In this guide, you'll find information on the ways to terminate an Employment Agreement compliantly in each country and territory where Deel operates.
For information on how to begin the termination process, please refer to How to terminate an EOR employee.
Frequently Asked Questions
[ACCORDION] Do I need to notify Deel in advance before carrying out a termination?
Yes, Deel requires at least 30 days' notice to initiate termination. This 30-day period does not include any statutory or contractual notice period to which the employee may be entitled. Deel may modify your termination request, including the target contract end date, to ensure compliance with all local laws.
In cases of gross misconduct as defined by law, it may be possible to end a contract earlier. Please provide us with as much information as possible when making your request.
[ACCORDION] How does Deel handle terminations?
Terminations are complex legal processes. Many countries and territories have significant legal requirements that must be met before an employee can be terminated. If not handled properly, terminated employees are also often able to make legal claims against companies.
As such, terminations are handled on a case-by-case basis by Deel’s Legal Team.
[ACCORDION] Are there any best practices for terminations?
To reduce the risk of costly lawsuits and legal claims from the terminated employee, both parties should agree on a termination settlement that includes:
- Severance payment based on the country's termination laws
- Additional severance payment based on local best practices, if any
- A full waiver and release from any potential further claims
[ACCORDION] Is an employee entitled to any severance payment upon termination?
The reason for terminating an employee doesn't necessarily have any bearing on the termination method or amount of severance that the employee is entitled to. This depends on the country or territory of the employee's EOR. Please refer to the termination country guide for more information.
[/ACCORDION]
Termination Country Guide
Can't find a country or looking for more information? Please contact your Account Manager.
[DROPDOWN]
[DROPDOWN-OPTION] Please select a country
[DROPDOWN-OPTION] Australia
Australia
❗High Complexity | Inform Deel at least 30 days before initiating any termination, except for Termination With Cause with properly documented gross misconduct. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss employee immediately and without notice due to deliberate misconduct. |
---|---|
Known locally as | Summary Dismissal |
Grounds |
|
Compliance requirements |
|
Legal notice period |
Not required |
Severance |
Not required |
Final payment due |
Within 7 days after termination |
How to notify employee |
|
[ACCORDION] Termination for Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employee when their functions, duties and responsibilities no longer exist due to changes to the business operations. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
Depends on employee's years of continuous service and their age.
In addition, employees aged 45 and above with ≥ 2 years of continuous service are entitled to another 1 week's notice. *For fixed-term employees, no notice period is required. |
Payment in lieu of notice period |
Allowed |
Severance |
Depends on the employee’s years of service. Subject to modern award, if any.
*For fixed-term employees, their severance entitlement is their remaining contract term. |
Other payment entitlements |
|
Final payment due | Within seven days after termination |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time by delivering a signed letter of resignation. |
---|---|
Compliance requirements | Must be signed with wet ink. |
Legal notice period | As stated in Employment Agreement. |
Payment in lieu of notice period | As stated in Employment Agreement. |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Legal notice period | Not required |
Severance | Required; both parties must agree on amount |
Final payment due | Within 7 days after termination |
[ACCORDION] Termination During Probation Period
What is it | Allows employer to terminate an employee during the probation period. |
---|---|
Grounds |
|
Legal notice period |
At least 1 week's notice* *Not required for fixed-term employees. |
Payment in lieu of notice period | Allowed. Payment must be at least the amount that the employee would have earned if employment continued until the end of the probation period. |
Severance | Not required |
Final payment due | Within 7 days after termination |
How to notify employee | A written notice specifying the notice period or payment in lieu of notice, as well as the last date of employment. |
[/ACCORDION]
[DROPDOWN-OPTION] Belarus
Belarus
❗High Complexity | Inform Deel at least 30 days before initiating any termination, except for Termination With Cause with properly documented gross misconduct. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows either employer or employee to end their employment relationship due to misconduct on part of employer or employee. |
---|---|
Grounds |
If initiated by employer, valid grounds include:
If initiated by employee, valid grounds include:
|
Legal notice period | None. However, specific pre-conditions may apply. |
Severance |
If employer is initiating termination, no legal requirements. If employee is initiating termination, employer is legally required to provide ≥ 2 weeks' severance pay. |
Final payment due | On the final day of the Employment Agreement |
How to notify employee |
|
[ACCORDION] Termination for Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employment relationship due to redundancy or other business reasons. |
---|---|
Grounds |
|
Legal notice period | At least 2 months |
Severance | Ranges from at least 2 weeks (e.g. to at least 3 months, depending on termination reason |
Final payment due | On the final day of employment |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows employees to resign at any time. |
---|---|
Compliance requirements |
|
Legal notice period |
|
Final payment due | On the final day of employment |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Severance |
|
Final payment due | On the final day of employment |
How to notify |
No legal requirements. However, a written proposal to initiate mutual termination is recommended. |
[ACCORDION] Termination During Probation Period
What is it | Allows either the employer or the employee to terminate their employment relationship during the probation period. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | At least 3 days |
Severance | No legal requirements |
How to notify employee |
|
[/ACCORDION]
[DROPDOWN-OPTION] Brazil
Brazil
Low Complexity | Inform Deel at least 30 days before initiating any termination, except in cases of Terminations With Cause with properly documented serious misconduct. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss employee immediately and without notice due to misconduct. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | Not required |
Severance | Not required |
Other payment entitlements |
|
Final payment due | Within 10 days after termination |
How to notify employee |
|
[ACCORDION] Termination Without Cause
What is it | Allows employer to terminate an employee due to redundancy or other business reasons. |
---|---|
Grounds | Not required |
Compliance requirements | None |
Legal notice period |
Up to 90 days, based on the length of an employee’s service.
Employer must either give 30 days' working notice and pay employee for any remaining days of notice, or pay the employee for the entire legal notice period. Employees on working notice will have their hours reduced by 2 per day, or are entitled to 7 paid days off at the end of the notice period. *Vacation and statutory leave will be accrued during the notice period. Any unused leave must be paid out. |
Payment in lieu of notice period |
Allowed. Must be either:
|
Severance |
Yes, required:
|
How to notify employee | No legal requirements |
[ACCORDION] Resignation
What is it | An employee may resign at any time by delivering a signed letter of resignation. |
---|---|
Compliance requirements |
Employee must submit a handwritten resignation letter signed in wet ink, in addition to signing the resignation letter on the Deel platform. |
Legal notice period | 30 days' notice |
Severance | Not required |
Other payment entitlements |
|
Final payment due | Within 10 days of termination |
[ACCORDION] Mutual Termination
What is it | Allows employer and employee to mutually agree to terminate their employment relationship at any time. |
---|---|
Common reasons |
|
Compliance requirements | None |
Legal notice period | 30 days |
Payment in lieu of notice period | Allowed. Must be equal to 50% of the notice period. |
Severance |
Yes, required:
|
Final payment due |
10 days after termination |
[ACCORDION] Termination During Probation Period
What is it | Allows either employer or employee to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds | No legal requirements |
Compliance requirements | No legal requirements |
Legal notice period | None, unless specified in Employment Agreement |
Payment in lieu of notice period | None, unless specified in Employment Agreement |
Severance |
|
Other payment entitlements |
|
Final payment due | 10 days after termination |
How to notify |
|
[/ACCORDION]
[DROPDOWN-OPTION] Canada
Canada
❗High Complexity | You must inform Deel at least 30 days before initiating any termination, except for Termination With Cause with properly documented gross misconduct. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss employee immediately and without notice due to deliberate misconduct. |
---|---|
Grounds |
*Job performance issues are generally not accepted grounds |
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements. However, it is recommended to provide severance for a release from potential future claims. |
How to notify employee |
|
[ACCORDION] Termination Without Cause
What is it | Allows employer to dismiss an employee due to redundancy or business reasons, including job performance issues. |
---|---|
Grounds |
|
Compliance requirements |
Must not be a protected employee (e.g. disabled, pregnant) as defined by provincial law |
Legal notice period |
Varies based on provincial law |
Severance |
|
Final payment due | Usually 10-15 days after termination |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No severance is owed to employees who resign in Canada. However, additional severance may be advisable in exchange for a release. |
[ACCORDION] Mutual Termination
Important: Mutual termination agreements must be reviewed by Canadian counsel. If you are seeking to negotiate a mutual termination agreement with an employee, please contact Deel well in advance of the target termination date.
