Termination
Severance agreements, layoff notices, exit interviews, and termination documents. Free templates — download PDF or Word, no signup required (2026).
Deed of Settlement (Employment) (Australia)
Settle unfair dismissal, general protections, and adverse action claims under the Fair Work Act 2009 (Cth). Covers ex gratia payment, preserved NES entitlements, mutual releases, return of property, agreed reference, confidentiality, non-disparagement, Fair Work Commission discontinuance, and deed execution under section 127 Corporations Act 2001.
Notice of Termination of Employment (Australia)
A Notice of Termination of Employment is a formal written notice issued by an Australian employer to a current employee advising them that their employment is being terminated, specifying the reason for termination, the applicable notice period under the Fair Work Act 2009 (Cth) s 117, the final pay and entitlements payable on separation, and the employee's rights under the national workplace relations system. What is a Notice of Termination of Employment? A Notice of Termination of Employment (also called a termination letter, dismissal notice, or redundancy notice depending on the context) is the formal written communication that ends an employment relationship. Under the Fair Work Act 2009 (Cth) s 117, an employer in the national workplace relations system must provide written notice of termination, or payment in lieu of notice, to an employee. The notice period must be at least the statutory minimum based on the employee's period of continuous service, or the contractual notice period in the employment contract, whichever is greater. When is a Notice of Termination of Employment Needed? A Notice of Termination of Employment is required whenever an employer in Australia's national workplace relations system decides to end an employee's employment, whether due to genuine redundancy, unsatisfactory performance, misconduct, end of a fixed-term contract, failure to meet probationary requirements, or operational requirements. The notice must be given in writing and must specify the date the employment ends. Failure to give proper notice — or to pay the equivalent in lieu — is a breach of the National Employment Standards under the Fair Work Act 2009 (Cth) and may expose the employer to underpayment claims and adverse findings in Fair Work Commission proceedings. Statutory Minimum Notice Periods — Fair Work Act 2009 (Cth) s 117 The minimum notice periods under s 117(3) of the Fair Work Act 2009 (Cth) are as follows: less than 1 year of continuous service — 1 week; at least 1 year but less than 3 years — 2 weeks; at least 3 years but less than 5 years — 3 weeks; 5 years or more — 4 weeks. Under s 117(3)(b), an additional 1 week of notice is required if the employee is over 45 years of age and has completed at least 2 years of continuous service at the time notice is given. These are minimum periods — employment contracts, Modern Awards, and enterprise agreements may provide for longer notice periods. For serious misconduct under the Fair Work Regulations 2009, no notice is required (summary dismissal), but the employer must have a valid reason and follow a proper process. Key Elements of an Australian Notice of Termination of Employment A complete Australian Notice of Termination of Employment should include the following elements: 1. Employer details: Full legal name, ABN, business address, and HR contact details. The ABN is useful for Services Australia income support claims and Fair Entitlements Guarantee applications. 2. Employee details: Full name, postal address, job title, department, and commencement date. The commencement date is critical for calculating the statutory minimum notice period and redundancy pay entitlement. 3. Reason for termination: A clear, factual explanation of the reason for termination — whether genuine redundancy (Fair Work Act 2009 (Cth) s 389), unsatisfactory performance, misconduct, end of fixed-term contract, or other valid reason. The reason must be valid, substantiated by prior steps, and communicated clearly. 4. Notice period: The specific notice period being provided (in weeks), the arrangement (working notice, PILON, or garden leave), and the last day of employment. The notice period must comply with s 117 of the Fair Work Act 2009 (Cth) and any applicable Modern Award, enterprise agreement, or contractual provision. 5. Final pay and entitlements: A complete breakdown of all amounts payable on termination, including accrued wages, annual leave payout, PILON (if applicable), long service leave (if applicable), and redundancy pay. Final pay must be processed within the timeframe required by the applicable Modern Award, enterprise agreement, or contract. 6. Statutory redundancy pay: For genuine redundancy terminations, the statutory redundancy pay entitlement under the Fair Work Act 2009 (Cth) s 119, calculated on the basis of the employee's years of continuous service. The redundancy pay table provides: 1–2 years = 4 weeks; 2–3 years = 6 weeks; 3–4 years = 7 weeks; 4–5 years = 8 weeks; 5–6 years = 10 weeks; 6–7 years = 11 weeks; 7–8 years = 13 weeks; 8–9 years = 14 weeks; 9–10 years = 16 weeks; 10+ years = 12 weeks of base pay. Small business employers (fewer than 15 employees) may be exempt under s 123. 