.
Y
Y Art. 11 LA. Y
Y According Art. 9 of the Code of Social Insurance and Universal Health, the Presidency of the Social Security Institution shall be notified by the employer within maximum ten days after termination of the employment contract.
Note: This notification obligation also applies to any recruitment.
N N N N N N
2019 Turkmenistan Turkmenistan Europe
written
written Art. 44 LC Y
Y Art. 44(2) LC N N Y
Y Art. 45 LC: Any dismissal for economic reasons or worker's incapacity must be authorised by the trade union or another body of workers' representatives N N Y
Y Art. 45 LC: Any dismissal for economic reasons or worker's incapacity must be authorised by the trade union or another body of workers' representatives.
2019 Uganda Uganda Africa
written
written Art. 58(2) EA: establishes a requirement for written notice of termination, which must be in a form and language that the employee it relates to can be reasonably expected to understand.

In addition, according to Art. 66 EA, the employer must conduct a preliminary hearing with the employee and another person of his or her choice before reaching a decision to dismiss that employee on the grounds of misconduct or poor performance. During, this hearing, the employer shall explain to the employee the reasons for which he or she is considering dismissing him or her.
Y
Y Art. 58(5) EA. N N N N No general obligation to notify the worker's representatives. However, prior to any dismissal on the grounds of misconduct or poor performance, the employer must explain the reason for the planned dismissal to the employee, and the employee is entitled to have another person of his/her choice present during the explanation. Before reaching a decision on the dismissal, the employer must hear and consider any representation the employee and the person chosen by him/her, if any, may make (sec. 66(1) and (2) EA). N N N N
2013 United Arab Emirates United Arab Emirates Arab States
written
written Art. 117 FLLR. Y
Y Art. 119 FLLR. N N Notification is however required in the event of a dismissal of national employees (which only account for a small percentage of the workforce in the private sector). Under art.1.3 of the Ministerial Resolution No. 176 of 2009 "Restricting the Dismissal of UAE National Employees", the dismissal of a UAE national in unlawful if the employer failed to inform the Ministry of Labour at least 30 days prior to the dismissal or fails to comply with the Ministry's instructions within the designated times. N N N N N N
2019 United Kingdom United Kingdom Europe
no specific form required
no specific form required No specific form required for dismissal notification.
The ERA only provides for the right to a written statement of the reasons for dismissal upon request (sec. 92).
N N There is no statutory right to pay in lieu of notice. However, a pay in lieu of notice clause can be inserted in the employment contract or it may be paid to cover any potential damages for breach of contract
See also sec. 88 (1) a) ERA that provides that "If an employee has normal working hours under the contract of employment in force during the period of notice and during any part of those normal working hours the employee is ready and willing to work but no work is provided for him by his employer (...) the employer is liable to pay the employee for the part of normal working hours a sum not less than the amount of remuneration for that part of normal working hours calculated at the average hourly rate of remuneration produced by dividing a week's pay by the number of normal working hours."

N N N N N N N N
2017 United States United States Americas
no specific form required
no specific form required As a general matter, there is no legislative requirement for notice of any kind when an employer dismisses an individual employee. Such notice requirements may be incorporated into a private contract of employment or a collective-bargaining agreement for employees represented by a union. N N N N N N N N N N
2019 Uzbekistan Uzbekistan Europe
written
written Art. 102 LC Y
Y According to the Art. 102 LC in cases of termination of employment by the employer the notice period can be replaced with the monetary compensation corresponding to the duration of notice, at the employer's discretion. Y
Y Art. 102 LC states that the employer is obliged to inform the local authority of labour, not later than two months before the termination, on the upcoming dismissal and to provide data of each employee, indicating his profession, qualifications and wages Y
Y Art. 101 LC N N Y
Y Art. 101 LC states that the termination of the employment contract by the employer is not allowed without the prior consent of the trade union committee or other representative body of employees, in the case when the obligation for such consent is provided by collective agreement.

The trade union committee or other representative body of employees must notify the employer in writing of its decision within ten days of receipt of the written submission on the intention of termination.
An employer may terminate an employment contract within one month from the date of the trade union's committee or other representative's body of employees decision to consent to the termination of employment.
2019 Venezuela, Bolivarian Republic of Venezuela, Bolivarian Republic of Americas
no specific form required
no specific form required N N There is no pay in lieu of notice because there is no notice foreseen in OLL. N N • Under the OLL, there is no general obligation to notify the labour administration prior to any dismissal.
However, any dismissal of a worker protected by job stability must be notified to the competent labour judge within five business days of the date of the dismissal, with an indication of the reasons. . (= post-dismissal notification to a judicial body)
In the absence of such notification, the dismissal will be deemed unjustified (art. 89 OLL).
The employer is not bound to observe such requirement when dismissing managers and permanent employees with less than 1 month's service.

Notification to and authorization from the Labour Inspector is required for workers enjoying special protection (see art. 449 OLL on the general special protection against dismissal for trade union related activities (fuero sindical), on the categories of workers entitled to such protection see: art. 419 OLL ; on special protection not related to trade union activities see art. 420 OLL; on special protection for pregnant women, women on maternity leave and paternity leave, see: art. 335 and 339, on special protection during the authorized period of suspension of the employment relationship, art 420 together with art 72 OLL.

HOWEVER, the above mentioned protection has been extended to a large number of workers by the so-called "Immunity Decrees" (Decree No. 3.708 for the year 2018). These are: all workers covered by the Labour Code except managers, workers with less than three months' seniority, employees in positions of trust, and workers who earn more than three times the minimum wage. Under the immunity decree, a worker can only be dismissed for a just cause previously approved by the Labour Inspector.
N N N N Art. 89 OLL: When the employer dismisses one or more workers protected by employment stability), he/she will have to notify it to the pertinent judge stating the causes that justify the dismissal in the following five working days, otherwise it will be considered a dismissal without just cause by the employer itself.
Art. 90 OLL: The judge will have to orally decide on the dismissal, and state if there is right to reinstatement and if the worker must be paid a compensation.
______________________
In Spanish:
Artículo 89 OLL. "Cuando el patrono o patrona despida a uno o más trabajadores o trabajadoras amparados o amparadas por estabilidad laboral deberá participarlo al Juez o la Jueza de Sustanciación, Mediación y Ejecución de su jurisdicción, indicando las causas que justifiquen el despido, dentro de los cinco días hábiles siguientes, de no hacerlo se le tendrá por confeso, en el reconocimiento que el despido lo hizo sin justa causa. (...)"
Artículo 90. "El Juez o Jueza de Juicio deberá decidir de manera oral sobre el fondo de la causa y declarar con o sin lugar la solicitud de reenganche y el pago de los salarios caídos."
N N
2012 Viet Nam Viet Nam Asia
no specific form required
no specific form required Art. 38 (3) LC stipulates that the employer shall notify the worker of the dismissal but does not specify whether such notification shall be written. Y
Y Art. 41 (4) LC N N No general obligation to notify.
However, before dismissing an employee due to poor performance, disciplinary measures, or illness, the employer must consult with the executive committee of the enterprise trade union with the aim of coming to an agreement. In case of disagreement, the two parties must report to the local branch of the State administration of labour: art. 38 (2) LC.
Y
Y Art. 38 (2) LC: Before an employer can dismiss an employee due to poor performance, disciplinary measures, or illness, he must consult with the executive committee of the enterprise trade union with the aim of coming to an agreement. N N N N
2013 Yemen Yemen Arab States
no specific form required
no specific form required No specific form of notice required in Art. 38 LC. This provision only stipulates that "a party wishing to terminate the contract shall give the other party prior notice of termination". Y
Y Art. 38(1) LC. N N No mandatory notification. However, art. 38(2) LC stipulates that "if either party refuses to receive notice of termination of the contract, the notice may be deposited with the Ministry or one of its offices". N N N N N N
2019 Zambia Zambia - This section deals with individual terminations of oral contracts.
Termination of written contracts is regulated by sec. 36 EA which reads as follows: "(1) A written contract of service shall be terminated
(a) by the expiry of the term for which it is expressed to be made; or
(b) by the death of the employee before such expiry; or
(c) in any other manner in which a contract of service may be lawfully terminated or deemed to be terminated whether under the provisions of this Act or otherwise except that where the termination is at the initiative of the employer, the employer shall give reasons to the employee for the termination of that employee’s employment.
(2) Where owing to sickness or accident an employee is unable to fulfill a written contract of service, the contract may be terminated on the report of a registered medical practitioner.
(3) The contract of service of an employee shall not be terminated unless there is a valid reason for the termination connected with the capacity, conduct of the employee or based on the operational requirements of the undertaking.
(4) Reasons that are not valid for termination of contracts include
(a) union membership or participation in union activities outside working hours or, with the consent of the employer, within working hours;
(b) seeking office as, acting or having acted in the capacity of, an employee’s representatives;
(c) the filing of a complaint, the participation in proceedings against an employer involving alleged violation of laws or recourse to administrative authorities;
(d) race, colour, sex, marital status, family responsibilities, pregnancy, religion, political opinion or affiliation, ethnicity, tribal affiliation or social status of the employee; or
(e)absence from work during leave or a rest period in accordance with a written law. "

No further information is given as to termination of a written contract.
- Individual terminations for reason of redundancy are dealt with under the section on collective dismissals.
Africa
no specific form required
no specific form required Sec. 20(3) EA: Notice to terminate an oral contract may be either verbal or written.
In the legislation reviewed, no information has been found with regards to written contracts.
Y
Y Sec. 21 EA:
"Either party to an oral contract of service may terminate such contract-
(a) in the case of a contract which may be terminated without notice, by payment to the other party of a sum equal to all wages and other benefits that would have been due to the employee if he had continued to work until the end of the contract period;
(b) in any other case, by payment to the other party of a sum equal to all wages and other benefits that would have been due to the employee at the termination of the employment had notice to terminate the same been given on the date of payment."
See also sec. 19 (b) EA: "Each party to an oral contract for a period not exceeding one month shall, on the termination of such contract, be conclusively presumed to have entered into a new oral contract for a further period of the same duration and subject to the same terms and conditions as those of the contract then terminated unless-
(b) the contract has been terminated by payment in lieu of notice".

In the legislation reviewed, no information has been found with regards to written contracts.
N N Except in the event of individual termination by reason of redundancy (sec. 26B(2) EA, see below - collective dismissal) N N Except in the event of individual termination by reason of redundancy (sec. 26B(2) EA, see below - collective dismissal) N N N N

Notice period (in months), depending on tenure

Year(s) Country Country Remark Region Workers types Dismissal types tenure ≥6 months tenure ≥9 months tenure ≥1 year tenure ≥2 years tenure ≥4 years tenure ≥5 years tenure ≥10 years tenure ≥20 years
2019 Australia Australia Notice of termination is - together with other rights and entitlements set out in part 2.2 of the FWA - part of the new "National Employment Standards", in force since 1st January 2010.
s117(3) establishes the statutory minimum notice periods which varies according to the length of service and the age, as follows:
- If the employee has been continuously employed for not more than 1 year, the notice period shall be 1 week;
- If the length of service is more than 1 year but not more than 3 years, the notice period shall be 2 weeks;
- If the length of service is more than 3 year but not more than 5 years, the notice period shall be 3 weeks;
- If the length of service is more than 5 years, the notice period shall be 4 weeks.