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Severance | Yes, amount varies based on provincial law |
Final payment due | Usually within 10 days after termination |
[ACCORDION] Termination During Probation Period
What is it | Allows employer to terminate their employment relationship with an employee at any time during the probation period. |
---|---|
Grounds | No legal requirements |
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements. However, additional severance may be recommended in exchange for a release. |
[/ACCORDION]
[DROPDOWN-OPTION] Colombia
Colombia
❗High Complexity | You must inform Deel at least 30 days before initiating any termination, except for Termination With Cause with properly documented gross misconduct. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss employee immediately and without notice due to deliberate misconduct. |
---|---|
Grounds |
|
Compliance requirements |
Must conduct a robust disciplinary process as required by law |
Legal notice period | 10 calendar days |
Severance | No legal requirements |
How to notify employee |
|
[ACCORDION] Termination for Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employee when their functions, duties and responsibilities no longer exist due to changes to the business operations. |
---|---|
Grounds |
*Pregnancy or illness may not be valid grounds, depending on the case. |
Compliance requirements |
|
Legal notice period | 10 calendar days |
Severance |
For employees on indefinite contracts, based on years of service:
For employees on fixed-term contracts:
*Note: Additional payment may be required to secure release from potential future claims. |
Final payment due | Within 15 days after termination |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time by delivering a signed letter of resignation. |
---|---|
Compliance requirements |
|
Legal notice period | None |
Severance | No legal requirements |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Legal notice period | None |
Severance | No legal requirements. However, it is recommended to offer a severance to reduce the risk of the mutual agreement being contested in court. |
[ACCORDION] Termination During Probation Period
What is it | Allows either employer or employee to end their employment relationship during the probation period. |
---|---|
Grounds |
Employees do not need valid grounds to initiate termination during probation period. Employers must have valid grounds related to employee's job performance or behavior:
|
Compliance requirements | Must not be discriminatory or unlawful (if initiated by employer) |
Legal notice period | As stated in Employment Agreement |
Severance | No legal requirements |
[/ACCORDION]
[DROPDOWN-OPTION] Czech Republic
Czech Republic
❗High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
[ACCORDION] Termination With Cause
Note: You must notify Deel as soon as you discover the facts or circumstances that may form a possible basis for Termination With Cause.
What is it | Allows employer or the employee to end their employment relationship immediately without notice due to an extraordinary circumstance (e.g. deliberate misconduct). |
---|---|
Grounds |
If initiated by employer:
If initiated by employee:
|
Compliance requirements |
If initiated by employer:
If initiated by employee:
|
Legal notice period | No legal requirements if grounds are valid |
Severance |
Yes, required if initiated by employee:
|
Final payment due | On the date of termination |
How to notify employee |
|
[ACCORDION] Termination for Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employee when their functions, duties and responsibilities no longer exist due to changes to the business operations, or due to employee no longer able to fulfill their job requirements (e.g. poor performance). |
---|---|
Grounds |
|
Compliance requirements |
Must not terminate employees who have been/are:
|
Legal notice period | At least 2 months, starting from first day of calendar month after the delivery of notice, and ending on the last day of the relevant calendar month. |
Severance |
Yes, required for redundancy or business reasons.
If employee is being terminated for personal reasons, no severance is required. |
Final payment due | On next payday fixed for wage payment, or as otherwise mutually agreed |
How to notify employee |
Written notice delivered personally to employee. |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Legal notice period | As mutually agreed |
Severance | Yes, required. Amount must be higher than statutorily required. |
Final payment due | On date of termination |
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide a signed resignation letter. |
Legal notice period | At least 2 months, starting from the first day of the calendar month after delivering notice and ending on the last day of the relevant calendar month. |
Severance | No legal requirements |
Final payment due | On date of termination |
[ACCORDION] Termination During Probation Period
What is it | Allows either employer or employee to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds | No legal requirements |
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | On date of termination |
How to notify employee | Written notice |
[/ACCORDION]
[DROPDOWN-OPTION] Denmark
Denmark
❗High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
In general, termination by mutual agreement is recommended in Denmark.
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee immediately without notice due to serious misconduct. |
---|---|
Grounds |
Note: Ordinary sickness does not justify termination with cause. However, dismissal owing to the employee's sickness absence may very well be considered fair depending on the specific circumstances at hand including the duration of the sickness absence, the opportunities for the employee to take up the work again and the problems caused to the employer's operations due to the employee's absence. |
Compliance requirements |
|
Legal notice period |
Note:
|
Severance | No legal requirements |
Final payment due | At the end of the month in which the notice period ends, or as mutually agreed |
How to notify employee |
|
[ACCORDION] Termination due to Redundancy or Other Business Reasons
Please note that it is recommended to seek mutual termination agreement to avoid litigation claims for wrongful termination, even in situations of redundancy.
What is it | Allows employer to terminate an employee due to redundancy or other business reasons. |
---|---|
Grounds | Business reasons (e.g. company downsizing, restructuring) |
Compliance requirements |
|
Legal notice period |
Note:
|
Severance |
Yes, required if employee has ≥12 years' service:
|
Final payment due | No legal requirements |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide a written, signed resignation letter. |
Legal notice period |
1 month, or as otherwise stated in employment agreement Note: Any such notice must be given to expire on the last day of any calendar month. |
Severance | No legal requirements |
Final payment due | No legal requirements |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate their employment relationship for any reason. |
---|---|
Common reasons |
|
Legal notice period | As mutually agreed, but must be in accordance with the Danish Salaried Employees Act or any applicable collective bargaining agreements. |
Severance | Yes, required. Amount must be higher than what is legally required. |
Final payment due | As mutually agreed |
[ACCORDION] Termination During Probation Period
What is it | Allows employer to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
Usually at least 14 days, or as stated in employment agreement. Note: If employment agreement does not state that 14 days notice is required, employee can terminate during probation period without giving notice. However, if initiated by the employer, they must provide 14 days' notice to the employee. |
Severance | No legal requirements |
Final payment due | No legal requirements |
How to notify employee | No legal requirements |
[/ACCORDION]
[DROPDOWN-OPTION] Estonia
Estonia
❗High Complexity | You must inform Deel at least 30 days before initiating any termination, except for Termination With Cause with properly documented gross misconduct. |
Types of terminations
[ACCORDION] Termination with Cause
What is it | Allows either employer or employee to end their employment relationship immediately without notice due to deliberate misconduct. |
---|---|
Grounds |
Valid grounds for employee to initiate:
Valid grounds for employer to initiate:
|
Compliance requirements |
If initiated by employer, employer must:
|
Legal notice period |
If initiated by employee, no legal notice period is required. If initiated by employer, legal notice period depends on years of service:
*Legal notice period may not be required in cases where it would not be reasonable in the specific circumstances. |
Severance |
If initiated by employee, employer may be required to pay severance. If initiated by employer, no severance is required. |
Final payment due | On the date of termination of the Employment Agreement |
How to notify employee |
Can be sent to employee directly or via post, with wet ink signature; or via email with digital/electronic signature |
[ACCORDION] Termination for Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employee when their functions, duties and responsibilities no longer exist due to changes to the business operations. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
Depends on length of service:
*Legal notice period may not be required in cases where it would not be reasonable in the specific circumstances. |
Severance |
For employees on indefinite contracts, they are entitled to at least 1 month of average wages when terminated for redundancy. For employees on fixed-term contracts, they are entitled to severance equal to the amount they would have earned until the expiry of the contract*. *Except in cases of bankruptcy or a cessation of business |
Final payment due | On the date of termination of Employment Agreement |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Legal notice period |
30 days (or 15 days if during probation) |
Severance | No legal requirements |
Final payment due | On the date of termination of Employment Agreement |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Grounds |
|
Legal notice period | No legal requirements |
Severance | No legal requirements. However, negotiating a mutual termination agreement will always entail the offer of a severance package. |
Final payment due | On the date of termination of the Employment Agreement |
[ACCORDION] Termination During the Probation Period
What is it | Allows employer to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds | Grounds for termination during the probation period include:
|
Compliance requirements |
|
Legal notice period | As stated in Employment Agreement. If not stated, 15 days |
Severance | No legal requirements |
Final payment due | On the date of termination of the Employment Agreement |
How to notify employee |
Can be delivered directly to the employee or sent by post mail (signed with wet ink); or sent via email (digital/electronic signature) |
[/ACCORDION]
[DROPDOWN-OPTION] France
France
❗High Complexity | You must inform Deel at least 30 days before initiating any termination. |
Types of terminations
For terminations due to business reasons and redundancy, please refer to Mutual Terminations.