7. Superannuation: Confirmation that the Superannuation Guarantee will be paid on all ordinary time earnings in the final pay period, in accordance with the Superannuation Guarantee (Administration) Act 1992 (Cth). 8. Return of company property: A list of company property to be returned and the deadline for doing so. 9. Post-employment obligations: Reference to continuing contractual obligations including confidentiality, non-disclosure, non-solicitation, and restraint of trade clauses, noting their enforceability under Australian law. 10. Employee rights: Information about the employee's right to apply to the Fair Work Commission for an unfair dismissal remedy under Part 3-2 of the Fair Work Act 2009 (Cth) (within 21 days of dismissal), a general protections claim under Part 3-1 (also within 21 days for dismissal claims), and the right to access Services Australia income support. 11. Acknowledgement: A signature block for the employee to acknowledge receipt of the notice without waiving any legal rights. This template is designed for use by Australian employers across all states and territories in the national workplace relations system, including New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory.
Redundancy Letter (Australia)
An Australian Redundancy Letter is a formal written document issued by an employer to notify an employee that their position has been genuinely made redundant and that their employment will end as a result. Under the Fair Work Act 2009 (Cth), a genuine redundancy is defined in s 389 and gives employees significant statutory entitlements, including redundancy pay under ss 119–123 and notice of termination under s 117. This template is designed to comply with Australian law and assist employers in managing the redundancy process fairly and transparently. What is a Genuine Redundancy Under Australian Law? Under the Fair Work Act 2009 (Cth) s 389, a redundancy is genuine if three conditions are satisfied: first, the employee's job is no longer required to be performed by anyone because of changes in the operational requirements of the employer's enterprise; second, the employer has complied with any obligation in an applicable Modern Award or enterprise agreement to consult about the redundancy; and third, it would not have been reasonable in all the circumstances for the employee to be redeployed within the employer's enterprise or an associated entity. If all three conditions are met, the employee cannot make a successful unfair dismissal claim based on the redundancy, although general protections claims under Part 3-1 of the Fair Work Act 2009 (Cth) may still be available if the redundancy involved adverse action for a prohibited reason. When is a Redundancy Letter Needed? A Redundancy Letter is needed whenever an Australian employer is eliminating a position due to genuine operational changes — such as business restructures, workforce reductions, automation, changes in customer demand, or the closure of part or all of the business. It is distinct from a Termination Letter (which is used for dismissals for cause or no-fault terminations) and should be used specifically where the redundancy pay entitlements under ss 119–123 of the Fair Work Act 2009 (Cth) apply. Key Elements of an Australian Redundancy Letter A compliant Australian Redundancy Letter should include the following key elements: 1. Employer and employee identification: Full legal names, entity type, job title, and commencement date. 2. Reason for redundancy: A genuine and specific business reason for the redundancy that satisfies the definition in s 389(1)(a) of the Fair Work Act 2009 (Cth). 3. Consultation process: A summary of the consultation undertaken with the employee, including dates of meetings, information provided, and the employee's opportunity to suggest alternatives. Compliance with consultation obligations in applicable Modern Awards or enterprise agreements is required under s 389(1)(b). 4. Selection for redundancy: Where more than one employee could be affected, a description of the selection pool and the objective, non-discriminatory criteria used for selection. 5. Redeployment assessment: Confirmation that the employer has genuinely considered redeployment options within the employer's enterprise or associated entities, as required by s 389(2) of the Fair Work Act 2009 (Cth). 6. Notice period: The applicable notice period under the Fair Work Act 2009 (Cth) s 117 based on the employee's years of continuous service, or the contractual notice period if greater. 7. Statutory redundancy pay: The redundancy pay entitlement calculated under ss 119–123 of the Fair Work Act 2009 (Cth) based on years of continuous service. Note that small business employers (fewer than 15 employees) are exempt from redundancy pay under s 121. 8. Enhanced redundancy pay (if applicable): Details of any enhanced payment above the statutory minimum, including the basis for it. 9. Accrued annual leave: All accrued but unused annual leave must be paid out on termination as a National Employment Standard under the Fair Work Act 2009 (Cth). 10. Superannuation: Superannuation contributions at the applicable Superannuation Guarantee rate under the Superannuation Guarantee (Administration) Act 1992 (Cth) must be paid on all ordinary time earnings in the final pay period. 11. Right of appeal (optional): An offer of an internal appeal process, which while not required by law is considered best practice. Tax Treatment of Redundancy Payments in Australia Genuine redundancy payments receive favourable tax treatment under the Income Tax Assessment Act 1997 (Cth) s 83-170. A tax-free component exists up to a limit calculated as $12,524 plus $6,264 for each complete year of service (2024–25 amounts — indexed annually). Amounts above this limit are taxed as employment termination payments. Employees should be encouraged to seek advice from a registered tax agent or the Australian Taxation Office. This template is suitable for use across all Australian states and territories, including New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory.