In addition, the notice period shall be increased by 1 week if the employee is over 45 years old and has completed at least 2 years of continuous service with the employer at the end of the day the notice is given.

However, according to s123 FWA, the provisions on notice of termination do not apply to the following employees:
- Employees not covered by Division 11 of the FWA (both notice of termination and redundancy pay):
"(1) (a) an employee employed for a specified period of time, for a specified task, or for the duration of a specified season;
(b) an employee whose employment is terminated because of serious misconduct;
(c) a casual employee;
(d) an employee (other than an apprentice) to whom a training arrangement applies and whose employment is for a specified period of time or is, for any reason, limited to the duration of the training arrangement;
(e) an employee prescribed by the regulations as an employee to whom this Division does not apply.
(2) Paragraph (1)(a) does not prevent this Division from applying to an employee if a substantial reason for employing the employee as described in that paragraph was to avoid the application of this Division"
- Other employees not covered by notice of termination provisions:
"(3) (b) a daily hire employee working in the building and construction industry (including working in connection with the erection, repair, renovation, maintenance, ornamentation or demolition of buildings or structures); or
(c) a daily hire employee working in the meat industry in connection with the slaughter of livestock; or
(d) a weekly hire employee working in connection with the meat industry and whose termination of employment is determined solely by seasonal factors; or
(e) an employee prescribed by the regulations as an employee to whom that Subdivision does not apply."
Asia All all 0.25 0.25
2019 Australia Australia Notice of termination is - together with other rights and entitlements set out in part 2.2 of the FWA - part of the new "National Employment Standards", in force since 1st January 2010.
s117(3) establishes the statutory minimum notice periods which varies according to the length of service and the age, as follows:
- If the employee has been continuously employed for not more than 1 year, the notice period shall be 1 week;
- If the length of service is more than 1 year but not more than 3 years, the notice period shall be 2 weeks;
- If the length of service is more than 3 year but not more than 5 years, the notice period shall be 3 weeks;
- If the length of service is more than 5 years, the notice period shall be 4 weeks.

In addition, the notice period shall be increased by 1 week if the employee is over 45 years old and has completed at least 2 years of continuous service with the employer at the end of the day the notice is given.

However, according to s123 FWA, the provisions on notice of termination do not apply to the following employees:
- Employees not covered by Division 11 of the FWA (both notice of termination and redundancy pay):
"(1) (a) an employee employed for a specified period of time, for a specified task, or for the duration of a specified season;
(b) an employee whose employment is terminated because of serious misconduct;
(c) a casual employee;
(d) an employee (other than an apprentice) to whom a training arrangement applies and whose employment is for a specified period of time or is, for any reason, limited to the duration of the training arrangement;
(e) an employee prescribed by the regulations as an employee to whom this Division does not apply.
(2) Paragraph (1)(a) does not prevent this Division from applying to an employee if a substantial reason for employing the employee as described in that paragraph was to avoid the application of this Division"
- Other employees not covered by notice of termination provisions:
"(3) (b) a daily hire employee working in the building and construction industry (including working in connection with the erection, repair, renovation, maintenance, ornamentation or demolition of buildings or structures); or
(c) a daily hire employee working in the meat industry in connection with the slaughter of livestock; or
(d) a weekly hire employee working in connection with the meat industry and whose termination of employment is determined solely by seasonal factors; or
(e) an employee prescribed by the regulations as an employee to whom that Subdivision does not apply."
Asia employees ≤ 45 years old all 0.5 0.75 1 1 1
2019 Australia Australia Notice of termination is - together with other rights and entitlements set out in part 2.2 of the FWA - part of the new "National Employment Standards", in force since 1st January 2010.
s117(3) establishes the statutory minimum notice periods which varies according to the length of service and the age, as follows:
- If the employee has been continuously employed for not more than 1 year, the notice period shall be 1 week;
- If the length of service is more than 1 year but not more than 3 years, the notice period shall be 2 weeks;
- If the length of service is more than 3 year but not more than 5 years, the notice period shall be 3 weeks;
- If the length of service is more than 5 years, the notice period shall be 4 weeks.

In addition, the notice period shall be increased by 1 week if the employee is over 45 years old and has completed at least 2 years of continuous service with the employer at the end of the day the notice is given.

However, according to s123 FWA, the provisions on notice of termination do not apply to the following employees:
- Employees not covered by Division 11 of the FWA (both notice of termination and redundancy pay):
"(1) (a) an employee employed for a specified period of time, for a specified task, or for the duration of a specified season;
(b) an employee whose employment is terminated because of serious misconduct;
(c) a casual employee;
(d) an employee (other than an apprentice) to whom a training arrangement applies and whose employment is for a specified period of time or is, for any reason, limited to the duration of the training arrangement;
(e) an employee prescribed by the regulations as an employee to whom this Division does not apply.
(2) Paragraph (1)(a) does not prevent this Division from applying to an employee if a substantial reason for employing the employee as described in that paragraph was to avoid the application of this Division"
- Other employees not covered by notice of termination provisions:
"(3) (b) a daily hire employee working in the building and construction industry (including working in connection with the erection, repair, renovation, maintenance, ornamentation or demolition of buildings or structures); or
(c) a daily hire employee working in the meat industry in connection with the slaughter of livestock; or
(d) a weekly hire employee working in connection with the meat industry and whose termination of employment is determined solely by seasonal factors; or
(e) an employee prescribed by the regulations as an employee to whom that Subdivision does not apply."
Asia employees > 45 years old all 0.75 1 1.25 1.25 1.25
2019 Azerbaijan Azerbaijan Art. 77 (1) LC
Amendments were made on this in 2017.
Europe All economic dismissal 0.5 1 1.5 2.25
2019 Burkina Faso Burkina Faso Art. 66 LC and 30 of the Inter-occupational Collective Agreement:
The notice period varies according to the category of workers, as follows:
* 1 month for workers paid on a monthly basis who are not executives, supervisors, technicians
* 8 days for workers paid on a hourly or daily basis
* 3 months for executives, supervisors, engineers, technicians and similar workers.
Africa monthly paid workers all 1 1 1 1 1 1 1
2019 Burkina Faso Burkina Faso Art. 66 LC and 30 of the Inter-occupational Collective Agreement:
The notice period varies according to the category of workers, as follows:
* 1 month for workers paid on a monthly basis who are not executives, supervisors, technicians
* 8 days for workers paid on a hourly or daily basis
* 3 months for executives, supervisors, engineers, technicians and similar workers.
Africa hourly, daily or weekly paid workers all 0.27 0.27 0.27 0.27 0.27 0.27 0.27
2019 Burkina Faso Burkina Faso Art. 66 LC and 30 of the Inter-occupational Collective Agreement:
The notice period varies according to the category of workers, as follows:
* 1 month for workers paid on a monthly basis who are not executives, supervisors, technicians
* 8 days for workers paid on a hourly or daily basis
* 3 months for executives, supervisors, engineers, technicians and similar workers.
Africa first-line supervisors, technicians, engineers, executives all 3 3 3 3 3 3 3
2019 Bulgaria Bulgaria Art. 328 (1) together with art. 326 (2) LC
* The notice period for termination of a contract of unlimited duration must be 30 days, unless a longer period has been agreed by the parties, but not longer than 3 months.
*Note: the LC also provides that notice period for FTC shall amount to 3 months, but not more than the remaining period of the contract.
Europe All all 1 1 1 1 1 1 1
2019 Brazil Brazil According to art 487 of the CLL, a party who wishes to cancel an employment contract of an indefinite duration without a just motive ("sem justo motivo") shall give notice to the other party of his or her intention as follows:
* eight days in advance if wages are paid weekly or at shorter intervals;
* thirty days in advance if wages are paid fortnightly or monthly, or if the employee's length of service in the undertaking exceeds 12 months.

LEI Nº 12.506, DE 11 DE OUTUBRO DE 2011, Article 1o. Parágrafo único. "Ao aviso prévio previsto neste artigo serão acrescidos 3 (três) dias por ano de serviço prestado na mesma empresa, até o máximo de 60 (sessenta) dias, perfazendo um total de até 90 (noventa) dias."

Note that the 8 days' notice requirement for weekly-paid workers might not be valid anymore since the adoption of the 1988 Constitution as art. 7 XXI of the Constitution provides for "a right to notice of dismissal in proportion to the length of service of at least thirty days, as provided by law".
Americas All dismissal without cause ("sem justo motivo") 1 1 1.1 1.3 1.4 1.9 2.9
2019 Congo, Democratic Republic Congo, Democratic Republic Under the LC, the statutory minimum notice period is 14 days, increased by 7 days for each year of service (Art. 64).
However, the Ministerial Order no 12/CAB.MIN/TPS/117/2005 dated 26 October 2005 sets out notice periods which vary according to the category of workers concerned.
- For workers belonging to categories 1 to 5 (ranging from unskilled to highly skilled workers), the notice period is the same as the one set out in art. 64 LC (minimum 14 days, increased by 7 days for each completed year of service) (Art. 6 MO no 12).
- For first-line supervisors ("agents de maîtrise"), the notice period is minimum 1 month, increased by 9 days for each completed year of service (Art. 7 MO no 12).
- For managerial positions ("cadre de direction et cadre de collaboration"), the notice period is minimum 3 months, increased by 16 dyas for each completed year of service (Art. 8)
[Note for the purpose of the calculation 1 month was considered as 30 days].
Africa managerial and similar positions all 3 3 4.07 5.13 5.67 8.33 13.67
2019 Congo, Democratic Republic Congo, Democratic Republic Under the LC, the statutory minimum notice period is 14 days, increased by 7 days for each year of service (Art. 64).
However, the Ministerial Order no 12/CAB.MIN/TPS/117/2005 dated 26 October 2005 sets out notice periods which vary according to the category of workers concerned.
- For workers belonging to categories 1 to 5 (ranging from unskilled to highly skilled workers), the notice period is the same as the one set out in art. 64 LC (minimum 14 days, increased by 7 days for each completed year of service) (Art. 6 MO no 12).
- For first-line supervisors ("agents de maîtrise"), the notice period is minimum 1 month, increased by 9 days for each completed year of service (Art. 7 MO no 12).
- For managerial positions ("cadre de direction et cadre de collaboration"), the notice period is minimum 3 months, increased by 16 dyas for each completed year of service (Art. 8)
[Note for the purpose of the calculation 1 month was considered as 30 days].
Africa first-line supervisors, technicians, engineers, executives all 1 1 1.6 2.2 2.5 3.67 7
2019 Congo, Democratic Republic Congo, Democratic Republic Under the LC, the statutory minimum notice period is 14 days, increased by 7 days for each year of service (Art. 64).
However, the Ministerial Order no 12/CAB.MIN/TPS/117/2005 dated 26 October 2005 sets out notice periods which vary according to the category of workers concerned.
- For workers belonging to categories 1 to 5 (ranging from unskilled to highly skilled workers), the notice period is the same as the one set out in art. 64 LC (minimum 14 days, increased by 7 days for each completed year of service) (Art. 6 MO no 12).
- For first-line supervisors ("agents de maîtrise"), the notice period is minimum 1 month, increased by 9 days for each completed year of service (Art. 7 MO no 12).
- For managerial positions ("cadre de direction et cadre de collaboration"), the notice period is minimum 3 months, increased by 16 dyas for each completed year of service (Art. 8)
[Note for the purpose of the calculation 1 month was considered as 30 days].
Africa worker's categories 1 to 5 all 0.47 0.47 0.93 1.4 1.63 2.8 5.13
2019 Central African Republic Central African Republic Art. 148 LC:
The duration of the notice period varies according to the worker's category as follows:
- 8 days for workers paid on a hourly, daily, weekly, fortnightly or piece rate basis;
- 1 month for workers paid on a monthly basis;
- 2 months for first-line supervisors ("agents de maîtrise") and similar positions;
- 3 months for managerial positions ("cadres").
Africa managerial and similar positions all 3 3 3 3 3 3 3
2019 Central African Republic Central African Republic Art. 148 LC:
The duration of the notice period varies according to the worker's category as follows:
- 8 days for workers paid on a hourly, daily, weekly, fortnightly or piece rate basis;
- 1 month for workers paid on a monthly basis;
- 2 months for first-line supervisors ("agents de maîtrise") and similar positions;
- 3 months for managerial positions ("cadres").
Africa monthly paid workers all 1 1 1 1 1 1 1
2019 Central African Republic Central African Republic Art. 148 LC:
The duration of the notice period varies according to the worker's category as follows:
- 8 days for workers paid on a hourly, daily, weekly, fortnightly or piece rate basis;
- 1 month for workers paid on a monthly basis;
- 2 months for first-line supervisors ("agents de maîtrise") and similar positions;
- 3 months for managerial positions ("cadres").
Africa first-line supervisors and technicians all 2 2 2 2 2 2 2
2019 Central African Republic Central African Republic Art. 148 LC:
The duration of the notice period varies according to the worker's category as follows:
- 8 days for workers paid on a hourly, daily, weekly, fortnightly or piece rate basis;
- 1 month for workers paid on a monthly basis;
- 2 months for first-line supervisors ("agents de maîtrise") and similar positions;
- 3 months for managerial positions ("cadres").
Africa fortnightly, weekly, daily or hourly paid workers all 0.27 0.27
2019 Central African Republic Central African Republic Art. 148 LC:
The duration of the notice period varies according to the worker's category as follows:
- 8 days for workers paid on a hourly, daily, weekly, fortnightly or piece rate basis;
- 1 month for workers paid on a monthly basis;
- 2 months for first-line supervisors ("agents de maîtrise") and similar positions;
- 3 months for managerial positions ("cadres").
Africa fortnightly, weekly or hourly paid workers 0.27 0.27 0.27 0.27 0.27
2019 Switzerland Switzerland 1) For ordinary dismissals:
According to art. 335c CO, the general rule on the notice period is the following:
*1 month during the first year of service;
*2 months between 2 and 9 years of service;
*3 months over 9 years of service.