[ACCORDION] Termination for Disciplinary Reasons
What is it | Allows employer to dismiss an employee due to misconduct. |
---|---|
Grounds |
*Professional incompetence and poor performance are generally not valid grounds for termination for disciplinary reasons, unless the poor quality of work or results is caused by wilful absenteeism or misconduct. |
Compliance requirements |
|
Legal notice period | Varies depending on several factors, including employee's seniority level, terms of employment and grounds for termination. Deel’s legal team will need to evaluate and confirm the notice period on a case-by-case basis. |
Severance |
No legal requirements |
Other payment entitlements |
|
Final payment due | On the date of termination of the Employment Agreement |
How to notify employee | Registered letter sent by French post or by R24. |
[ACCORDION] Termination for Non-Disciplinary Reasons
What is it | Allows employer to terminate an employment relationship due to poor performance or professional incompetence. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | Varies depending on several factors, including employee's seniority level, employment terms and the grounds for termination. Deel’s legal team will need to evaluate and confirm the notice period on a case-by-case basis. |
Severance | Yes, required. Amount is determined by the terms of any Collective Bargaining Agreement. |
Other payment entitlements |
|
Final payment due | On the date of termination of the Employment Agreement |
How to notify employee | Registered letter sent by French post or by AR24 |
[ACCORDION] Termination for Incapacity
What is it | Allows employer to end an employment relationship when an employee becomes incapable of carrying out their duties due to medical or health reasons. |
---|---|
Grounds |
|
Compliance requirements |
This type of termination can only occur as the result of a formal process that includes a declaration by the doctor-at-work that the continuation of employment would be detrimental to the health of the employee or that their state of health is a barrier to any reclassification of the job. Employers must demonstrate that it is impossible to reclassify the employee, or that the employee has refused reasonable redeployment positions. |
Legal notice period | No notice is needed subsequent to the formal process. |
Severance |
For non-work related incapacity the employee is entitled to:
For work-related incapacity (i.e. occupational injury or illness), the employee is entitled to double the severance amount for non-work related incapacity. |
Final payment due | The date of termination of the Employment Agreement. |
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Compliance requirements | Employee must provide notice in line with their Employment Agreement and any Collective Bargaining Agreement. |
Legal notice period |
As stated in Employment Agreement or Collective Bargaining Agreement. This is usually:
*The employer can exempt the employee from serving the notice period. |
Severance | No legal requirements |
Other payment entitlements | Employees are entitled to their réserve financière. |
Final payment due | The date of termination of the Employment Agreement |
How to notify employee | Registered letter sent by French post or by AR24 |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason (in France, this includes business reasons or redundancy). |
---|---|
Common reasons |
|
Compliance requirements |
Must follow a formal procedure that includes notifying and obtaining the approval of the relevant Regional Directorate for Economy, Employment, Labor, and Solidary (DREETS) |
Legal notice period | No notice is needed. However, the termination process takes at least 45 days. |
Severance |
Minimum severance amount is determined by French Law and the Collective Bargaining Agreement. Because of the complexity of the process, it is not uncommon for the parties to negotiate severance greater than the required minimum*. *Following a negotiated mutual termination agreement, either party has 15 days to withdraw from the agreement without giving any reason. For this reason, negotiated mutual terminations may include a severance greater than the required minimum. |
Other payment entitlements |
|
Final payment due | The date of termination of the employment agreement. |
[ACCORDION] Termination During Probation Period
What is it | Allows either employer or employee to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds | No legal requirements |
Compliance requirements | There are special limitations on this type of termination:
|
Legal notice period |
If initiated by employer:
If initiated by employee:
|
Severance | No legal requirements |
Other payment entitlements |
|
How to notify employee | Registered letter sent by French post or by AR24 |
[/ACCORDION]
[DROPDOWN-OPTION] Germany
Germany
❗High Complexity | Inform Deel at least 30 days before initiating any termination, except in cases of properly documented serious misconduct. |
Types of terminations
Please note that fixed-term or definite-term Employment Agreements can only be terminated before the end of the contract term by Mutual Termination.
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee immediately without notice due to serious misconduct. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | In the payroll of the same month of the date of termination (i.e. if termination is in April, the final payment will be made in April payroll) |
How to notify employee |
|
[ACCORDION] Termination for Redundancy or Business Reasons
What is it | Allows employer to terminate an employee due to redundancy or other business reasons. |
---|---|
Grounds |
|
Compliance requirements |
If terminating an employee due to redundancy, the employer must:
|
Legal notice period |
Varies depending on the employee's length of service.
Note: In Germany, the notice period begins on the 15th day or the end of the calendar month. |
Severance |
Yes, required if employee has been employed for >6 months and if company has >10 employees.
|
Final payment due | In the payroll of the same month of the date of termination (i.e. if termination is in April, the final payment will be made in April payroll) |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Compliance requirements | The resignation letter must be signed with wet ink and shared with the employer in accordance with the terms set in the Employment Agreement. |
Legal notice period |
4 weeks (2 weeks if employee resigns during probation period) Note: In Germany, the notice period begins on the 15th day or the end of the calendar month. |
Severance | No legal requirements |
Other payment entitlements | Any outstanding pay for days worked |
Final payment due | In the payroll of the same month of the date of termination (i.e. if termination is in April, the final payment will be made in April payroll) |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate their employment relationship for any reason. |
---|---|
Common reasons |
|
Legal notice period | Both parties can negotiate the last day of work and any garden leave. |
Severance |
Yes, required. Usually includes payment equivalent to the sum of the notice period and an incentive (usually 1.5 months per year of service) for the mutual agreement. The incentive is calculated based on length of service, professional level, and an indemnity against allegations of unfair dismissal. For employees on fixed-term contracts, severance amounts must be at least equal to what the employee would have earned from the remainder of the contract. |
Final payment due | In the payroll of the same month of the date of termination (i.e. if termination is in April, the final payment will be made in April payroll) |
[ACCORDION] Termination During Probation Period
What is it | Allows employer to unilaterally terminate an employment relationship at any time during the probation period. |
---|---|
Grounds |
|
Legal notice period | As stated in Employment Agreement |
Severance | No legal requirements |
Final payment due | In the payroll of the same month of the date of termination (i.e. if termination is in April, the final payment will be made in April payroll) |
How to notify employee |
|
[/ACCORDION]
[DROPDOWN-OPTION] Greece
Greece
❗High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
For termination of fixed-term contracts, please see Mutual Terminations.
