Notice period

What it means

The notice period runs from service of notice to the end of employment. It begins on the first day of the following calendar month, not on the day the notice is delivered.

Its length follows service and the reason for dismissal: one, two or three months. A contract can lengthen it but not cut it below the statutory minimum.

No notice period applies to immediate termination or to ending employment during the probationary period, where a short written notice in advance is enough. And while an employee may resign without giving a reason, the employer may give notice only on grounds the Labour Code expressly lists.

How it works in practice

Throughout it the employment continues with all rights and duties. If the employer assigns no work, that is an obstacle on its side and wage compensation is due.

If the employee leaves early without agreement, the employer may claim compensation where the contract provides for it. In practice an agreed earlier end is the better route.

During the notice period we settle the remaining annual leave with the client: the employer may schedule it, otherwise leave the employee could not take is paid out as wage compensation when employment ends. That amount goes into the final payroll, and we prepare the payroll record and certificates for the last day.

What to watch out for

Dismissal on organisational grounds adds severance to the notice period. A termination agreement removes the notice period but usually raises the severance: price both routes in advance.

If the employee falls ill during a notice period given by the employer, the time of sick leave is generally not counted towards it and employment ends later. If payroll does not allow for this, the deregistration from insurance and the final pay come out with the wrong date.