These timeframes can be modified by written agreement, collective agreement but shall not be less than 1 month.
Exceptions to this rule are permitted only during the first year of service and if set by a collective agreement (art. 335c (2) CO).

2) Specific rules apply to FTC:
No notice period is prescribed except for FTC concluded for up to 10 years (art. 334 (1) CO).
For FTC concluded for more than 10 years, a notice period of 6 months should be respected by either party (art. 334 (2) CO).
Europe All all 1 1 2 2 2 3 3
2019 Côte d'Ivoire Côte d'Ivoire L'article 1 du Décret No. 96-200 établit ce qui suit:
Sous réserve de dispositions plus favorables prévues par convention collective ou contrat de travail, la durée du préavis visé à l’article (...) du Code du Travail est fixée pour l’ensemble des travailleurs comme suit:
1) Travailleurs payés à l’heure, à la journée, à la semaine ou à la quinzaine et classés dans les cinq premières catégories :
• 8 jours, jusqu’à 6 mois d’ancienneté dans l’entreprise ;
• 15 jours, de 6 mois à 1 an d’ancienneté dans l’entreprise ;
• 1 mois, de 1 an à 6 ans d’ancienneté dans l’entreprise ;
• 2 mois, de 6 ans à 11 ans d’ancienneté dans l’entreprise ;
• 3 mois, de 11 ans à 16 ans d’ancienneté dans l’entreprise
• 4 mois, au-delà de 16 ans d’ancienneté dans l’entreprise ;

2) Travailleurs payés au mois et classés dans les cinq premières catégories :
• 1 mois, jusqu’à 6 ans d’ancienneté dans l’entreprise ;
• 2 mois, de 6 ans à 11 ans d’ancienneté dans l’entreprise ;
• 3 mois, de 11 ans à 16 ans d’ancienneté dans l’entreprise ;
• 4 mois, au-delà de 16 ans d’ancienneté dans l’entreprise.

3) Travailleurs classés en 6ème catégorie et au-delà :
• 3 mois, jusqu’à 16 ans d’ancienneté dans l’entreprise
• 4 mois, au-delà de 16 ans d’ancienneté dans l’entreprise ;

4) Travailleurs de toutes catégories frappés d’une incapacité permanente partielle estimée à plus de 40 %.

Délai normal de préavis jusqu’à 6 mois d’ancienneté dans l’entreprise;
Deux fois le délai normal de préavis après 6 mois d’ancienneté dans l’entreprise.
_________________________
In English:
Art. 1 Decree N°96-200, 7 March 1996 reads as follows:

1) Monthly-paid workers belonging to categories 1 to 5, the length of the notice period is:
- up to 6 years of service: 1 month;
- 6 to 11 years of service: 2 months;
- 11 to 16 years of service: 3 months;
- above 16 years of service: 4 months.

2) Monthly-paid workers belonging to categories 5 to 10:
- up to 16 years of service: 3 months;
- above 16 years of service: 4 months.

3) Workers paid on a hourly, daily, weekly and fortnightly basis:
- up to 6 months of service: 8 days;
- between 6 months and 1 year of service: 15 days;
- 1 to 6 years of service: 1 month;
- 6 to 11 years of service: 2 months;
- 11 to 16 years of service: 3 months;
- above 16 years of service: 4 months.

Notice period is doubled for workers having at least 6 months of service and suffering from permanent partial disabilities (over 40%).
Africa monthly paid workers (categories 1 to 5) all 1 1 1 1 1 2 4
2019 Côte d'Ivoire Côte d'Ivoire L'article 1 du Décret No. 96-200 établit ce qui suit:
Sous réserve de dispositions plus favorables prévues par convention collective ou contrat de travail, la durée du préavis visé à l’article (...) du Code du Travail est fixée pour l’ensemble des travailleurs comme suit:
1) Travailleurs payés à l’heure, à la journée, à la semaine ou à la quinzaine et classés dans les cinq premières catégories :
• 8 jours, jusqu’à 6 mois d’ancienneté dans l’entreprise ;
• 15 jours, de 6 mois à 1 an d’ancienneté dans l’entreprise ;
• 1 mois, de 1 an à 6 ans d’ancienneté dans l’entreprise ;
• 2 mois, de 6 ans à 11 ans d’ancienneté dans l’entreprise ;
• 3 mois, de 11 ans à 16 ans d’ancienneté dans l’entreprise
• 4 mois, au-delà de 16 ans d’ancienneté dans l’entreprise ;

2) Travailleurs payés au mois et classés dans les cinq premières catégories :
• 1 mois, jusqu’à 6 ans d’ancienneté dans l’entreprise ;
• 2 mois, de 6 ans à 11 ans d’ancienneté dans l’entreprise ;
• 3 mois, de 11 ans à 16 ans d’ancienneté dans l’entreprise ;
• 4 mois, au-delà de 16 ans d’ancienneté dans l’entreprise.

3) Travailleurs classés en 6ème catégorie et au-delà :
• 3 mois, jusqu’à 16 ans d’ancienneté dans l’entreprise
• 4 mois, au-delà de 16 ans d’ancienneté dans l’entreprise ;

4) Travailleurs de toutes catégories frappés d’une incapacité permanente partielle estimée à plus de 40 %.

Délai normal de préavis jusqu’à 6 mois d’ancienneté dans l’entreprise;
Deux fois le délai normal de préavis après 6 mois d’ancienneté dans l’entreprise.
_________________________
In English:
Art. 1 Decree N°96-200, 7 March 1996 reads as follows:

1) Monthly-paid workers belonging to categories 1 to 5, the length of the notice period is:
- up to 6 years of service: 1 month;
- 6 to 11 years of service: 2 months;
- 11 to 16 years of service: 3 months;
- above 16 years of service: 4 months.

2) Monthly-paid workers belonging to categories 5 to 10:
- up to 16 years of service: 3 months;
- above 16 years of service: 4 months.

3) Workers paid on a hourly, daily, weekly and fortnightly basis:
- up to 6 months of service: 8 days;
- between 6 months and 1 year of service: 15 days;
- 1 to 6 years of service: 1 month;
- 6 to 11 years of service: 2 months;
- 11 to 16 years of service: 3 months;
- above 16 years of service: 4 months.

Notice period is doubled for workers having at least 6 months of service and suffering from permanent partial disabilities (over 40%).
Africa monthly paid workers (categories 6 to 10) all 3 3 3 3 3 3 4
2019 Côte d'Ivoire Côte d'Ivoire L'article 1 du Décret No. 96-200 établit ce qui suit:
Sous réserve de dispositions plus favorables prévues par convention collective ou contrat de travail, la durée du préavis visé à l’article (...) du Code du Travail est fixée pour l’ensemble des travailleurs comme suit:
1) Travailleurs payés à l’heure, à la journée, à la semaine ou à la quinzaine et classés dans les cinq premières catégories :
• 8 jours, jusqu’à 6 mois d’ancienneté dans l’entreprise ;
• 15 jours, de 6 mois à 1 an d’ancienneté dans l’entreprise ;
• 1 mois, de 1 an à 6 ans d’ancienneté dans l’entreprise ;
• 2 mois, de 6 ans à 11 ans d’ancienneté dans l’entreprise ;
• 3 mois, de 11 ans à 16 ans d’ancienneté dans l’entreprise
• 4 mois, au-delà de 16 ans d’ancienneté dans l’entreprise ;

2) Travailleurs payés au mois et classés dans les cinq premières catégories :
• 1 mois, jusqu’à 6 ans d’ancienneté dans l’entreprise ;
• 2 mois, de 6 ans à 11 ans d’ancienneté dans l’entreprise ;
• 3 mois, de 11 ans à 16 ans d’ancienneté dans l’entreprise ;
• 4 mois, au-delà de 16 ans d’ancienneté dans l’entreprise.

3) Travailleurs classés en 6ème catégorie et au-delà :
• 3 mois, jusqu’à 16 ans d’ancienneté dans l’entreprise
• 4 mois, au-delà de 16 ans d’ancienneté dans l’entreprise ;

4) Travailleurs de toutes catégories frappés d’une incapacité permanente partielle estimée à plus de 40 %.

Délai normal de préavis jusqu’à 6 mois d’ancienneté dans l’entreprise;
Deux fois le délai normal de préavis après 6 mois d’ancienneté dans l’entreprise.
_________________________
In English:
Art. 1 Decree N°96-200, 7 March 1996 reads as follows:

1) Monthly-paid workers belonging to categories 1 to 5, the length of the notice period is:
- up to 6 years of service: 1 month;
- 6 to 11 years of service: 2 months;
- 11 to 16 years of service: 3 months;
- above 16 years of service: 4 months.