Termination Letter (Australia)
An Australian Termination Letter is a formal written notice issued by an employer to inform an employee that their employment is being terminated. Under the Fair Work Act 2009 (Cth), employers must provide written notice of termination, comply with minimum notice period requirements, pay all outstanding entitlements, and observe procedural fairness to avoid unfair dismissal liability. This document is drafted in accordance with the National Employment Standards (NES) under Part 2-2 of the Fair Work Act 2009 (Cth) and the Superannuation Guarantee (Administration) Act 1992 (Cth). What is an Australian Termination Letter? A Termination Letter (also called a notice of termination of employment, a dismissal letter, or a separation notice) is a written document that formally ends the employment relationship. It is required under the Fair Work Act 2009 (Cth) s 117, which provides that an employer must not terminate an employee's employment unless the employer has given the employee written notice of the day of termination, or has paid the employee in lieu of the notice period. For employees who have completed a minimum employment period (generally six months, or one year for small business employers with fewer than 15 employees under s 383), failure to follow the correct dismissal process can lead to an unfair dismissal application to the Fair Work Commission. When is a Termination Letter Required? An Australian Termination Letter is required in the following situations: when an employer terminates an employee for cause (misconduct or unsatisfactory performance), when an employer terminates employment without cause (no-fault termination), at the end of a probationary period, where a position is being eliminated but the termination does not constitute a genuine redundancy under s 389, and in any other situation where the employment relationship is ended by the employer's initiative. For genuine redundancies, a Redundancy Letter should be used instead. Where serious misconduct justifies summary dismissal (under the Fair Work Regulations 2009 reg 1.07), no notice period is required, but a written record of the dismissal is still strongly recommended. Key Elements of an Australian Termination Letter A compliant Australian Termination Letter should include the following elements: 1. Employer and employee identification: Full legal names, entity type (e.g. Pty Ltd), job titles, department, and commencement date. 2. Type of termination: Whether the termination is for cause (misconduct or performance), serious misconduct (summary dismissal), no-fault, or end of probation. 3. Reason for termination: A clear factual explanation of the reason for termination. The Fair Work Act 2009 (Cth) s 387(a) requires that, to avoid an unfair dismissal finding, the reason for dismissal must be sound, defensible, and well-founded. 4. Notice period: The applicable notice period under the Fair Work Act 2009 (Cth) s 117, calculated on the basis of continuous service. A five-week minimum applies to employees aged 45 or over with at least two years of continuous service. 5. Notice arrangement: Whether the employee will work out the notice period or receive a payment in lieu of notice (PILON). 6. Final pay entitlements: Wages to the termination date, accrued but unused annual leave (which must be paid out on termination under the NES), any applicable long service leave, and payment in lieu of notice. 7. Superannuation: Superannuation contributions at the applicable Superannuation Guarantee rate under the Superannuation Guarantee (Administration) Act 1992 (Cth) must be paid on all ordinary time earnings in the final pay period. 8. Redundancy pay (where applicable): Employees with at least one year of continuous service who are made genuinely redundant are entitled to redundancy pay under the Fair Work Act 2009 (Cth) s 119. 9. Return of company property: A list of company property the employee must return, with a deadline. 10. Continuing obligations: A reminder that post-employment confidentiality, non-disclosure, and restraint of trade obligations continue to apply. 11. Fair Work rights: Information about the employee's right to lodge an unfair dismissal or general protections application within 21 days of the dismissal taking effect. This template is suitable for use across all Australian states and territories — New South Wales, Victoria, Queensland, Western Australia, South Australia, Tasmania, the Australian Capital Territory, and the Northern Territory — for employers in the national workplace relations system.