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee immediately without notice due to serious misconduct. |
---|---|
Grounds |
|
Compliance requirements | Cause for termination must be so serious that it makes continued employment relationship untenable, even temporarily. |
Legal notice period | No legal requirements |
Severance |
For fixed-term contracts, no legal requirements.
For indefinite contracts, severance amount depends on years of service:
Note: If employee committed a criminal offense and employer had filed a criminal complaint against them, the employee can be terminated without severance. |
Final payment due |
On date of termination. However, if severance is >2 months' salary, employer can choose to:
|
Other payment entitlements | Pro-rated Christmas & Easter bonus, if any |
How to notify employee |
|
[ACCORDION] Termination for Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employee due to redundancy or other business reasons. |
---|---|
Grounds |
|
Compliance requirements |
For redundancy:
For performance issues:
|
Legal notice period |
Optional. If employer chooses to notify employee before termination, the statutory requirements are:
|
Severance |
For indefinite contracts, severance amount depends on years of service:
Note: If employer provides statutory notice (see above), severance owed is reduced by 50%. |
Final payment due |
On date of termination. However, if severance is >2 months' salary, employer can choose to:
|
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Grounds | No legal requirements |
Compliance requirements |
|
Legal notice period |
For fixed-term contracts, no notice required. For indefinite-term contracts:
|
Severance | No legal requirements |
Final payment due | On the date of termination |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate their employment relationship for any reason. |
---|---|
Common reasons |
|
Compliance requirements | Both parties must sign a standard termination form (on top of the mutual termination agreement). Labor authorities must be notified electronically within 4 working days. |
Legal notice period | As mutually agreed |
Severance | Yes, required. Amount must be higher than what is legally required. |
Final payment due | On date of termination |
[ACCORDION] Termination During Probation Period
What is it | Allows employer to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | On date of termination |
[/ACCORDION]
[DROPDOWN-OPTION] Hong Kong
Hong Kong
Low Complexity | Inform Deel at least 30 days before initiating any termination, except in cases of Terminations With Cause with properly documented serious misconduct. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to end their employment relationship immediately without notice due to deliberate misconduct. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | Within 7 days after termination |
How to notify employee |
|
[ACCORDION] Termination for Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employee when their functions, duties and responsibilities no longer exist due to changes to the business operations, or if employee is underperforming. |
---|---|
Grounds |
|
Compliance requirements |
If due to redundancy, there must be a real redundancy i.e. employee's job is no longer available or existing. If due to poor performance,
|
Legal notice period | 1 month, or as stated in Employment Agreement |
Severance |
Yes, required if employee has been in continuous service for at least 2 years.
|
Final payment due | Within 7 days of termination |
Other payment entitlements | Employees with ≥5 year's continuous service may also be entitled to Long Service Payment (LSP). |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows employee to resign at any time in accordance with their Employment Agreement. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide a resignation letter signed with wet ink, at least 30 days before their last day. |
Legal notice period | 1 month or as stated in Employment Agreement |
Severance | No legal requirements |
Final payment due | 7 days after termination |
Other payment entitlements |
Employees with ≥5 year's continuous service are entitled to Long Service Payment (LSP) if they resign due to illness or if they are 65 years old and above. |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Legal notice period | No legal requirements |
Severance | Yes, required. Amount usually higher than legal requirements. |
Final payment due | Within 14 days after termination |
[ACCORDION] Termination During Probation Period
What is it | Allows employer to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds |
No legal requirements, however it is recommended to only terminate an employee during probation based on:
|
Compliance requirements |
Termination must not be based on a prohibited ground, such as discrimination based on sex, race, pregnancy, marital status, family status, or disability. |
Legal notice period |
|
Severance | No legal requirements |
Final payment due | Within 14 days after termination |
How to notify employee | Can be sent via email with an electronic signature. |
[/ACCORDION]
[DROPDOWN-OPTION] Hungary
Hungary
❗High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee immediately without notice due to serious misconduct. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
Employees are entitled to 30 days' notice, and additional notice based on their years of continuous service:
Note:
|
Severance |
If due to misconduct or employee's professional inability, if the employee is a pensioner, or if there is no successor for the employee’s job, no severance is required. Otherwise, severance is required:
Note:
|
Final payment due | 5 working days after termination |
Other payment entitlements | Absentee pay, if applicable |
How to notify employee | Written notice |
[ACCORDION] Termination Without Cause
What is it | Allows employer to terminate an employment relationship under extraordinary circumstances. |
---|---|
Grounds |
|
Compliance requirements | Date of termination is the same day that the employee receives the termination notice (see “How to notify employee”) |
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | On the date of termination |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows employee to resign at any time in accordance with their employment agreement. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide a written and signed resignation letter. |
Legal notice period | At least 30 days, or as mutually agreed |
Severance | No legal requirements |
Final payment due |
|
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate their employment relationship for any reason. |
---|---|
Common reasons |
|
Legal notice period | As mutually agreed |
Severance | Yes, required. Amount must be higher than what is legally required. |
Final payment due | 5 working days after termination |
[ACCORDION] Termination During Probation Period
What is it | Allows employer to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds |
No legal requirements |
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | 5 working days after termination |
How to notify employee | Written notice |
[/ACCORDION]
[DROPDOWN-OPTION] India
India
❗High Complexity | Inform Deel at least 30 days before initiating any termination, except in cases of Termination with Cause with properly documented serious misconduct. |
Types of terminations
For terminations due to redundancy or other business reasons, please refer to Mutual Terminations.
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss employee immediately without notice due to deliberate misconduct. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | No notice is needed if misconduct is proven beyond any doubt |
Severance | No. The employee is only entitled to their final pay for days worked. |
Final payment due | Within 15 days after the termination |
How to notify employee |
|
[ACCORDION] Termination due to Poor Performance
What is it | Allows employer to dismiss an employee due to poor performance. |
---|---|
Compliance requirements |
|
Legal notice period |
|
Severance |
Yes, for employees who have ≥ 1 year of continuous service (i.e. 240 working days).