2) Monthly-paid workers belonging to categories 5 to 10:
- up to 16 years of service: 3 months;
- above 16 years of service: 4 months.

3) Workers paid on a hourly, daily, weekly and fortnightly basis:
- up to 6 months of service: 8 days;
- between 6 months and 1 year of service: 15 days;
- 1 to 6 years of service: 1 month;
- 6 to 11 years of service: 2 months;
- 11 to 16 years of service: 3 months;
- above 16 years of service: 4 months.

Notice period is doubled for workers having at least 6 months of service and suffering from permanent partial disabilities (over 40%).
Africa fortnightly, weekly, daily or hourly paid workers all 0.5 0.5 1 1 1 2 4
2019 Cameroon Cameroon Art. 34 LC

Art. 1 of the Order No. 15 of 1993.
The notice period varies according to the professional category to which the worker belongs and the length of service.

* Categories I to VI and domestic workers:
- less than one year of service: 15 days;
- 1 to 5 years of service: 1 month;
- more than 5 years of service: 2 months.

* Categories VII to IX:
- less than one year of service: 1 month;
- 1 to 5 years of service: 2 months;
- more than 5 years of service: 3 months.

* Categories X to XII:
- less than one year of service: 1 month;
- 1 to 5 years of service: 3 months;
- more than 5 years of service: 4 months.
Africa worker's categories I to VI and domestic workers all 0.5 0.5 1 1 2 2 2
2019 Cameroon Cameroon Art. 34 LC

Art. 1 of the Order No. 15 of 1993.
The notice period varies according to the professional category to which the worker belongs and the length of service.

* Categories I to VI and domestic workers:
- less than one year of service: 15 days;
- 1 to 5 years of service: 1 month;
- more than 5 years of service: 2 months.

* Categories VII to IX:
- less than one year of service: 1 month;
- 1 to 5 years of service: 2 months;
- more than 5 years of service: 3 months.

* Categories X to XII:
- less than one year of service: 1 month;
- 1 to 5 years of service: 3 months;
- more than 5 years of service: 4 months.
Africa worker's categories VII to IX all 1 1 2 2 3 3 3
2019 Cameroon Cameroon Art. 34 LC

Art. 1 of the Order No. 15 of 1993.
The notice period varies according to the professional category to which the worker belongs and the length of service.

* Categories I to VI and domestic workers:
- less than one year of service: 15 days;
- 1 to 5 years of service: 1 month;
- more than 5 years of service: 2 months.

* Categories VII to IX:
- less than one year of service: 1 month;
- 1 to 5 years of service: 2 months;
- more than 5 years of service: 3 months.

* Categories X to XII:
- less than one year of service: 1 month;
- 1 to 5 years of service: 3 months;
- more than 5 years of service: 4 months.
Africa worker's categories X to XII all 1 1 3 3 4 4 4
2019 Spain Spain As a result of Law Act 35/2010, the notice period to be observed in the event of dismissal for an objective cause (e.g economic reasons, capacity-related reasons - see 'valid grounds') is now reduced to 15 days (instead of 30 days) (see art. 53(1)c) ET).
With respect to disciplinary dismissal, no notice is required.

Europe All all 0.5 0.5 0.5 0.5 0.5 0.5 0.5
2019 Finland Finland Section 3, Chapter 6, ECA, General notice periods
“Unless otherwise agreed, the notice periods to be observed by the employer are the following if the employment relationship has continued uninterruptedly:
1) 14 days, if the employment relationship has continued for up to one year;
2) one month, if the employment relationship has continued for more than one year but no more than four years;
3) two months, if the employment relationship has continued for more than four years but no more than eight years;
4) four months, if the employment relationship has continued for more than eight years but no more than 12 years;
5) six months, if the employment relationship has continued for more than 12 years.
Europe All all 0.47 1 2 4 6
2019 Gabon Gabon According to art. 65 LC, the statutory minimum notice period varies according to the length of service, as follows:
- up to 1 year of service: 15 days;
- from 1 to 3 years of service: 1 month;
- from 3 to 5 years of service: 2 months;
- from 5 to 10 years of service: 3 months;
- from 10 to 15 years of service: 4 months;
- from 15 to 20 years of service: 5 months;
- from 20 to 30 years of service: 6 months.
Above 30 years, an increase of 10 days per year of length of service is granted.
Africa All all 0.5 0.5 1 2 3 4 6
2019 United Kingdom United Kingdom Sec. 86 ERA establishes minimum notice periods according to the length of service, as follows:
- one week, if the employee has been continuously employed for at least 1 month but less than two years;
- one week for each year of continuous employment if the period of continuous employment is between two and 12 years; and
- 12 weeks if the period of continuous employment is 12 years or more.
No notice needs to be given if the employee has been employed for less than 1 month.
Europe All all 0.25 0.25 0.5 1 1.25 2.5 3
2019 Greece Greece The statutory notice periods for dismissing white-collar workers were shortened in 2012 by the Act 4093/2012 (art. IA para. 12 sec. 1):
- For employees who have served from 12 completed months to two years, one month's notice is required before dismissal;
- For employees who have served from two to five years, two months' notice is required before dismissal;
- For employees who have served from five to 10 years, three months' notice is required before dismissal; and;
- For employees who have served 10 years or more, four months' notice is required before dismissal.

[Prior to the reform, the notice periods were set , as follows:
- 1 month for employees who have worked for at least 12 months but not more than 2 years;
- 2 months for employees who have worked for at least 2 years but not more than 5 years;
- 3 months for employees who have worked for at least 5 years but not more than 10 years;
- 4 months for employees who have worked for at least 10 years but not more than 15 years;
- 5 months for employees who have worked for at least 15 years but not more than 20 years;
- 6 months for employees who have worked for over 20 years

- No notice period to be observed in order to dismiss a blue-collar worker, they are only entitled to severance pay.
Europe white-collar workers all 1 2 3 4
2019 Hungary Hungary •Sec 69 LC provides for a notice period of 30 days, which, in case of dismissal by the employer, shall be extended by:
* 5 days after 3 years of service;
* 15 days after 5 years of service;
* 20 days after 8 years of service;
* 25 days after 10 years of service;
* 30 days after 15 years of service;
* 40 days after 18 years of service;
* 60 days after 20 years of service.

By agreement of the parties the notice periods referred to in Subsections (1)-(2) may be extended by up to six months (LC, sec. 68(3)). The period of notice for the termination of a fixed-term employment relationship by notice may not go beyond the fixed term. (LC, sec. 68(5))
Europe All all 1 1 1 1.17 1.5 1.83 3
2019 Jordan Jordan Art. 23 A) LL: If one of the parties intends to terminate the employment contract, he or she shall notify the other party of his or her intention in writing at least one month in advance. Arab States All all 1 1 1 1 1 1 1
2019 Japan Japan Art. 20 (1) LSA: at least 30 days advance notice.

However, in accordance with art. 21 LSA, this rule does not apply to the following workers:
* workers employed on a daily basis if they have worked for less than one month;
* workers employed for a specific period not exceeding two months;
* seasonal workers employed for a specific period not exceeding four months; and
* workers during a trial period if they have worked for less than 14 days.

In addition, an employer is exempt from obligations pursuant to article 20 LSA if the continued operation of the undertaking becomes impossible because of a natural disaster or some other unavoidable cause or in the event of dismissal for reasons attributable to the employee. In such cases, an employer is obliged to obtain administrative approval from the head of the local Labour Standards Inspection Office (art. 20 (3) LSL).

Asia All all 1 1 1 1 1 1 1
2019 Kyrgyzstan Kyrgyzstan Art. 85 LC Europe All economic dismissal 1 1 1 1 1 1 1 1
2019 Korea, Republic of Korea, Republic of Art. 26 LSA: The notice period shall be 30 days regardless of the length of service.

However, exceptionally, notice may not be given to workers who have been employed: 1) on a daily basis for less than three consecutive months; 2) for a fixed period not exceeding two months; 3) as a monthly-paid worker for less than six months; 4) for seasonal work for a fixed period not exceeding six months; 5) as a worker in a probationary period (art. 35 LSA).
Asia All all 1 1 1 1 1 1 1
2019 Lesotho Lesotho Art. 63 LC.
Statutory notice period is set according to the length of service, as follows:
* 1 or more years of service: 1 month's notice;
* more than 6 months and less than 1 year: a fortnight's notice;
* less than 6 months: 1 week's notice.
Africa All all 0.5 0.5 1 1 1 1 1
2019 Luxembourg Luxembourg According to art. L 124-3 LC, the statutory notice period is:
*2 months for a tenure of less than 5 years
*4 months from 5 years until 10 years of service
*6 months over 10 years of service
Art. 124-7 LC provides that these notice periods can be extended when the employer has less than 20 employees. In that case, the employer may opt either for the payment of the severance pay referred to in Art. 124-7 (1) or for an extension of the notice periods as established by Art. 124-7 (2).
________________
Art. L. 124-3 du Code du travail
(1) L’employeur qui décide de licencier doit, sous peine d’irrégularité pour vice de forme, notifier le licenciement au salarié par lettre recommandée à la poste. Toutefois, la signature apposée par le salarié sur le double de la lettre de licenciement vaut accusé de réception de la notification.
(2) En cas de licenciement d’un salarié à l’initiative de l’employeur, le contrat de travail prend fin:
- à l’expiration d’un délai de préavis de deux mois pour le salarié qui justifie auprès du même employeur d’une ancienneté de services continus inférieure à cinq ans;
- à l’expiration d’un délai de préavis de quatre mois pour le salarié qui justifie auprès du même employeur d’une ancienneté de services continus comprise entre cinq ans et moins de dix ans;
- à l’expiration d’un délai de préavis de six mois pour le salarié qui justifie auprès du même employeur d’une ancienneté de services continus de dix ans au moins.

L'article 124-7(2) du Code du travail prévoit que l’employeur occupant moins de vingt salariés peut opter dans la lettre de licenciement soit pour le versement des indemnités visées au paragraphe (1) de l'art. 124-7, soit pour la prolongation des délais de préavis visés à l’article L. 124-3 qui, dans ce cas, sont portés:
– à cinq mois pour le salarié justifiant auprès du même employeur d’une ancienneté de service continus de cinq années au moins;
– à huit mois pour le salarié justifiant auprès du même employeur d’une ancienneté de service continus de dix années au moins;
– à neuf mois pour le salarié justifiant auprès du même employeur d’une ancienneté de service continus de quinze années au moins;
– à douze mois pour le salarié justifiant auprès du même employeur d’une ancienneté de service continus de vingt années au moins;
– à quinze mois pour le salarié justifiant auprès du même employeur d’une ancienneté de service continus de vingt-cinq années au moins;
– à dix-huit mois pour le salarié justifiant auprès du même employeur d’une ancienneté de service continus de trente années au moins.
Europe All all 2 2 2 2 4 6 6
2019 Morocco Morocco Art. 1 of the Decree n°2-04-469 of 29 December 2004 : notice period varies according to the category of workers and the length of service as follows:
1) For white collars and blue collars
- less than one year of service: 8 days;
- 1 to 5 years of service: 1 month:
- more than 5 years of service: 2 months.