Severance Agreement (Canada)
A severance agreement between a Canadian employer and departing employee, setting out severance pay, benefits continuation, release of claims, and post-employment obligations under the Canada Labour Code and provincial employment standards legislation.
Fundamental Rights Labour Claim Chile (Acción de Tutela Laboral)
A Fundamental Rights Labour Claim (Acción de Tutela Laboral) for Chile under Código del Trabajo Articles 485–495, filed before the Juzgado de Letras del Trabajo when an employer violates or restricts a worker's fundamental rights — including non-discrimination, privacy, freedom of expression, or union freedom — whether during the employment relationship or through dismissal, seeking reinstatement or additional indemnity of six to eleven months plus cessation of the violation.
Mutual Agreement to End Employment Chile (Acuerdo de Mutuo Acuerdo para Término de Contrato)
A Mutual Agreement to End Employment in Chile — governed by Código del Trabajo Article 159 No. 1 — documenting the voluntary, consensual termination of an employment contract by both employer and worker, with negotiated severance and benefit settlement, requiring ratification before a ministro de fe.
Termination Letter Chile (Carta de Despido)
A Termination Letter (Carta de Despido) for Chile governed by the Código del Trabajo Articles 159 through 171, by which an employer (empleador) formally notifies a worker (trabajador) of the termination of the employment contract, specifying the legal grounds (causal de terminación), effective date, and severance obligations under Chilean labour law administered by the Dirección del Trabajo (DT).
Notice of Void Dismissal (Unpaid Social Security) Chile (Carta de Despido Nulo por Deuda Previsional)
A Notice of Void Dismissal due to Unpaid Social Security in Chile — governed by Código del Trabajo Article 162 inciso 5 (Ley Bustos) — the formal communication by which a worker notifies the employer that the dismissal is legally void because social security contributions were not paid up to date at the time of termination.
Unfair Dismissal Claim Form Chile (Demanda por Despido Injustificado)
A judicial claim form for unfair dismissal (despido injustificado) in Chile under Código del Trabajo Article 168, filed before the Juzgado de Letras del Trabajo to challenge a termination as unjustified, undue, or improper and seek severance surcharges of 30%–100% plus reinstatement or compensation, following mandatory mediation before the Dirección del Trabajo.
Labour Settlement Agreement Chile (Finiquito Laboral)
A Labour Settlement Agreement (Finiquito Laboral) for Chile — governed by Código del Trabajo Articles 159–163 and 177, documenting the termination of an employment relationship with a detailed calculation of severance, accrued benefits, and social security obligations, requiring ratification before a ministro de fe.
AFC Unemployment Insurance Benefit Application Chile
An AFC Unemployment Insurance Benefit Application (Liquidación del Seguro de Cesantía) for Chile under Ley N° 19.728/2001 Articles 12–24, submitted to the Administradora de Fondos de Cesantía (AFC Chile) by a dismissed or voluntarily resigned worker to access Individual Unemployment Account (Cuenta Individual por Cesantía) funds and, where eligible, Solidarity Fund (Fondo de Cesantía Solidario) benefits administered by SUSESO.