*Average pay = Average of 3 months prior to termination |
Other payment entitlements |
Employees who have ≥ 1 year of continuous service are also entitled to statutory payments (e.g. pay-in-lieu of notice, leave encashment, gratuity). |
Final payment due | Within 15 days after the termination |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Compliance requirements |
Employee must submit a resignation letter signed with wet ink ≥ 4 weeks before their last day. |
Legal notice period | 30 days |
Severance | No legal requirements |
Other payment entitlements | Final pay for days worked |
Final payment due | Within 15 days after termination of Employment Agreement |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason (including redundancy or other business reasons). |
---|---|
Common reasons |
|
Legal notice period | 30 days or more, as mutually agreed |
Payment in lieu of notice period | Yes, allowed |
Severance | Yes, required based on mutual agreement between the employer and employee. Employers typically offer 1-3 months on top of pay-in-lieu of notice for mid-level employees, and 3-6 months severance for senior-level employees. |
Final payment due | Within 15 days after the termination |
How to notify employee |
|
[ACCORDION] Termination During the Probation Period
What is it | Allows either employer or employee to unilaterally terminate their employment relationship at any time during the probation period. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
|
Severance | No legal requirements |
Other payment entitlements | Final pay for days worked |
Final payment due | Within 15 days after termination |
How to notify employee |
|
[/ACCORDION]
[DROPDOWN-OPTION] Indonesia
Indonesia
❗High Complexity | Inform Deel at least 30 days before initiating any termination, except in cases of Termination With Cause with properly documented gross misconduct. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows either employer to end their employment relationship immediately without notice due to gross misconduct or poor performance. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | Depends on the reason for termination.
|
Severance |
Severance is required if:
Severance is not legally required if:
Severance amount consists of:
Basic severance payment* is based on years of service:
Length-of-service award is calculated based on years of service:
*Employees who violated their Employment Agreements or company regulations and have been served a 1st, 2nd and 3rd consecutive warning may only be entitled to 50% of the basic severance payment. **For the purposes of calculating severance, an employee’s pay includes both basic wage and any fixed allowances paid to the employee and their family. |
Final payment due | The date of termination of the Employment Agreement |
How to notify employee |
Can be personally delivered to the employee, or sent via email, registered mail or private courier to the employee's last known address. |
[ACCORDION] Termination for Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employee when their functions, duties and responsibilities no longer exist due to changes to the business operations. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | 14 working days |
Severance |
Yes, required. Severance amount consists of:
*For the purposes of calculating severance, an employee’s pay includes both basic wage and any fixed allowances paid to the employee and their family. **Basic severance may be multiplied by a factor of 0.5x to 2x depending on the facts and circumstances of the redundancy or business reason. |
Final payment due | The date of termination of the Employment Agreement |
How to notify employee | Can be personally delivered to the employee, or sent via email, registered mail or private courier to the employee's last known address. |
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Compliance requirements | Employee must provide a resignation letter signed with wet ink. |
Legal notice period | 30 days |
Severance | No legal requirements |
Final payment due | The date of termination of the Employment Agreement. |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Legal notice period | No legal requirements |
Severance | While no severance is required by law, negotiating a mutual termination agreement will always entail the offer of a severance greater than the amount the employee would otherwise be entitled to by law. |
Final payment due | The date of termination of the Employment Agreement. |
[ACCORDION] Termination During the Probation Period
What is it | Allows either employer or employee to terminate their employment relationship unilaterally at any time during the probation period. |
---|---|
Grounds |
|
Compliance requirements |
In Indonesia, the probation period must not be extended or repeated. |
Legal notice period | If initiated by employer, 7 working days' notice is required. |
Severance | No legal requirements |
Final payment due | The date of termination of the Employment Agreement |
How to notify employee | Can be personally delivered to the employee, or sent via email, registered mail or private courier to the employee's last known address. |
[/ACCORDION]
[DROPDOWN-OPTION] Ireland
Ireland
❗High Complexity | Inform Deel at least 30 days before initiating any termination, except in cases of Termination With Cause with properly documented serious misconduct. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss employee due to misconduct, incompetence, legal prohibition or other substantial grounds. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
Depends on employee's length of continuous service:
Note: In cases of serious misconduct, employees can be dismissed without notice. |
Payment in lieu of notice period | Yes, allowed |
Severance |
Yes, required.
|
Final payment due | On the normal monthly payslip date |
How to notify employee |
|
[ACCORDION] Termination for Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employee when their functions, duties and responsibilities no longer exist due to changes to the business operations. |
---|---|
Grounds |
|
Compliance requirements |
Employer must offer employee another job within the organization before making employee redundant. |
Legal notice period |
Depends on employee's length of continuous service:
|
Payment in lieu of notice period | Yes, allowed |
Severance |
Yes, required.
|
Other payment entitlements | Any final pay for days worked |
Final payment due | On the normal monthly payslip date |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Compliance requirements | Employee can provide resignation letter via email with digital/electronic signature. |
Legal notice period |
|
Severance | No legal requirements |
Final payment due | On the normal monthly payslip date |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Legal notice period |
Depends on the employee's length of service:
|
Payment in lieu of notice period | Yes, allowed |
Severance | Yes, required. Must be at least 5 weeks' salary plus holidays. |
Final payment due | On the normal monthly payslip date |
How to notify employee |
|
[ACCORDION] Termination During Probation Period
What is it | Allows either employer or employee to unilaterally terminate their employment relationship at any time during the probation period. |
---|---|
Grounds |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Other payment entitlements | Final pay for days worked |
Final payment due | On the normal monthly payslip date |
[/ACCORDION]
[DROPDOWN-OPTION] Israel
Israel
❗High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to end an employment relationship due to misconduct. |
---|---|
Grounds | For indefinite contracts, any valid reason such as:
|
Compliance requirements |
|
Legal notice period |
Parties can agree on a longer notice period. The length of the notice period will be less for employees paid on an hourly basis. Most employment agreements include a 30-day contractual notice period. |
Severance |
Yes, required.
|
Final payment due | On the date of termination |
How to notify employee | Written notice of termination |
[ACCORDION] Termination for Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employee due to business reasons (e.g. downsizing, restructuring). |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
Parties can agree on a longer notice period. The length of the notice period will be less for employees paid on an hourly basis. Most employment agreements include a 30-day contractual notice period. |
Severance |
Yes, required.
|
Final payment due | On the date of termination |
How to notify employee | Written notice of termination |
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide a written, signed resignation letter 1 month before their last day. |
Legal notice period |
1 month. Employee must continue to work during this period*. *If employee does not, the employer can pursue damages against the employee equal to one month's salary. |
Severance |
Generally not legally required. However, in some circumstances, employees who have ≥1 year's service are entitled to severance of 1 month's pay per year of employment. These include:
|
Final payment due | On the date of termination |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Compliance requirements | No legal requirements |
Legal notice period | As mutually agreed |
Severance | Yes, required. Amount as mutually agreed, usually 1 month’s pay per year of employment. |
Final payment due | On date of termination |
[ACCORDION] Termination During the Probation Period
What is it | Allows employer to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds |
|
Compliance requirements | Termination reason must be fair and based on reasonable and rational grounds. |
Legal notice period |
|
Severance | No legal requirements |
[/ACCORDION]
[DROPDOWN-OPTION] Italy
Italy
❗High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss employee immediately without notice due to misconduct. |
---|---|
Grounds |
|
Compliance requirements |
Employer must follow a prescribed disciplinary procedure before they can terminate an employee with cause:
|
Legal notice period | No legal requirements |
Severance | Always due in any case of termination in Italy, and is a sum already set aside each month by the employer (known as TFR). |
Other payment entitlements | Payment for all accrued but unused holidays and paid leaves. |
Final payment due | Within 45 days after termination |
How to notify employee |
|
[ACCORDION] Termination for Subjective Reasons, Redundancy or Business Reasons
What is it | Allows employer to terminate an employee when their functions, duties and responsibilities no longer exist due to changes to the business operations, or other subjective reasons (e.g. less serious contractual breaches). |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
As stated in Employment Agreement. Otherwise, depends on the employee’s length of service and their level. |
Payment in lieu of notice period |
Yes, allowed |
Severance | Always due in any case of termination in Italy, and is a sum already set aside each month by the employer (known as TFR). |
Other payment entitlements | All accrued but unused holidays and paid leaves. |
Final payment due | 45 days after the termination of the employment agreement. |
How to notify employee | The termination letter can be sent by email, and the signature of both parties can be digital/electronic |
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time by providing the required notice. |
---|---|
Compliance requirements |
|
Legal notice period |
As stated in Employment Agreement. Otherwise, length of notice depends on employee's length of service and level of seniority. Employer may waive this notice at their discretion. |
Severance | Always due in any case of termination in Italy, and is a sum already set aside each month by the employer (known as TFR). |
Other payment entitlements | All accrued but unused holidays and paid leaves. |
Final payment due | 45 days after termination |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Legal notice period | As stated in Employment Agreement. |
Payment in lieu of notice period |
Yes, allowed. Generally this payment includes:
*The ex gratia payment is based on the length of service, level of the employee, and indemnity in case of unfair dismissal. Each case must be evaluated based on its own merits by the Deel Legal Team. |
Severance | Always due in any case of termination in Italy, and is a sum already set aside each month by the employer (known as TFR). |
Other payment entitlements |
All accrued but unused holidays and paid leaves |
Final payment due | 45 days after termination |
[ACCORDION] Termination During the Probationary Period
What is it | Allows employer to terminate an employee at any time during the probation period, if the employee is found to be unsuitable for the position. |
---|---|
Grounds | No legal requirements |
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | If the employee worked more than 14 days, severance (TFR) must be paid. |
Final payment due | 45 days after termination |
[/ACCORDION]
[DROPDOWN-OPTION] Japan
Japan
❗Extremely High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee immediately without notice due to serious misconduct. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | 14 days after termination |
How to notify employee |
|
[ACCORDION] Termination for Redundancy or Other Business Reasons
Please note that terminations for redundancy is not possible in Japan if Deel is the EOR. In such situations, please refer to Mutual Terminations.