2) For managerial and similar positions:
- less than one year of service: 1 month;
- 1 to 5 years of service: 2 months;
- more than 5 years: 3 months.
Africa managerial and similar positions all 1 1 2 2 2 2 3 3
2019 Morocco Morocco Art. 1 of the Decree n°2-04-469 of 29 December 2004 : notice period varies according to the category of workers and the length of service as follows:
1) For white collars and blue collars
- less than one year of service: 8 days;
- 1 to 5 years of service: 1 month:
- more than 5 years of service: 2 months.

2) For managerial and similar positions:
- less than one year of service: 1 month;
- 1 to 5 years of service: 2 months;
- more than 5 years: 3 months.
Africa white-collars and blue-collars all 0.27 0.27 1 1 1 1 2 2
2019 Madagascar Madagascar The notice period is regulated by Decree 2007-009.
The statutory minimum notice period is set according to the length of service and varies according to the workers' category. For the purpose of calculating the notice period, workers are divided into 5 groups (see Art. 2 Decree 2007-009).

- Group I covers mainly unskilled blue collar workers, workers performing work which requires limited skills or professional experience, and employees performing tasks which only require limited training.
- Group II includes skilled blue-collar workers and employees with skills and experience but whose work does not involve any specific responsibility.
- Group III includes highly skilled blue-collar workers with limited responsibility, qualified employees with extensive professional training whose work involves taking initiative and exercising specific responsibilities, and junior executives.
- Group IV includes engineers and highly qualified technicians and employees exercising supervisory, coordination or managerial functions.
- Group V covers those workers who do not fall within the previous category, which mainly includes top executives.

The notice periods are set as follows:
* Length of service < 8 days:
Group I: 1 day; Group II: 2 days; Group III: 3 days; Group IV: 4 days; Group V: 5 days.
* Length of service < 3 months:
Group I: 3 days; Group II: 8 days; Group III: 15 days; Group IV: 1 month; Group V: 1 month.
* Length of service < 1 year:
Group I: 8 days; Group II: 15 days; Group III: 1 month; Group IV: 1.5 months; Group V: 3 months.
* Length of service > 1 year:
Group I: 10 days; Group II: 1 month; Group III: 1.5 months; Group IV: 2.5 months; Group V: 4 months.
* Length of service > 3 years: additional 2 days per year of service
* Length of service > 5 years:
Group I: 1 month; Group II: 1.5 months; Group III: 2 months; Group IV: 3 months: Group V: 6 months.
Africa Workers' category I all 0.27 0.27 0.33 0.6 1 1 1
2019 Madagascar Madagascar The notice period is regulated by Decree 2007-009.
The statutory minimum notice period is set according to the length of service and varies according to the workers' category. For the purpose of calculating the notice period, workers are divided into 5 groups (see Art. 2 Decree 2007-009).

- Group I covers mainly unskilled blue collar workers, workers performing work which requires limited skills or professional experience, and employees performing tasks which only require limited training.
- Group II includes skilled blue-collar workers and employees with skills and experience but whose work does not involve any specific responsibility.
- Group III includes highly skilled blue-collar workers with limited responsibility, qualified employees with extensive professional training whose work involves taking initiative and exercising specific responsibilities, and junior executives.
- Group IV includes engineers and highly qualified technicians and employees exercising supervisory, coordination or managerial functions.
- Group V covers those workers who do not fall within the previous category, which mainly includes top executives.

The notice periods are set as follows:
* Length of service < 8 days:
Group I: 1 day; Group II: 2 days; Group III: 3 days; Group IV: 4 days; Group V: 5 days.
* Length of service < 3 months:
Group I: 3 days; Group II: 8 days; Group III: 15 days; Group IV: 1 month; Group V: 1 month.
* Length of service < 1 year:
Group I: 8 days; Group II: 15 days; Group III: 1 month; Group IV: 1.5 months; Group V: 3 months.
* Length of service > 1 year:
Group I: 10 days; Group II: 1 month; Group III: 1.5 months; Group IV: 2.5 months; Group V: 4 months.
* Length of service > 3 years: additional 2 days per year of service
* Length of service > 5 years:
Group I: 1 month; Group II: 1.5 months; Group III: 2 months; Group IV: 3 months: Group V: 6 months.
Africa Workers' category II all 0.5 0.5 1 1.27 1.5 1.5 1.5
2019 Madagascar Madagascar The notice period is regulated by Decree 2007-009.
The statutory minimum notice period is set according to the length of service and varies according to the workers' category. For the purpose of calculating the notice period, workers are divided into 5 groups (see Art. 2 Decree 2007-009).

- Group I covers mainly unskilled blue collar workers, workers performing work which requires limited skills or professional experience, and employees performing tasks which only require limited training.
- Group II includes skilled blue-collar workers and employees with skills and experience but whose work does not involve any specific responsibility.
- Group III includes highly skilled blue-collar workers with limited responsibility, qualified employees with extensive professional training whose work involves taking initiative and exercising specific responsibilities, and junior executives.
- Group IV includes engineers and highly qualified technicians and employees exercising supervisory, coordination or managerial functions.
- Group V covers those workers who do not fall within the previous category, which mainly includes top executives.

The notice periods are set as follows:
* Length of service < 8 days:
Group I: 1 day; Group II: 2 days; Group III: 3 days; Group IV: 4 days; Group V: 5 days.
* Length of service < 3 months:
Group I: 3 days; Group II: 8 days; Group III: 15 days; Group IV: 1 month; Group V: 1 month.
* Length of service < 1 year:
Group I: 8 days; Group II: 15 days; Group III: 1 month; Group IV: 1.5 months; Group V: 3 months.
* Length of service > 1 year:
Group I: 10 days; Group II: 1 month; Group III: 1.5 months; Group IV: 2.5 months; Group V: 4 months.
* Length of service > 3 years: additional 2 days per year of service
* Length of service > 5 years:
Group I: 1 month; Group II: 1.5 months; Group III: 2 months; Group IV: 3 months: Group V: 6 months.
Africa Workers' category III all 1 1 1.5 1.77 2 2 2
2019 Madagascar Madagascar The notice period is regulated by Decree 2007-009.
The statutory minimum notice period is set according to the length of service and varies according to the workers' category. For the purpose of calculating the notice period, workers are divided into 5 groups (see Art. 2 Decree 2007-009).

- Group I covers mainly unskilled blue collar workers, workers performing work which requires limited skills or professional experience, and employees performing tasks which only require limited training.
- Group II includes skilled blue-collar workers and employees with skills and experience but whose work does not involve any specific responsibility.
- Group III includes highly skilled blue-collar workers with limited responsibility, qualified employees with extensive professional training whose work involves taking initiative and exercising specific responsibilities, and junior executives.
- Group IV includes engineers and highly qualified technicians and employees exercising supervisory, coordination or managerial functions.
- Group V covers those workers who do not fall within the previous category, which mainly includes top executives.

The notice periods are set as follows:
* Length of service < 8 days:
Group I: 1 day; Group II: 2 days; Group III: 3 days; Group IV: 4 days; Group V: 5 days.
* Length of service < 3 months:
Group I: 3 days; Group II: 8 days; Group III: 15 days; Group IV: 1 month; Group V: 1 month.
* Length of service < 1 year:
Group I: 8 days; Group II: 15 days; Group III: 1 month; Group IV: 1.5 months; Group V: 3 months.
* Length of service > 1 year:
Group I: 10 days; Group II: 1 month; Group III: 1.5 months; Group IV: 2.5 months; Group V: 4 months.
* Length of service > 3 years: additional 2 days per year of service
* Length of service > 5 years:
Group I: 1 month; Group II: 1.5 months; Group III: 2 months; Group IV: 3 months: Group V: 6 months.
Africa Workers' category IV all 1.5 1.5 2.5 2.77 3 3 3
2019 Madagascar Madagascar The notice period is regulated by Decree 2007-009.
The statutory minimum notice period is set according to the length of service and varies according to the workers' category. For the purpose of calculating the notice period, workers are divided into 5 groups (see Art. 2 Decree 2007-009).

- Group I covers mainly unskilled blue collar workers, workers performing work which requires limited skills or professional experience, and employees performing tasks which only require limited training.
- Group II includes skilled blue-collar workers and employees with skills and experience but whose work does not involve any specific responsibility.
- Group III includes highly skilled blue-collar workers with limited responsibility, qualified employees with extensive professional training whose work involves taking initiative and exercising specific responsibilities, and junior executives.
- Group IV includes engineers and highly qualified technicians and employees exercising supervisory, coordination or managerial functions.
- Group V covers those workers who do not fall within the previous category, which mainly includes top executives.

The notice periods are set as follows:
* Length of service < 8 days:
Group I: 1 day; Group II: 2 days; Group III: 3 days; Group IV: 4 days; Group V: 5 days.
* Length of service < 3 months:
Group I: 3 days; Group II: 8 days; Group III: 15 days; Group IV: 1 month; Group V: 1 month.
* Length of service < 1 year:
Group I: 8 days; Group II: 15 days; Group III: 1 month; Group IV: 1.5 months; Group V: 3 months.
* Length of service > 1 year:
Group I: 10 days; Group II: 1 month; Group III: 1.5 months; Group IV: 2.5 months; Group V: 4 months.
* Length of service > 3 years: additional 2 days per year of service
* Length of service > 5 years:
Group I: 1 month; Group II: 1.5 months; Group III: 2 months; Group IV: 3 months: Group V: 6 months.
Africa Workers' category V all 3 3 4 4.27 6 6 6
2019 Malawi Malawi Art. 29 (1) EA: Notice period for terminating a contract for an unspecified period of time varies between 1 day and one month depending on the frequency of pay and/or the length of service, as follows:
1) workers paid on a monthly basis: 1 month's notice;
2) workers paid on a fortnightly basis:
- 1 fortnight's notice for less than 5 years of service
- 1 month's notice for at least 5 years of service;
3) workers paid on a weekly basis:
- 1 week's notice for less than 2 years of service
- 1 fortnight's notice between 2 and less than 5 years of service
- 1 month's notice for at least 5 years of service;
4) workers paid on a hourly basis:
- 1 day's notice for less than 6 months of service
- 1 week notice between 6 months and less than 2 years of service
- 1 fortnight's notice between 2 and less than 5 years of service
- 1 month's notice for at least 5 years of service.

Art. 29 (3) EA: The minimum period of notice in respect of a contract of employment for a specified period of time shall be 14 days.
Africa monthly paid workers all 1 1 1 1 1 1 1
2019 Malawi Malawi Art. 29 (1) EA: Notice period for terminating a contract for an unspecified period of time varies between 1 day and one month depending on the frequency of pay and/or the length of service, as follows:
1) workers paid on a monthly basis: 1 month's notice;
2) workers paid on a fortnightly basis:
- 1 fortnight's notice for less than 5 years of service
- 1 month's notice for at least 5 years of service;
3) workers paid on a weekly basis:
- 1 week's notice for less than 2 years of service
- 1 fortnight's notice between 2 and less than 5 years of service
- 1 month's notice for at least 5 years of service;
4) workers paid on a hourly basis:
- 1 day's notice for less than 6 months of service
- 1 week notice between 6 months and less than 2 years of service
- 1 fortnight's notice between 2 and less than 5 years of service
- 1 month's notice for at least 5 years of service.