Labour Conciliation Act Colombia (Acta de Conciliación Laboral MINTRABAJO)
A Labour Conciliation Act (Acta de Conciliación Laboral) for Colombia governed by Article 78 of the Código Sustantivo del Trabajo and Ley 640 de 2001, documenting the voluntary settlement of employment disputes before the Ministerio del Trabajo or an authorized centro de conciliación, covering claims for prestaciones sociales, indemnización por despido sin justa causa, salarios adeudados, and other labour rights under Colombian law.
Job Handover Record Colombia (Acta de Entrega de Cargo)
A Job Handover Record (Acta de Entrega de Cargo) for Colombia governed by Código Sustantivo del Trabajo Article 57 numeral 4, documenting the formal transfer of responsibilities, company assets, confidential information, pending tasks, and institutional knowledge from an outgoing employee to a successor or supervisor upon termination, resignation, or internal transfer under Colombian labour law.
Voluntary Incentivized Resignation Agreement Colombia (Acuerdo de Baja Voluntaria Incentivada)
A Voluntary Incentivized Resignation Agreement (Acuerdo de Baja Voluntaria Incentivada) for Colombia governed by the Código Sustantivo del Trabajo Article 61 and Ley 50 de 1990, establishing a mutual termination arrangement where the employer offers a financial incentive package above legally mandated prestaciones sociales in exchange for the worker's voluntary resignation, with full settlement of cesantías, prima de servicios, vacaciones, and social security obligations.
Equipment Return Agreement on Termination Colombia (Acuerdo de Devolución de Equipos)
An Equipment Return Agreement on Termination (Acuerdo de Devolución de Equipos) for Colombia governed by Código Sustantivo del Trabajo (CST) Article 57 numeral 4 and Article 58 numeral 4, documenting the return of company-owned tools, devices, and equipment by a departing employee, with verification of condition and acknowledgment of outstanding obligations.
Mutual Termination Agreement Colombia (Acuerdo de Terminación por Mutuo Consentimiento)
A Mutual Termination Agreement (Acuerdo de Terminación por Mutuo Consentimiento) for Colombia governed by the Código Sustantivo del Trabajo (CST) Article 61 literal b, allowing employer and worker to end an indefinite or fixed-term employment contract by mutual consent with full settlement of prestaciones sociales, cesantías, and all accrued benefits under Decreto 1072 de 2015.
Fixed-Term Non-Renewal Notice Colombia (Preaviso de No Renovación de Contrato a Término Fijo)
A Fixed-Term Non-Renewal Notice (Preaviso de No Renovación de Contrato a Término Fijo) for Colombia governed by the Código Sustantivo del Trabajo (CST) Article 46 and Ley 50 de 1990 Article 3, providing the mandatory thirty-day written notice to prevent automatic renewal of a fixed-term employment contract, with full compliance with prestaciones sociales liquidation requirements.
MinTrabajo Authorisation to Dismiss Disabled Worker Colombia (Solicitud de Autorización de Despido por Discapacidad)
A MinTrabajo Authorisation to Dismiss Disabled Worker (Solicitud de Autorización de Despido por Discapacidad) for Colombia governed by CST Article 26 and Ley 361 de 1997 Article 26, requesting prior approval from the Ministerio del Trabajo to terminate the employment of a worker with a health condition or disability, as required by the fuero de salud stability protection under Colombian labour law.
Labour Conciliation Request MinTrabajo Colombia
Labour Conciliation Request for Colombia's Ministerio del Trabajo (MinTrabajo) governed by Ley 640 de 2001 and the Código Sustantivo del Trabajo (CST), enabling workers and employers to resolve employment disputes — termination, unpaid wages, severance, benefits — before a labour inspector as an extrajudicial conciliation.
Mutual Termination Agreement (Aufhebungsvertrag) Germany
Bilateral agreement to dissolve an employment relationship by mutual consent in Germany. Governed by BGB §623 and KSchG §623. Requires written form (Schriftform). Covers termination date, severance, reference, non-compete.