What is it | Allows employer to terminate an employee due to redundancy or other business reasons (e.g. underperformance). |
---|---|
Grounds |
|
Compliance requirements |
For redundancy, the following conditions must be met:
If the above conditions are not met, employers may want to consider other alternatives e.g. voluntary resignation, early retirement plans (see mutual terminations).
For underperformance:
|
Legal notice period | 30 days' notice |
Payment in lieu of notice period | Yes, allowed |
Severance | No legal requirements, but typically compensation payments are made. |
Final payment due | 7 days after termination |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows employee to resign at any time in accordance with their employment agreement. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide a written resignation letter with their signature, shared at least 30 days before their last day. |
Legal notice period | 30 days |
Severance | No legal requirements |
Final payment due | 14 days after termination |
[ACCORDION] Mutual Termination
What is it | Allows employer and employee to mutually agree to terminate their employment relationship at any time. |
---|---|
Grounds |
|
Legal notice period | As mutually agreed |
Severance | Yes, required. Amount must be higher than what is legally required. Usually 6 months, but up to mutual agreement. |
Final payment due | Within 7 days after request from employee for payment |
How to notify employee |
|
[ACCORDION] Termination During Probation Period
Please note that in Japan, terminations during the probation period can be extremely challenging to justify legally. As such, it is recommended to seek a mutual termination agreement instead.
What is it | Allows employer or employee to end their employment relationship during the probation period. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | 30 days' notice |
Severance | No legal requirements |
Final payment due | Within 7 days after request from employee for payment |
How to notify employee |
|
[/ACCORDION]
[DROPDOWN-OPTION] Malta
Malta
❗High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee immediately without notice due to serious misconduct. |
---|---|
Grounds |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | No legal requirements. However it is Deel practice to make any balance payments at the end of the terminating month. |
How to notify employee |
|
[ACCORDION] Termination for Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employee due to redundancy or other business reasons. |
---|---|
Grounds | Business reasons - the employer has ceased, or intends to cease, to carry on the business for the purposes for which the employee was employed. |
Compliance requirements |
If due to redundancy: When there is more than one employee with identical functions, the selection criteria of which employee to be made redundant must be based on who was engaged most recently (i.e. ‘last in first out’). |
Legal notice period |
Varies depending on length of service:
|
Severance | No legal requirements |
Final payment due | No legal requirements. However it is Deel practice to make any balance payments at the end of the terminating month. |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide written resignation letter with their signature. |
Legal notice period |
Varies depending on length of service:
|
Severance | No legal requirements |
Final payment due | No legal requirements. However it is Deel practice to make any balance payments at the end of the terminating month. |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate their employment relationship for any reason. |
---|---|
Common reasons |
|
Legal notice period |
Varies depending on length of service:
|
Severance | Yes, required. Amount must be higher than what is legally required. |
Final payment due | No legal requirements. However it is Deel practice to make any balance payments at the end of the terminating month. |
[ACCORDION] Termination During Probation Period
What is it | Allows employer to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds | No legal requirements |
Compliance requirements | No legal requirements |
Legal notice period |
|
Severance | No legal requirements |
Final payment due | No legal requirements. However it is Deel practice to make any balance payments at the end of the terminating month. |
How to notify employee |
|
[/ACCORDION]
[DROPDOWN-OPTION] Mexico
Mexico
❗Extremely High Complexity | Inform Deel at least 30 days before initiating any termination, except in cases of Termination With Cause with properly documented gross misconduct. |
Types of terminations
For terminations due to business reasons and redundancy, please refer to Mutual Termination.
[ACCORDION] Termination with Cause
What is it | Allows employer to dismiss an employee due to misconduct. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | On date of termination, or on the date agreed to in writing with the employee |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time by providing a signed resignation letter. |
---|---|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | On the date of termination, or any other date agreed to in writing with the employee. |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason (in Mexico, this includes business reasons or redundancy). |
---|---|
Common reasons |
|
Legal notice period | No legal requirements |
Severance | Yes, required |
Final payment due | On the date of termination, or any other date agreed in writing with the employee |
[ACCORDION] Termination During the Probation Period
What is it | Allows either employer to terminate an employee at any time during the probation period due to unsuitability for the position. |
---|---|
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Other payment entitlements | Final pay for days worked |
Final payment due | On the date of termination, or any other date agreed in writing with the employee |
[/ACCORDION]
[DROPDOWN-OPTION] Morocco
Morocco
❗High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee immediately without notice due to serious misconduct. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
|
Severance | No legal requirements |
Final payment due | No legal requirements, but good practice to make payment ASAP or at least within the month of termination. |
How to notify employee | Written notice |
[ACCORDION] Termination due to Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employee due to redundancy or other business reasons. |
---|---|
Grounds |
|
Compliance requirements |
If due to redundancy,
|
Legal notice period |
If employee is an executive:
If employee is not an executive:
|
Severance |
Yes, required for employees with at least 6 months' service:
|
Final payment due | No legal requirements, but good practice to make payment ASAP or at least within the month of termination. |
How to notify employee | Written notice |
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide written notice. |
Legal notice period |
If employee is an executive:
If employee is not an executive:
|
Severance | No legal requirements |
Final payment due | No legal requirements, but good practice to make payment ASAP or at least within the month of termination. |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate their employment relationship for any reason. |
---|---|
Common reasons |
|
Legal notice period |
If employee is an executive:
If employee is not an executive:
|
Severance | Yes, required. Amount must be higher than what is legally required. |
Final payment due | No legal requirements, but good practice to make payment ASAP or at least within the month of termination. |
[ACCORDION] Termination During Probation Period
What is it | Allows employer to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
As stated in employment agreement. Otherwise:
|
Severance | No legal requirements |
Final payment due | No legal requirements, but good practice to make payment ASAP or at least within the month of termination. |
How to notify employee | Written notice |
[/ACCORDION]
[DROPDOWN-OPTION] Netherlands
Netherlands
❗Extremely High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
Note: Generally, employers cannot unilaterally terminate an employee in the Netherlands without the permission of the Courts or the Dutch Unemployment Agency (UWV). As such, in most cases, it is preferable to seek a mutually agreed termination or settlement.