Art. 29 (3) EA: The minimum period of notice in respect of a contract of employment for a specified period of time shall be 14 days.
Africa fortnightly paid workers all 0.5 0.5
2019 Malawi Malawi Art. 29 (1) EA: Notice period for terminating a contract for an unspecified period of time varies between 1 day and one month depending on the frequency of pay and/or the length of service, as follows:
1) workers paid on a monthly basis: 1 month's notice;
2) workers paid on a fortnightly basis:
- 1 fortnight's notice for less than 5 years of service
- 1 month's notice for at least 5 years of service;
3) workers paid on a weekly basis:
- 1 week's notice for less than 2 years of service
- 1 fortnight's notice between 2 and less than 5 years of service
- 1 month's notice for at least 5 years of service;
4) workers paid on a hourly basis:
- 1 day's notice for less than 6 months of service
- 1 week notice between 6 months and less than 2 years of service
- 1 fortnight's notice between 2 and less than 5 years of service
- 1 month's notice for at least 5 years of service.

Art. 29 (3) EA: The minimum period of notice in respect of a contract of employment for a specified period of time shall be 14 days.
Africa hourly or weekly paid workers all 0.25 0.25
2019 Malawi Malawi Art. 29 (1) EA: Notice period for terminating a contract for an unspecified period of time varies between 1 day and one month depending on the frequency of pay and/or the length of service, as follows:
1) workers paid on a monthly basis: 1 month's notice;
2) workers paid on a fortnightly basis:
- 1 fortnight's notice for less than 5 years of service
- 1 month's notice for at least 5 years of service;
3) workers paid on a weekly basis:
- 1 week's notice for less than 2 years of service
- 1 fortnight's notice between 2 and less than 5 years of service
- 1 month's notice for at least 5 years of service;
4) workers paid on a hourly basis:
- 1 day's notice for less than 6 months of service
- 1 week notice between 6 months and less than 2 years of service
- 1 fortnight's notice between 2 and less than 5 years of service
- 1 month's notice for at least 5 years of service.

Art. 29 (3) EA: The minimum period of notice in respect of a contract of employment for a specified period of time shall be 14 days.
Africa fixed-term workers all 0.47 0.47 0.47 0.47 0.47 0.47 0.47
2019 Malawi Malawi Art. 29 (1) EA: Notice period for terminating a contract for an unspecified period of time varies between 1 day and one month depending on the frequency of pay and/or the length of service, as follows:
1) workers paid on a monthly basis: 1 month's notice;
2) workers paid on a fortnightly basis:
- 1 fortnight's notice for less than 5 years of service
- 1 month's notice for at least 5 years of service;
3) workers paid on a weekly basis:
- 1 week's notice for less than 2 years of service
- 1 fortnight's notice between 2 and less than 5 years of service
- 1 month's notice for at least 5 years of service;
4) workers paid on a hourly basis:
- 1 day's notice for less than 6 months of service
- 1 week notice between 6 months and less than 2 years of service
- 1 fortnight's notice between 2 and less than 5 years of service
- 1 month's notice for at least 5 years of service.

Art. 29 (3) EA: The minimum period of notice in respect of a contract of employment for a specified period of time shall be 14 days.
Africa fortnightly, weekly or hourly paid workers all 0.5 0.5 1 1 1
2019 Namibia Namibia Sec. 30(1) LA set forth statutory minimum notice periods according to the employee's length of service, as follow:
- one day, if the employee has been employed for four weeks or less;
- one week, if the employee has been employed for more than four weeks but not more than one year;
- one month, if the employee has been employed for more than one year.

An employer and an employee may agree to a longer notice period provided that it is of equal duration for both parties (sec. 30(2) LA)
Africa All all 0.25 0.25 1 1 1 1 1
2019 Niger Niger No specified duration in the LC (see Art. 88 LC).

However,the 1972 Inter-occupational Collective Agreement in Appendix No 1. establishes the duration of the notice period according to the worker's category, as follows:
- 1 month for monthly paid workers;
- 8 days for hourly, daily or weekly paid workers;
- 1 month for first-line supervisors ("agents de maîtrise") and technicians;
- 3 months for engineers, executives and senior executives.
Africa monthly paid workers all 1 1 1 1 1 1 1
2019 Niger Niger No specified duration in the LC (see Art. 88 LC).

However,the 1972 Inter-occupational Collective Agreement in Appendix No 1. establishes the duration of the notice period according to the worker's category, as follows:
- 1 month for monthly paid workers;
- 8 days for hourly, daily or weekly paid workers;
- 1 month for first-line supervisors ("agents de maîtrise") and technicians;
- 3 months for engineers, executives and senior executives.
Africa hourly, daily or weekly paid workers all 0.27 0.27 0.27 0.27 0.27 0.27 0.27
2019 Niger Niger No specified duration in the LC (see Art. 88 LC).

However,the 1972 Inter-occupational Collective Agreement in Appendix No 1. establishes the duration of the notice period according to the worker's category, as follows:
- 1 month for monthly paid workers;
- 8 days for hourly, daily or weekly paid workers;
- 1 month for first-line supervisors ("agents de maîtrise") and technicians;
- 3 months for engineers, executives and senior executives.
Africa first-line supervisors and technicians all 1 1 1 1 1 1 1
2019 Niger Niger No specified duration in the LC (see Art. 88 LC).

However,the 1972 Inter-occupational Collective Agreement in Appendix No 1. establishes the duration of the notice period according to the worker's category, as follows:
- 1 month for monthly paid workers;
- 8 days for hourly, daily or weekly paid workers;
- 1 month for first-line supervisors ("agents de maîtrise") and technicians;
- 3 months for engineers, executives and senior executives.
Africa engineers, executives and top executives all 3 3 3 3 3 3 3
2019 Netherlands Netherlands Since the 2015 reform, the employer can no longer choose which procedure to follow.

Article 7:669 CC establishes the procedure to be followed. The employer may terminate the employment contract if there are reasonable grounds for doing so and redeployment of the employee within a reasonable period, whether or not by means of training, to another suitable position is not possible or would not be logical.

The statutory minimum notice period to be respected depends on the worker's length of service, as follows (Art. 7:672(2) CC):
* less than 5 years of service: 1 month
* between 5 and less than 10 years: 2 months
* between 10 and less than 15 years: 3 months
* 15 years or more years: 4 months
Europe All all 1 1 1 1 1 2 3 4
2019 Norway Norway Art. 15-3 WEA states that unless otherwise stipulated in collective agreement, the notice period shall be one month.
Before notice has been given, an agreement on a shorter period of notice may only be concluded between the employer and the employee's elected representatives at undertakings bound by a collective pay agreement. Furthermore, shorter notice periods may be provided for in the regulations issued by the Ministry for participants in labour market schemes.

The same article further provides for the following notice periods:

*if the employee has been employed in the same undertaking for at least five consecutive years: at least two months' notice;
* if the employee has been employed in the same undertaking for at least ten consecutive years: at least three months' notice;
*if the employee has been employed in the same undertaking for more than ten consecutive years:
a) at least four months if the employee is 50 years old,
b) at least five months if the employee is above 55 years old,
c) at least 6 months if the employee is above 60 years old.
Europe All all 1 1 1 1 2
2019 Norway Norway Europe employee < 50 years old all 3 3
2019 Norway Norway Europe employees ≥ 50 years old all 4 4
2019 Norway Norway Europe employees ≥ 55 years old all 5 5
2019 Norway Norway Europe employees ≥ 60 years old all 6 6
2019 Peru Peru See art. 31 LPCL:
- The employer must give the worker a reasonable period of written notice, of not less than six calendar days in case of misconduct, so that the worker can present a written defense to any charges brought against him or her.
- If the worker is guilty of flagrant serious misconduct where it would be unreasonable to require the employer to continue the employment relationship, no notice is required.
- In the event of allegations related to capacity of the worker or errors, the employer must give a notice of at least 30 days in order for the employee to prove his or her professional capacities and correct any error.
Americas All dismissal based on worker's capacity 1 1 1 1 1 1 1
2019 Russian Federation Russian Federation Article 180 LC provides that the employees should be notified no less than two months if the reason for the dismissal is liquidation or downsizing of the enterprise.

Moreover:
•if a fixed-term contract for a period of up to 2 months is terminated, a notice must be sent not less than 3 calendar days for the reasons of expiry of the contract (Article 79 LC) and for liquidation or downsizing of the enterprise (Article 292 LC);
•if a seasonal work contract is terminated, a notice must be sent not less than 7 calendar days (Article 296 LC)
•if the employee is a migrant worker or a stateless person, a notice regarding the termination of the contract for liquidation or downsizing of the enterprise reasons must be sent not less than 3 calendar days before the dismissal (Article 327.6 LC)
Europe All economic dismissal 2 2 2 2 2 2 2 2
2019 Rwanda Rwanda Art. 24LL: The notice period shall be at least:
- 15 days if the worker has worked for less than a year;
- 1 month if the worker has workers for a period of one year or more.

No notice period shall apply to a worker on probation.

Art. 28(2) LL provides that where a fixed term contract is terminated due to gross negligence, the party causing the contract to be terminated shall notify the same to the other party within fourty eight (48) hours.
Africa All all 0.5 0.5 1 1 1 1 1
2019 Singapore Singapore Notice periods are governed by the terms of the contract (sec. 10 (2) EA), and it is only in the absence of such a stipulation that the statutory notice periods apply.
Sec. 10 (3) EA establishes statutory minimum notice periods as follows:
- one day for less than 26 weeks' service;
- one week for 26 weeks to less than two years' service;
- two weeks for two to less than five years' service;
- four weeks for five or more years' service.
______________________
Notice of termination of contract
10.—(1) Either party to a contract of service may at any time give to the other party notice of his intention to terminate the contract of service.
(2) The length of such notice shall be the same for both employer and employee and shall be determined by any provision made for the notice in the terms of the contract of service, or, in the absence of such provision, shall be in accordance with subsection (3).
(3) The notice to terminate the service of a person who is employed under a contract of service shall be not less than — (a) one day’s notice if he has been so employed for less than 26 weeks; (b) one week’s notice if he has been so employed for 26 weeks or more but less than 2 years; (c) 2 weeks’ notice if he has been so employed for 2 years or more but less than 5 years; and (d) 4 weeks’ notice if he has been so employed for 5 years or more.
(4) This section shall not be taken to prevent either party from waiving his right to notice on any occasion.
(5) Such notice shall be written and may be given at any time, and the day on which the notice is given shall be included in the period of the notice.