Mutual Termination Agreement with Clawback Clause Germany
A mutual termination agreement (Aufhebungsvertrag) with clawback clause for Germany — governed by BGB §623 (written form), BGB §307 (AGB control on clawback clauses), KSchG, and the case law of the Bundesarbeitsgericht (BAG). Covers severance, repayment of training costs, bonuses, and company benefits.
Works Council Hearing on Dismissal Germany (Betriebsratsanhörung)
Mandatory works council consultation notice before dismissal in Germany — governed by BetrVG §102. Documents the employer's hearing obligation; a dismissal issued without proper Betriebsratsanhörung is void under §102 Abs. 1 Satz 3 BetrVG.
Ordinary Employer Notice of Termination Germany (Ordentliche Kündigung)
Ordinary employer notice of termination for Germany — governed by BGB §622, KSchG §1, and BetrVG §102. Covers statutory notice periods, grounds for termination, and works council consultation requirements.
Dismissal for Personal Incapacity Germany (Personenbedingte Kündigung)
Notice of dismissal for personal incapacity under KSchG §1 Abs. 2 — covers long-term illness, loss of work permit, withdrawal of professional licence and other personal grounds in Germany.
Employer Dismissal during Probation Germany
Employer notice of dismissal during the probationary period in Germany. Based on BGB §622 Abs. 3 and KSchG §1. Two-week notice period applies; no works council consultation required during probation under BetrVG §102.
Mass Redundancy Notification Germany (Massenentlassungsanzeige)
Statutory notification to the Agentur für Arbeit before implementing mass redundancies in Germany. Governed by KSchG §17, EU Directive 98/59/EC, and BetrVG §111. Mandatory consultation with Betriebsrat required before filing.
Severance Agreement Denmark
Aftale mellem arbejdsgiver og medarbejder om en mindelig afslutning af ansættelsesforholdet med aftalt fratrædelsestidspunkt, løn, fritstilling, godtgørelse og ferieafregning efter funktionærloven og ferieloven. Udgør en fuld og endelig afgørelse af parternes mellemværende.
Termination Letter from Employer Denmark
Skriftlig opsigelse fra arbejdsgiveren til medarbejderen med saglig begrundelse og korrekt varsel efter funktionærlovens § 2. Efter mindst 1 års ansættelse kan en usaglig opsigelse udløse godtgørelse efter § 2 b. Sikrer overholdelse af varsler og dokumentation.
Labor Conciliation Record Spain (Acta de Conciliación Laboral)
A Labor Conciliation Record (Acta de Conciliación Laboral) for Spain — governed by Ley 36/2011 Reguladora de la Jurisdicción Social art. 63, documenting the mandatory pre-litigation conciliation before the SMAC prior to any employment court proceedings.
Voluntary Termination Agreement Spain (Baja Voluntaria)
A Voluntary Termination Agreement (Baja Voluntaria) for Spain — governed by Estatuto de los Trabajadores Article 49.1.d, documenting the employee's resignation and the mutual settlement of all outstanding employment obligations between employer and employee.
Voluntary Redundancy Agreement Spain (Bajas Incentivadas)
A Voluntary Redundancy Agreement (Bajas Incentivadas) for Spain — governed by Estatuto de los Trabajadores Article 51.4, documenting the employer's offer of enhanced departure packages and the employee's voluntary acceptance as part of a collective restructuring process.
Collective Redundancy Agreement Spain (ERE)
A Collective Redundancy Agreement (Expediente de Regulación de Empleo — ERE) for Spain — governed by Estatuto de los Trabajadores Article 51.2, establishing the terms of collective dismissal negotiated between the employer and workers' representatives during the mandatory consultation period before the Autoridad Laboral.
Early Retirement Agreement Spain (Acuerdo de Jubilación Anticipada)
An Early Retirement Agreement (Acuerdo de Jubilación Anticipada) for Spain — governed by the Estatuto de los Trabajadores Article 49.1.f and the Ley General de la Seguridad Social (RDL 8/2015), documenting the voluntary termination of employment and the conditions for early retirement access through the Sistema de Seguridad Social.