[ACCORDION] Terminations Based on Employee Performance or Behavior
What is it | Allows employer to dismiss an employee due to misconduct or persistent job performance issues. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
It is not possible to unilaterally terminate an employee by providing notice. In rare cases of fraud, theft, or violence in the workplace it may be possible to terminate an employee with immediate effect. |
Severance |
Yes, required, except in rare cases requiring immediate dismissal (fraud, theft, violence). Additional payment to secure a negotiated settlement absent a court decision will also be required. |
[ACCORDION] Terminations Based on Business Reasons
What is it | Allows employer to end an employment relationship due to business reasons. |
---|---|
Grounds |
Business (economical) reasons (e.g. company downsizing, restructuring, organizational/technological reasons, business closure). |
Compliance requirements |
|
Legal notice period | It is not possible to unilaterally terminate an employee by providing notice. |
Severance |
Employees in the Netherlands are entitled to a statutory transition payment from the start of their employment. Additional payment to secure a negotiated settlement absent a decision from the Dutch Unemployment Agency will also be required. |
[ACCORDION] Resignation
What is it | Allows employee to resign at any time. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide written notice via a resignation letter. |
Legal notice period | As stated in Employment Agreement. If not, 1 month minimum. |
Severance | No legal requirements |
[ACCORDION] Mutually Agreed Termination or Settlement
What is it |
Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. Note: This termination type allows employers to avoid the formal process of seeking permission from the Courts or the Dutch Unemployment Agency, and is the preferred course of action for any employer wishing to terminate an employee for any reason. |
---|---|
Grounds | No legal requirements |
Compliance requirements | None |
Legal notice period | As agreed with employee |
Severance | Yes, at a mutually agreed amount higher than the legal requirement. |
[ACCORDION] Termination During the Probationary Period
What is it | Allows either the employer or employee to end their employment relationship at any time during the probation period, without the permission of the courts or the Dutch Unemployment Office. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Termination must not be a result of prohibited discriminatory reasons. |
Legal notice period | No legal requirements |
Severance | Yes, required. Amount of severance is approximately 1/3 monthly salary per year of service. |
[/ACCORDION]
[DROPDOWN-OPTION] New Zealand
New Zealand
❗High Complexity | Inform Deel at least 30 days before initiating any termination, except in cases of Terminations With Cause with properly documented serious misconduct. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee due to misconduct or persistent poor performance. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | No legal requirements, however disciplinary processes or performance management plans must have been implemented before carrying out termination. |
Severance | No legal requirements |
Other payment entitlements | Final pay for days worked |
Final payment due | On or before the pay day of their final period of employment |
How to notify employee |
|
[ACCORDION] Termination for Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employee when their functions, duties and responsibilities no longer exist due to changes to the business operations. |
---|---|
Grounds |
|
Compliance requirements | Employers must exhaust all redeployment options before terminating an employee for redundancy. |
Legal notice period | As stated in Employment Agreement. Otherwise, reasonable notice must be given. |
Severance | No legal requirements |
Other payment entitlements | Final pay for days worked |
Final payment due | On or before the pay day of their final period of employment |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time in accordance with their Employment Agreement. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide a written resignation letter signed with wet ink. |
Legal notice period | As stated in Employment Agreement |
Severance | No legal requirements |
Other payment entitlements | Final pay for days worked |
Final payment due | On or before the pay day of their final period of employment |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Grounds |
|
Legal notice period | No legal requirements |
Severance | Yes, required |
Final payment due | On the payday of the employee’s final pay period |
[ACCORDION] Termination During the Probation Period
What is it | Allows employer to terminate their employment relationship at any time during the probation period, due to poor performance. |
---|---|
Grounds |
|
Legal notice period | As stated in Employment Agreement |
Severance | No legal requirements |
Other payment entitlements | Final pay for days worked |
Final payment due | On the payday of the employee’s final pay period |
How to notify employee | Written notice signed with wet ink and delivered by post mail. Or the notice letter may be sent by email and the signature of both parties can be digital/electronic. |
[/ACCORDION]
[DROPDOWN-OPTION] Russia
Russia
❗High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
[ACCORDION] Termination on the Employer's Initiative
What is it | Allows employer to dismiss employee due to various reasons, including deliberate misconduct and redundancy. |
---|---|
Grounds |
*Only considered valid grounds if it is impossible to transfer affected employee to a different job position. For remote employees, only the following grounds would be considered valid for this type of termination:
|
Compliance requirements |
|
Legal notice period |
Varies depending on termination reason.
Note: In Russia, the notice period does not depend on the length of employment. |
Payment in lieu of notice period |
Yes, allowed in cases of business closure or reduction of staff:
|
Severance |
If due to business closure or redundancy:
If due to other non-disciplinary reasons/not related to misconduct**, employee is entitled to 2 weeks' average salary. If due to disciplinary reasons, no severance is required. *Employee must have applied to the employment service within first 2 weeks of termination, and failed to find a job. **E.g. Employee having medical condition and declines to be transferred to another job or employer does not have an appropriate job to offer; employee being called to military service (or alternative civil service); reinstatement of an employee who previously occupied that position; employee's refusal to be transferred to a job in another location; employee is recognised as being fully incapable due to their medical condition; employee refusing to continue working following a change in employment agreement. |
Final payment due | On the date of termination |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows employee to resign at any time in accordance with their employment agreement. |
---|---|
Grounds | No legal requirements |
Compliance requirements |
|
Legal notice period | At least 2 weeks. Can be waived or reduced if mutually agreed. |
Severance | No legal requirements |
Final payment due | On the date of termination |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason (including redundancy or other business reasons). |
---|---|
Common reasons |
|
Compliance requirements |
Employee cannot be forced into a mutual termination agreement; it must be truly mutual. |
Legal notice period | As mutually agreed |
Severance | Yes, required. Amount must be higher than what is legally required. |
Final payment due | On date of termination |
[ACCORDION] Termination During Probation Period
What is it | Allows either employer or employee to unilaterally terminate their employment relationship at any time during the probation period. |
---|---|
Grounds |
|
Compliance requirements | No legal requirements |
Legal notice period | At least 3 days |
Severance | No legal requirements |
Final payment due | On the date of termination |
How to notify employee |
|
[/ACCORDION]
[DROPDOWN-OPTION] Philippines
Philippines
❗High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee due to misconduct. |
---|---|
Grounds |
|
Compliance requirements |
Employers must follow a multi-step disciplinary process before carrying out termination:
|
Legal notice period | No legal requirements, but disciplinary process must be followed before carrying out termination. |
Severance |
No legal requirements There are no statutory requirements for severance for employees terminated with cause. Employees are entitled to receive their standard salary through the disciplinary process, except in cases of imminent threat to the employer or co-worker’s life or property, In such cases, employers may place an employee on unpaid preventative suspension for a period not exceeding 30 days. |
Other payment entitlements |
Employee is entitled to receive usual salary during period of disciplinary process. In cases of imminent threat to the employer or co-worker’s life or property, employers may place an employee on unpaid preventative suspension for ≤30 days. |
Final payment due | Within 30 days from termination |
How to notify employee |
|
[ACCORDION] Termination for Redundancy or Other Business Reasons
What is it | Allows employer to dismiss an employee when their functions, duties and responsibilities no longer exist due to changes to the business operations, or due to employee's illness prohibiting them from performing their job. |
---|---|
Known locally as | Authorized causes |
Grounds |
|
Compliance requirements |
|
Legal notice period |
|
Severance |
Yes, required.