Dismissal
14 EA.—(1) An employer may after due inquiry dismiss without notice an employee employed by him on the grounds of misconduct inconsistent with the fulfilment of the express or implied conditions of his service except that instead of dismissing an employee an employer may —
(a) instantly down-grade the employee; or
(b) instantly suspend him from work without payment of salary for a period not exceeding one week.
(2) Notwithstanding subsection (1), where a relevant employee considers that he has been dismissed without just cause or excuse
his employer, he may, within one month of the dismissal, make representations in writing to the Minister to be reinstated in his former employment.
(2A) For the purposes of subsection (2), a relevant employee means —
(a) an employee employed in a managerial or an executive position —
(i) who is dismissed with notice; or
(ii) who is dismissed without notice but receives payment of any salary in lieu of notice, after having served that employer for at least 12 months in any position (whether or not a managerial or an executive position);
(b) an employee employed in a managerial or an executive position who is dismissed without notice and without salary in lieu of such notice; or
(c) an employee not employed in a managerial or an executive position.
(3) The Minister may, before making a decision on any such representations, by writing under his hand request the
commissioner to inquire into the dismissal and report whether in his opinion the dismissal is without just cause or excuse.
(4) If, after considering the report made by the Commissioner under subsection (3), the Minister is satisfied that the employee has been dismissed without just cause or excuse, he may, notwithstanding any rule of law or agreement to the contrary —
(a) direct the employer to reinstate the employee in his former employment and to pay the employee an amount that is equivalent to the wages that the employee would have earned
had he not been dismissed by the employer; or (b) direct the employer to pay such amount of wages as compensation as may be determined by the Minister, and the employer shall comply with the direction of the Minister. (...)
Asia All all 0.25 0.25 0.5 0.5 1 1 1
2019 Senegal Senegal No specified duration in the Labour Code.
However, art 23 of the Inter-occupational Collective Agreements establishes specific duration of the notice period according to the worker's category.
For non-executive monthly paid workers,the notice period is 1 month.
The duration of the notice period is 3 months for executives and similar workers. For blue collar-workers and permanent staff paid on a hourly, daily or weekly basis, notice period varies according to the worker's category and length of service, as follows:
* Less than one year of service: 8 days (categories 1 to 4) / 15 days (categories 5 to 7)
* From 1 to 5 years of service: 15 days (categories 1 to 4) / 15 days (categories 5 to 7)
* More than 5 years: 1 month (categories 1 to 4) / 1 month (categories 5 to 7)
Africa managerial and similar positions all 3 3 3 3 3 3 3
2019 Senegal Senegal No specified duration in the Labour Code.
However, art 23 of the Inter-occupational Collective Agreements establishes specific duration of the notice period according to the worker's category.
For non-executive monthly paid workers,the notice period is 1 month.
The duration of the notice period is 3 months for executives and similar workers. For blue collar-workers and permanent staff paid on a hourly, daily or weekly basis, notice period varies according to the worker's category and length of service, as follows:
* Less than one year of service: 8 days (categories 1 to 4) / 15 days (categories 5 to 7)
* From 1 to 5 years of service: 15 days (categories 1 to 4) / 15 days (categories 5 to 7)
* More than 5 years: 1 month (categories 1 to 4) / 1 month (categories 5 to 7)
Africa monthly paid workers all 1 1 1 1 1 1 1
2019 Senegal Senegal No specified duration in the Labour Code.
However, art 23 of the Inter-occupational Collective Agreements establishes specific duration of the notice period according to the worker's category.
For non-executive monthly paid workers,the notice period is 1 month.
The duration of the notice period is 3 months for executives and similar workers. For blue collar-workers and permanent staff paid on a hourly, daily or weekly basis, notice period varies according to the worker's category and length of service, as follows:
* Less than one year of service: 8 days (categories 1 to 4) / 15 days (categories 5 to 7)
* From 1 to 5 years of service: 15 days (categories 1 to 4) / 15 days (categories 5 to 7)
* More than 5 years: 1 month (categories 1 to 4) / 1 month (categories 5 to 7)
Africa hourly, daily, weekly paid blue-collar workers (categories 1 to 4) all 0.27 0.27
2019 Senegal Senegal No specified duration in the Labour Code.
However, art 23 of the Inter-occupational Collective Agreements establishes specific duration of the notice period according to the worker's category.
For non-executive monthly paid workers,the notice period is 1 month.
The duration of the notice period is 3 months for executives and similar workers. For blue collar-workers and permanent staff paid on a hourly, daily or weekly basis, notice period varies according to the worker's category and length of service, as follows:
* Less than one year of service: 8 days (categories 1 to 4) / 15 days (categories 5 to 7)
* From 1 to 5 years of service: 15 days (categories 1 to 4) / 15 days (categories 5 to 7)
* More than 5 years: 1 month (categories 1 to 4) / 1 month (categories 5 to 7)
Africa hourly, daily, weekly paid blue-collar workers (categories 5 to 7) all 0.5 0.5
2019 Senegal Senegal No specified duration in the Labour Code.
However, art 23 of the Inter-occupational Collective Agreements establishes specific duration of the notice period according to the worker's category.
For non-executive monthly paid workers,the notice period is 1 month.
The duration of the notice period is 3 months for executives and similar workers. For blue collar-workers and permanent staff paid on a hourly, daily or weekly basis, notice period varies according to the worker's category and length of service, as follows:
* Less than one year of service: 8 days (categories 1 to 4) / 15 days (categories 5 to 7)
* From 1 to 5 years of service: 15 days (categories 1 to 4) / 15 days (categories 5 to 7)
* More than 5 years: 1 month (categories 1 to 4) / 1 month (categories 5 to 7)
Africa hourly, daily, weekly paid blue-collar workers (categories 1 to 7) all 0.5 0.5 1 1 1
2019 Thailand Thailand -Dismissal not based on economic reasons:
See art. 17 LPA, as amended by LPA-No2 of 2008 (art. 8): " Where the period is not specified in the contract of employment, an employer or an employee may terminate the contract by giving advance notice in writing to the other party at or before any due date of wage payment in order to take effect on the following due date of wage payment, with no requirement for advance notice of more than 3 months".
Therefore, if a worker is paid on a monthly basis, the notice period shall be at least 1 month.
See also art. 582 CCC.
- Dismissal for economic reasons:
According to art. 121 LPA, the employer shall give at least a 60-day notice to the labour inspection when he or she intends to terminate an employee due to the restructuring of the work unit, the production process, or the distribution or provision of services, resulting from the introduction or change of machinery or technology.

Notice period:
oEconomic dismissal – 60 days
oMonthly paid workers – non-economic dismissal – 1 month
Asia All economic dismissal 2
2019 Thailand Thailand -Dismissal not based on economic reasons:
See art. 17 LPA, as amended by LPA-No2 of 2008 (art. 8): " Where the period is not specified in the contract of employment, an employer or an employee may terminate the contract by giving advance notice in writing to the other party at or before any due date of wage payment in order to take effect on the following due date of wage payment, with no requirement for advance notice of more than 3 months".
Therefore, if a worker is paid on a monthly basis, the notice period shall be at least 1 month.
See also art. 582 CCC.
- Dismissal for economic reasons:
According to art. 121 LPA, the employer shall give at least a 60-day notice to the labour inspection when he or she intends to terminate an employee due to the restructuring of the work unit, the production process, or the distribution or provision of services, resulting from the introduction or change of machinery or technology.

Notice period:
oEconomic dismissal – 60 days
oMonthly paid workers – non-economic dismissal – 1 month
Asia monthly paid workers non economic dismissal 1
2019 Turkmenistan Turkmenistan Europe All economic dismissal 2
2019 Tunisia Tunisia Employers and employees are required to give one month's notice in writing. If there are provisions which result from a contractual or collective agreement, general practice or vested rights that require a longer period of notice, these provisions are applied (art. 14bis LC). For example, the period of notice for journalists (art. 398 LC) and commercial travellers and sales representatives (art. 410 LC) varies between one and three months.
_________________________
Les employeurs et les employés sont tenus de donner un préavis écrit d'un mois. L'article 14bis du Code du travail dispose que "le préavis de rupture du contrat de travail à durée indéterminée est notifié par lettre recommandée adressée à l'autre partie un mois avant la rupture du contrat (...) le tout sans préjudice des prescriptions plus avantageuses pour le travailleur résultant de dispositions spéciales prévues par l'accord des parties, la convention collective ou l'usage."
Par exemple, le délai de préavis pour les journalistes (art. 398 LC) et les voyageurs commerciaux et représentants commerciaux (art. 410 LC) varie entre un et trois mois.
Africa All all 1 1 1 1 1 1 1
2019 Turkey Turkey Art. 17 LA:
The notice period to be observed by the employer before terminating a contract of indefinite duration varies according to the employee's length of service, as follows:
- 2 weeks if the employee has been employed for less than 6 months;
- 4 weeks if the employee has been employed for at least 6 months but less that one-and-a-half years;
- 6 weeks if the employee has been employed for at least one-and-a-half years but less than 3 years;
- 8 weeks if the employee has been employed for more than 3 years.
These are minimum periods and may be increased by contracts between the parties.
Europe All all 0.5 1 1.5 2 2 2 2
2019 Tanzania, United Republic of Tanzania, United Republic of Art. 41(1) ELRA: if a contract of employment can be terminated on notice, the required period of notice is at least:
* 7 days if given in the first month of employment and after that;
* 28 days if the employee is employed on a monthly basis;
* 4 days if the employee is employed on a daily or weekly basis.
A longer notice period may be agreed upon by the parties, provided that the notice period is of equal duration for the employer and employee.
Africa monthly paid workers all 0.93 0.93 0.93 0.93 0.93 0.93 0.93
2019 Tanzania, United Republic of Tanzania, United Republic of Art. 41(1) ELRA: if a contract of employment can be terminated on notice, the required period of notice is at least:
* 7 days if given in the first month of employment and after that;
* 28 days if the employee is employed on a monthly basis;
* 4 days if the employee is employed on a daily or weekly basis.
A longer notice period may be agreed upon by the parties, provided that the notice period is of equal duration for the employer and employee.
Africa daily or weekly paid workers all 0.13 0.13 0.13 0.13 0.13 0.13 0.13
2019 Uganda Uganda Art. 58(3) EA: Statutory minimum notice period are established according to the length of service, as follows:
- at least 2 weeks, for a period of service of more than 6 months but less than 1 year;
- at least 1 month, for a period of service of more than 12 months but less than 5 years;
- at least 2 months, for a period of service of more than 5 months but less than 10 years;
- at least 3 months, for a period of service of 10 years or more.
Africa All all 0.5 0.5 1 1 2 3 3
2019 Uzbekistan Uzbekistan Europe All dismissal based on worker's capacity 0.5
2019 South Africa South Africa Sec. 37(1) BCEA establishes minimum notice periods to be observed by the employer when he or she intends to dismiss an employee, as follows:
- 1 week's notice if the employee has been employed for 6 months or less,
- 2 week's notice if the employee has been employed for more than 6 months but not more than 1 year;
- 4 weeks if the employee has been employed for one year or more (or is a farm or domestic workers employed for more than 6 months)
Collective agreements only provide shorter notice periods than those stipulated by the BCEA for workers with more than 1 year of service. In such cases, the notice period can be reduced to 2 weeks (sec. 37(2) BCEA).
Africa All all 0.5 0.5 1 1 1 1 1
2019 Zambia Zambia Oral contract:
- Sec. 20 (2) EA provides that in the absence of any agreement providing for a period of notice of longer duration, the length of such notice shall be-
(a) subject to the provisions of paragraph (b), twenty-four hours where the contract is for a period of less than a week;
(b) fourteen days where the contract is a daily contract under which, by agreement or custom, wages are payable not at the end of the day, but at intervals not exceeding one month;
(c) thirty days where the contract is for a period of one week or more".
- The notice period to be given to the employee in the event of termination by redundancy is 1 month (see sec. 10 MWCEGO and sec. 9 MWCESO).