Extrajudicial Labor Mediation Agreement Spain
An Extrajudicial Labor Mediation Agreement (Acuerdo de Mediación Laboral Extrajudicial) for Spain — governed by Ley 36/2011 Reguladora de la Jurisdicción Social, Article 63, recording a binding employment settlement reached through the SMAC or a registered labour mediator before filing a claim with the Juzgado de lo Social.
Mutual Termination Agreement Spain (Rescisión Mutua)
A Mutual Termination Agreement (Acuerdo de Rescisión Mutua) for Spain — governed by the Estatuto de los Trabajadores Article 49.1.a, documenting the voluntary and consensual end of an employment relationship with agreed compensation, finiquito, and mutual release of claims.
Contract Suspension ERTE Spain (Acuerdo de Suspensión)
An ERTE Contract Suspension Agreement (Acuerdo de Suspensión de Contrato de Trabajo) for Spain — governed by the Estatuto de los Trabajadores Article 47, establishing the employer's right to temporarily suspend employment contracts for economic, technical, organisational, or production causes.
Force Majeure ERTE Spain (ERTE por Fuerza Mayor)
A Force Majeure ERTE Agreement (ERTE por Fuerza Mayor) for Spain — governed by the Estatuto de los Trabajadores Article 47.3, allowing employers to suspend employment contracts due to extraordinary, unforeseeable events beyond the company's control, pending administrative determination by the Autoridad Laboral.
Unfair Dismissal Settlement Letter Spain (Carta de Despido Improcedente)
An Unfair Dismissal Settlement Letter (Carta de Despido Improcedente) for Spain — governed by Estatuto de los Trabajadores Article 56, documenting the employer's recognition of unfair dismissal and offering the statutory compensation of 33 days' salary per year of service up to 24 months, avoiding litigation before the Juzgado de lo Social.
Settlement Payment (Finiquito) Spain
A Settlement Payment (Finiquito) for Spain — governed by the Estatuto de los Trabajadores (RDL 2/2015) Article 49, documenting the final settlement of all economic obligations between employer and employee upon termination of the employment relationship, including outstanding salary, accrued holiday pay, and proportional bonus payments.
ERTE Application Form Spain (Expediente de Regulación Temporal de Empleo)
An ERTE Application Form (Expediente de Regulación Temporal de Empleo) for Spain — governed by the Real Decreto-Ley 8/2020 Article 22, the Estatuto de los Trabajadores (RDL 2/2015) Article 47, and the Real Decreto 1483/2012, enabling employers to temporarily suspend or reduce employee working hours due to economic, technical, organisational, production, or force majeure causes.
Exit Interview Form
A structured exit interview form to gather departing employee feedback on role satisfaction, management, compensation, culture, and reasons for leaving — for HR analysis and organizational improvement.
Resignation Notice Finland
Kirjallinen irtisanoutumisilmoitus työntekijältä työnantajalle työsuhteen päättämiseksi irtisanomisaikaa noudattaen. Suomessa TSL 6:3:n mukaan irtisanomisaika on 14 päivää (alle 5 v. työsuhde) tai 1 kuukausi (yli 5 v. työsuhde); syytä ei tarvitse ilmoittaa.
Layoff Notice Finland
Lomautusilmoitus työnantajalta työntekijälle tilapäistä kokoaikaista tai osa-aikaista lomautusta varten työsopimuslain (55/2001) 5 luvun 2–6 §:n mukaisesti. Ilmoitus on annettava vähintään 14 päivää ennen lomautuksen alkamista; yli 20 henkilön yrityksissä edellytetään yhteistoimintalain (1333/2021) muutosneuvottelut.
Settlement Agreement on Termination of Employment Finland
Vapaaehtoinen sopimus työsuhteen päättämisestä yhteisymmärryksessä, johon sisältyy erokorvaus (kultainen kädenpuristus), lopputili ja vaatimuksista luopuminen. Tehdään työsopimuslain (55/2001) ja työttömyysturvalain (1290/2002) huomioon ottaen, kun osapuolet haluavat välttää irtisanomisriidan.
