Written notice.

• After probation: 30 days advance written notice

• During probation: Three days advance written notice

• Termination without notice: An employee may end the employment contract immediately without prior notice if the employer:

  • Does not provide the working conditions outlined in the contract;

  • Fails to pay the employee fully and on time;

  • Neglects to pay mandatory social insurance contributions;

  • Implements rules that breach labor laws and adversely impact the employee;

  • Uses coercion or deception when forming or altering the contract;

  • Forces work through violence, threats, or unlawful restrictions on personal freedom; or

  • Requires the employee to carry out dangerous tasks that jeopardize their safety.

In general, voluntary resignations do not trigger severance unless the resignation is due to employer breach of contract or law.

• Payment for all wages due up to the resignation date

• Payment for any accrued unused annual leave

• Any bonuses or allowances that have become due under contract or law

• Serious violations of company rules or discipline

• Criminal conduct or conviction

• Gross negligence causing significant loss to the employer

• Refusal or inability to perform work duties

• Other legally defined serious misconduct

Written notice specifying grounds for termination.

Generally, immediate termination is allowed for cause without advance notice; however, employers must notify labor authorities in certain cases.

No severance or gratuity is payable if termination is for a valid cause.

• Payment of all wages and benefits earned up to termination date

• Payment for any accrued unused annual leave

• Significant changes in objective circumstances rendering the contract unperformable, and no agreement on modification

• Employee becomes incompetent and remains so after training or reassignment

• Economic redundancies due to restructuring, bankruptcy, or business downturn (not possible under the EOR setup)

• Other statutory grounds where termination is allowed without employee fault

Written notice delivered to the employee.

At least 30 days in advance or one month’s salary in lieu of notice.

• Severance is mandatory and calculated based on one month’s salary per full year of service.

• Periods of service less than six months are compensated at half a month’s salary; six months or more count as a full year.

• Severance is based on the average monthly wage of the 12 months prior to termination.

• All unpaid wages up to the termination date

• Compensation for any unused annual leave

• Statutory social insurance contributions and other entitlements accrued during employment

A written agreement signed by both the employer and the employee confirming mutual consent to terminate the employment contract.

No statutory notice period applies; the termination date is determined by mutual agreement.

• Severance is not automatically required in mutual termination.

• If the employer offers severance as part of the agreement and the employee accepts, it becomes binding.

• If the mutual termination is initiated by the employer and the employee agrees under economic pressure or without fault, severance is commonly paid in practice.

• All wages earned up to the agreed termination date must be paid.

• Compensation for unused statutory annual leave

• Any contractually agreed benefits that have accrued prior to termination

• No advance notice is required from the employer or employee if the contract ends upon expiration and is not renewed.
• The employer must inform the employee in advance if the contract is not going to be renewed, especially if it was previously renewed once and the employee has worked continuously for 10 years or more.

• Severance is required if the employer chooses not to renew the contract upon expiration, unless the employee declines a renewal on equal or better terms.
• Severance is calculated as one month’s salary per full year of service.

• Wages up to the contract expiration date
• Payment for unused statutory annual leave
• Any bonuses, allowances, or benefits accrued under the contract

• The employer must give at least 30 days’ written notice or pay one month’s salary in lieu of notice.
• Termination must be for a lawful reason (such as incompetence, or legal grounds), or it will be deemed unlawful.

• Severance is mandatory if early termination is lawful.
• The standard formula is one month’s average salary per full year of service.
• Partial years of service over six months are counted as a full year; less than six months result in half-month severance.

• Payment of all earned wages up to the termination date
• Compensation for any unused annual leave
• Any other contractually agreed payments or entitlements

The employer must pay all final wages and economic compensation on or before the termination date or within a reasonable timeframe, usually the normal payroll cycle unless local authorities or collective agreements state otherwise.

If the employer delays final wages or severance without a valid reason, the employee can file a complaint with the labor bureau. Authorities may then order the employer to pay double compensation for the delayed amounts. Late wage payments can also lead to administrative fines and, in serious cases, criminal liability.