In the legislation reviewed, no information has been found with regards to written contracts.
Africa All economic dismissal 1 1 1 1 1 1 1
2019 Zambia Zambia Oral contract:
- Sec. 20 (2) EA provides that in the absence of any agreement providing for a period of notice of longer duration, the length of such notice shall be-
(a) subject to the provisions of paragraph (b), twenty-four hours where the contract is for a period of less than a week;
(b) fourteen days where the contract is a daily contract under which, by agreement or custom, wages are payable not at the end of the day, but at intervals not exceeding one month;
(c) thirty days where the contract is for a period of one week or more".
- The notice period to be given to the employee in the event of termination by redundancy is 1 month (see sec. 10 MWCEGO and sec. 9 MWCESO).

In the legislation reviewed, no information has been found with regards to written contracts.
Africa oral contract ≥ 1 week non economic dismissal 1 1 1 1
2018 Antigua and Barbuda Antigua and Barbuda See sec. C9(3) LC.
- The period of said advance notice shall be at least equivalent to the interval of time between the affected employee's paydays. It shall not exceed 30 days unless a longer notice period is stipulated in an employment contract.
- With respect to an employee serving a probation period, an employer must give at least 24 hours advance notice of his intention to terminate that person's employment.
Americas monthly paid workers all 1 1 1 1 1 1 1
2018 Armenia Armenia Europe All all 1.17 1.4 2
2018 Argentina Argentina Art. 231 (b) LCL: establishes various statutory notice periods

According to article 231 LCL this is the compulsory minimum notification period, but the parties can agree on a longer one.

Fixed term contracts must follow article 94 LCT, according to which parties need to inform the other party of the end of the contract between 1 and 2 months before the agreed deadline, except if the contract is for the duration of less than one 1 month. If the advance notice is not observed, it will be presumed the conversion of the contract to an indeterminate one, except if an explicit renovation of the contract has been agreed.

Please note, however, that these rules do not apply to small and medium sized companies which are defined as those companies which up to 40 employees and a maximum annual turnover of such an amount set out by a special monitory commission (Comisión Especial de Seguimiento) for each activity or sector (art. 83 SMEL).
In those companies, the employer is only required to give an advance notice of one month to the employee, regardless of the length of service (art. 95 SMEL).
Americas All all 1 1 1 1 2 2 2
2018 Chile Chile - Dismissal without cause (desahucio) of persons in positions of trust, representatives or certain categories of domestic workers ("trabajador de casa particular") must be carried out in writing, 30 days in advance except if the employer pays the worker cash compensation equivalent to the last monthly remuneration earned. Copy of the notice shall be sent to the relevant labour inspectorate (art. 161 LC)
- Dismissal based on the requirements of the undertaking: the worker must be given notice, copied to the relevant inspectorate, at least 30 days in advance (art. 162 LC).
- If the employee is dismissed for conduct-related reasons as listed in art. 160 LC then notice must be sent promptly after the occurrence of the conduct.
Americas All dismissal without cause ("Desahucio") 1 1 1 1 1 1 1
2018 Malaysia Malaysia Sec. 12 (2) EA lays down statutory minimum notice periods applicable to all dismissals, including those for operational reasons, but except dismissals for misconduct, as follows:
- 4 weeks for employees with less than 2 years of service;
- 6 weeks for employees with 2 to 5 years of service;
- 8 weeks for employees with more than 5 years of service.
Asia All all 1 1 1.5 1.5 2 2 2
2017 Bangladesh Bangladesh - In the event of a retrenchment, the employer shall give the employee one month's notice (sec. 20(1) LA).

- In the event of termination without cause (sec. 26 LA), the employer shall give the employee the following notice period:

1) For permanent workers:
- 120 days' notice if the worker is paid on a monthly basis;
- 60 days' notice to other workers.

2) For temporary workers (when termination is not due to the completion, cessation, abolition or discontinuance of the temporary work for which he was appointed):
- 30 days' notice if the temporary worker is paid on a monthly basis;
- 14 days' notice to other temporary workers.

- No statutory notice requirements for conduct and capacity-related dismissals (referred to respectively in the LA as 'dismissal' and 'discharge'), except for dismissals based on unjustified absence from the work place. (In case a worker remains absent from work without notice for at least 10 days, the employer shall serve him or her a notice to explain the reasons for the absence. If the worker does not submit a written justification for the absence or returns to work within 17 days, he or she is considered terminated, sec. 27(3A)).
Asia All economic dismissal 0 0 1 1 1 1 1
2017 Bangladesh Bangladesh - In the event of a retrenchment, the employer shall give the employee one month's notice (sec. 20(1) LA).

- In the event of termination without cause (sec. 26 LA), the employer shall give the employee the following notice period:

1) For permanent workers:
- 120 days' notice if the worker is paid on a monthly basis;
- 60 days' notice to other workers.

2) For temporary workers (when termination is not due to the completion, cessation, abolition or discontinuance of the temporary work for which he was appointed):
- 30 days' notice if the temporary worker is paid on a monthly basis;
- 14 days' notice to other temporary workers.

- No statutory notice requirements for conduct and capacity-related dismissals (referred to respectively in the LA as 'dismissal' and 'discharge'), except for dismissals based on unjustified absence from the work place. (In case a worker remains absent from work without notice for at least 10 days, the employer shall serve him or her a notice to explain the reasons for the absence. If the worker does not submit a written justification for the absence or returns to work within 17 days, he or she is considered terminated, sec. 27(3A)).
Asia permanent (monthly-paid) workers termination without cause 4 4 4 4 4 4 4
2017 Bangladesh Bangladesh - In the event of a retrenchment, the employer shall give the employee one month's notice (sec. 20(1) LA).

- In the event of termination without cause (sec. 26 LA), the employer shall give the employee the following notice period:

1) For permanent workers:
- 120 days' notice if the worker is paid on a monthly basis;
- 60 days' notice to other workers.

2) For temporary workers (when termination is not due to the completion, cessation, abolition or discontinuance of the temporary work for which he was appointed):
- 30 days' notice if the temporary worker is paid on a monthly basis;
- 14 days' notice to other temporary workers.

- No statutory notice requirements for conduct and capacity-related dismissals (referred to respectively in the LA as 'dismissal' and 'discharge'), except for dismissals based on unjustified absence from the work place. (In case a worker remains absent from work without notice for at least 10 days, the employer shall serve him or her a notice to explain the reasons for the absence. If the worker does not submit a written justification for the absence or returns to work within 17 days, he or she is considered terminated, sec. 27(3A)).
Asia permanent (non-monthly-paid) workers termination without cause 2 2 2 2 2 2 2
2017 Bangladesh Bangladesh - In the event of a retrenchment, the employer shall give the employee one month's notice (sec. 20(1) LA).

- In the event of termination without cause (sec. 26 LA), the employer shall give the employee the following notice period:

1) For permanent workers:
- 120 days' notice if the worker is paid on a monthly basis;
- 60 days' notice to other workers.

2) For temporary workers (when termination is not due to the completion, cessation, abolition or discontinuance of the temporary work for which he was appointed):
- 30 days' notice if the temporary worker is paid on a monthly basis;
- 14 days' notice to other temporary workers.

- No statutory notice requirements for conduct and capacity-related dismissals (referred to respectively in the LA as 'dismissal' and 'discharge'), except for dismissals based on unjustified absence from the work place. (In case a worker remains absent from work without notice for at least 10 days, the employer shall serve him or her a notice to explain the reasons for the absence. If the worker does not submit a written justification for the absence or returns to work within 17 days, he or she is considered terminated, sec. 27(3A)).
Asia temporary (monthly-paid) workers termination without cause 1 1 1 1 1 1 1
2017 Bangladesh Bangladesh - In the event of a retrenchment, the employer shall give the employee one month's notice (sec. 20(1) LA).

- In the event of termination without cause (sec. 26 LA), the employer shall give the employee the following notice period:

1) For permanent workers:
- 120 days' notice if the worker is paid on a monthly basis;
- 60 days' notice to other workers.

2) For temporary workers (when termination is not due to the completion, cessation, abolition or discontinuance of the temporary work for which he was appointed):
- 30 days' notice if the temporary worker is paid on a monthly basis;
- 14 days' notice to other temporary workers.

- No statutory notice requirements for conduct and capacity-related dismissals (referred to respectively in the LA as 'dismissal' and 'discharge'), except for dismissals based on unjustified absence from the work place. (In case a worker remains absent from work without notice for at least 10 days, the employer shall serve him or her a notice to explain the reasons for the absence. If the worker does not submit a written justification for the absence or returns to work within 17 days, he or she is considered terminated, sec. 27(3A)).
Asia temporary (non-monthly-paid) workers termination without cause 0.47 0.47 0.47 0.47 0.47 0.47 0.47
2017 China China Art. 40 ECL: The notice period shall be 30 days regardless of the job tenure. Asia All all 1 1 1 1 1 1 1
2017 Germany Germany Sec. 622 CC (applicable, unlike the PADA, to all cases of ordinary dismissals notwithstanding the size of the undertaking).
The notice period should be at least 4 weeks and increases according to the length of service as follows:
* 1 month, for at least 2 years of service;
* 2 months, for at least 5 years of service;
* 3 months, for at least 8 years of service;
* 4 months, for at least 10 years of service;
* 5 months, for at least 12 years of service;
* 6 months, for at least 15 years of service;
* 7 months, for at least 20 years of service.

(Note: during the probationary period (maximum 6 months), the notice period should be 2 weeks).
Europe All all 1 1 1 1 2 4 7
2017 Denmark Denmark Sec. 2 (2) ESEA. The notice period shall be:
* 1 month during the first 6 months' employment;
* 3 months after 6 months' employment
* increased by one month for every three years of service, subject to a maximum of 6 months.
Europe white-collar workers all 3 3 3 3 4 6 6
2017 Estonia Estonia Art. 97(2) ECA:
The notice period to be given by the employer in the event of termination of employment (referred to 'extraordinary cancellation') varies according to the employee's length of service, as follows:
1) less than one year of employment: at least 15 calendar days;
2) one to five years of employment: at least 30 calendar days;
3) five to ten years of employment at least 60 calendar days;
4) ten or more years of employment: at least 90 calendar days.

Note advance notice for terminating the employment of an employee during the probationary period must be at least 15 days (art 96 ECA).
Europe All all 0.5 0.5 1 1 2 3 3
2017 Egypt Egypt As regards the termination of an open-ended employment contract, either party shall observe a notice period which varies according to the employer's length of service as follows:
- 2 months if the worker's uninterrupted period of service with the employer is less than 10 years, and
- 3 months if that period exceeds 10 years (Art. 111 LL).
Africa All all 2 2 2 2 2 3 3
2017 Cambodia Cambodia 1) For workers under a contract of unspecified duration:

Art. 75 LC: The minimum period of a prior notice is set as follows:
- 7 days, if the worker's length of continuous service is less than six months;
- 15 days, if the worker's length of continuous service is from six months to two years;
- 1 month, if the worker's length of continuous service is longer then two years and up to five years.
- 2 months, if the worker's length of continuous service is longer than five years and up to ten years.
- 3 months, if the worker's length of continuous service is longer than ten years.

2) Specific rules apply to fixed term contracts.
Art 73 LC: If the contract has a duration of more than six months, the worker must be informed of the expiration of the contract or of its non-renewal ten days in advance. This notice period is extended to fifteen days for contracts that have a duration of more than one year.
Asia All all 0.5 0.5 0.5 1 1 2 3