Employment Contract Termination for Cause Finland
Ilmoitus työsopimuksen välittömästä purkamisesta ilman irtisanomisaikaa erittäin painavasta syystä. Suomessa TSL 8:1 edellyttää, ettei työnantajalta voida kohtuudella edellyttää työsuhteen jatkamista irtisanomisajankaan pituista aikaa; purkamisoikeus raukeaa 14 päivässä TSL 8:2 mukaisesti.
Probation Period Termination Finland
Ilmoitus työsopimuksen purkamisesta koeaikana Suomessa. TSL 1:4:n mukaan koeaikana (enintään 6 kk) kumpikin osapuoli voi purkaa työsopimuksen ilman irtisanomisaikaa; purkaminen ei saa perustua syrjivään syyhyn yhdenvertaisuuslain (1325/2014) mukaisesti.
Employment Termination Notice Finland
Irtisanomisilmoitus työsuhteen päättämiseksi työsopimuslain (55/2001) 6 ja 7 luvun mukaisesti. Työnantajan irtisanominen edellyttää asiallista ja painavaa syytä; irtisanomisaika on työnantajalla 14 päivästä 6 kuukauteen ja työntekijällä 14 päivästä 1 kuukauteen työsuhteen keston mukaan.
Work Certificate Finland
Työtodistus työsopimuslain (55/2001) 6 luvun 7 §:n mukaisesti. Työntekijällä on oikeus saada todistus, jossa mainitaan työsuhteen kesto ja työtehtävien laatu; pyynnöstä myös päättymisen syy sekä arvio työtaidosta ja käytöksestä.
Final Paycheck Acknowledgment
A document acknowledging an employee's receipt of their final paycheck, including wages, accrued vacation, commissions, and other final compensation, compliant with US state wage payment laws.
Mutual Separation Agreement (Ghana)
A Mutual Separation Agreement for Ghana documenting the consensual termination of employment under the Labour Act 2003 (Act 651) s.63, with agreed severance, release of claims, and post-employment obligations.
NLC Dispute Referral Form (Ghana)
A formal Dispute Referral Form for submission to the National Labour Commission of Ghana under the Labour Act 2003 (Act 651) s.135, used when internal conciliation has failed and a labour dispute must be formally referred for NLC arbitration.
Retrenchment Agreement (Ghana)
A Retrenchment Agreement for Ghana documenting the terms of redundancy and severance between employer and employee under the Labour Act 2003 (Act 651) s.65.
Severance Agreement (Ghana)
A binding Severance Agreement for Ghana recording the agreed terms of an employee's departure, including severance pay, final salary settlement, and mutual release of claims under the Labour Act 2003 (Act 651) and the Contracts Act 1960 (Act 25).
Strike Notice (Ghana)
A formal Strike Notice for Ghana issued by a trade union or workers' representative under the Labour Act 2003 (Act 651) section 159, giving the required notice of industrial action to an employer and the National Labour Commission.
Discrimination Complaint Letter (Hong Kong)
A Discrimination Complaint Letter for Hong Kong lodging a formal complaint of discrimination under the Sex Discrimination Ordinance (Cap. 480) or other anti-discrimination legislation.
Labour Tribunal Claim Form (Hong Kong)
A Labour Tribunal Claim Form for Hong Kong filing an employment dispute claim with the Labour Tribunal for resolution of monetary and other employment-related disputes.
Redundancy Notice (Hong Kong)
A formal redundancy notice for Hong Kong employers under the Employment Ordinance (Cap. 57). Covers redundancy grounds, notice period, severance payment calculation, MPF offsetting, accrued entitlements, and employee rights under Cap. 57.
Employment Settlement Agreement (Hong Kong)
An Employment Settlement Agreement for Hong Kong resolving disputes between employer and employee, typically upon termination, covering compensation, release of claims, and confidentiality.
Wage Claim Letter (Hong Kong)
A Wage Claim Letter for Hong Kong demanding unpaid wages, overtime, or statutory entitlements from an employer under the Employment Ordinance (Cap. 57).
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