*A fraction of 6 months' service is considered as 1 whole year. |
Other payment entitlements |
Final pay for days worked (including during notice period) |
Final payment due | Within 30 days of termination |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Compliance requirements |
|
Legal notice period | 30 days. Employer can reduce or waive this notice period. |
Severance | No legal requirements |
Other payment entitlements | Final pay for days worked |
Final payment due | Within 30 days of termination |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Legal notice period | No legal requirements |
Severance | Yes, required |
Final payment due | Within 30 days of termination |
[ACCORDION] Termination During the Probation Period
What is it | Allows employer to terminate their employment relationship at any time during the probation period, if the employee is found to be suitable for the job. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | Must be reasonable per legal requirements. Usually 15 days. |
Severance | No legal requirements |
Other payment entitlements | Final pay for days worked |
Final payment due | Within 30 days of termination |
How to notify employee | Must be written notice |
[/ACCORDION]
[DROPDOWN-OPTION] Poland
Poland
❗Extremely High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
In Poland, it is always recommended to terminate an employee through a mutual termination agreement. This is because the employee can always make a court appeal within 21 days of receiving a termination notice. A successful court appeal may lead to a compensation requirement, or even a reinstatement of employment status and a requirement of salary payment that has been owed to the employee.
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee due to deliberate misconduct. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
Depends on length of service of employee:
|
Severance |
If due to reasons that are not related to the employee, the employee will be entitled to severance based on their years of service.
|
Final payment due | On the date of termination |
How to notify employee |
|
[ACCORDION] Termination for Redundancy or Other Business Reasons
Please note that termination for redundancy may not be possible with Deel as the employer of record. In such cases, please refer to Mutual Terminations.
What is it | Allows employer to dismiss an employee due to redundancy or other business reasons. |
---|---|
Grounds | Reorganization, downsizing, budget reasons, or reduction in workforce. |
Legal notice period |
Depends on length of service of employee:
|
Severance |
If due to reasons that are not related to the employee, the employee will be entitled to severance based on their years of service.
|
Final payment due | On the date of termination |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows employee to resign at any time in accordance with their employment agreement. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must deliver a written resignation letter signed in wet ink or with an electronic/digital signature. |
Legal notice period |
Depends on length of service of employee:
|
Severance | No legal requirements |
Final payment due | On the date of termination |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Legal notice period | No legal requirements, as mutually agreed |
Severance |
Yes, required. Amount must be higher than what is legally required, to encourage employees to sign the mutual termination agreement. This is usually an additional severance payment of 1 or 2 months' salary, on top of the statutory severance payment*, which is calculated as follows:
*Usually required only for terminations not due to employee's fault. |
Final payment due | On the date of termination |
[ACCORDION] Termination During Probation Period
What is it | Allows employer to terminate an employment relationship at any time during the probation period. |
---|---|
Grounds | No legal requirement, however, employer should still indicate the reason for termination to avoid potential legal claims by the employee. |
Legal notice period |
|
Severance | No legal requirements |
Final payment due | On the date of termination |
How to notify employee | Written hardcopy notice with wet-ink signature |
[/ACCORDION]
[DROPDOWN-OPTION] Portugal
Portugal
❗High Complexity | Inform Deel at least 30 days before initiating any termination, except in cases of Terminations With Cause with properly documented gross misconduct. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee immediately without notice due to deliberate misconduct. |
---|---|
Grounds |
|
Compliance requirements | Must be legally justified |
Legal notice period | No legal requirements |
Severance | No legal requirements |
Other payment entitlements |
|
How to notify employee | Must be delivered to employee in writing |
[ACCORDION] Termination for Redundancy
What is it | Allows employer to terminate an employee when their functions, duties and responsibilities no longer exist due to changes to the business operations. |
---|---|
Grounds |
|
Legal notice period |
Depends on the length of service:
Note: During the legal notice, the employee is entitled 2 days off work per week, without any impact on their usual salary. These hours can be divided by some or all days of the week, at the initiative of the employee. |
Payment in lieu of notice period | Yes, allowed |
Severance |
|
Other payment entitlements |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide written notice of resignation. |
Legal notice period | Depends on the length of of employment:
|
Severance | No legal requirements |
Other payment entitlements |
|
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Compliance requirements | No legal requirements |
Legal notice period | No legal requirements |
Severance | Yes, required at amount higher than legally required depending on type of employment contract:
|
[ACCORDION] Termination During the Probation Period
What is it | Allows either employer or employee to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds |
|
Compliance requirements | No legal requirements |
Legal notice period |
Depends on employee's length of service:
|
Payment in lieu of notice period | Yes, allowed |
Severance | No legal requirements |
Other payment entitlements |
|
[/ACCORDION]
[DROPDOWN-OPTION] Singapore
Singapore
Low Complexity | Inform Deel at least 30 days before initiating any termination, except in cases of Terminations With Cause with properly documented serious misconduct. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to end their employment relationship immediately without notice due to misconduct or serious performance issues. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | Within 3 working days after termination |
How to notify employee |
|
[ACCORDION] Termination for Redundancy and Other Business Reasons
What is it | Allows employer to terminate an employee when their functions, duties and responsibilities no longer exist due to changes to the business operations. |
---|---|
Grounds |
|
Compliance requirements |
Must notify the Ministry of Manpower office. This is mandatory for employers with ≥10 employees. |
Legal notice period | As stated in the Employment Agreement, but it is encouraged to give a longer notice period. |
Severance |
No legal requirements. However, the norm is to pay a retrenchment benefit* of 2 weeks' to 1 month's salary per year of service. *Employees with >2 years' service are eligible for retrenchment benefits. Those with <2 years' service are frequently granted ex-gratia payments out of goodwill. |
Final payment due | Within 3 working days after termination |
How to notify employee |
|
[ACCORDION] Termination Without Cause
IMPORTANT: Please inform Deel before communicating any possible Termination Without Cause to the employee, to avoid any legal risks or additional obligations.
What is it | Allows employer to terminate an employee in accordance with a termination clause in the Employment Agreement. |
---|---|
Compliance requirements | Cases of redundancy may be subject to regulatory requirements or investigations, and must comply with the notification and severance requirements of termination for redundancy. |
Legal notice period | As stated in the Employment Agreement |
Severance | No legal requirements. However, in some cases it may be advisable to offer severance. |
Final payment due | Within 3 working days after termination |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Compliance requirements | Employee must provide a resignation letter signed in wet ink or by email with digital/electronic signature. |
Legal notice period | As stated in the Employment Agreement |
Severance | No legal requirements |
Final payment due | On last day of employment |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Legal notice period | As mutually agreed |
Severance | No legal requirements, but highly recommended |
Final payment due | Within 3 working days after termination |
[ACCORDION] Termination During the Probation Period
What is it | Allows either employer or employee to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employers seeking to terminate an employee immediately without notice during the probation period must comply with the requirements for termination with cause. |
Legal notice period | As stated in Employment Agreement |
Severance | No legal requirements |
Final payment due | 3 working days after termination |
How to notify employee |
|
[/ACCORDION]
[DROPDOWN-OPTION] South Africa
South Africa
❗Extremely High Complexity | Inform Deel at least 30 days before initiating any termination, except in cases of Termination With Cause with properly documented gross misconduct. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee due to misconduct. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
If employee found guilty of gross misconduct (i.e. summary dismissal), no notice required. |
Payment in lieu of notice period |
As stated in Employment Agreement |
Severance | No legal requirements |
Final payment due |
Within 7 days after termination, or as stated in Employment Agreement |
How to notify employee | Written notice |
[ACCORDION] Termination Due to Redundancy or Other Business Reasons
What is it | Allows employer to dismiss an employee due to redundancy or other business reasons (e.g. downsizing). |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | As stated in Employment Agreement |
Payment in lieu of notice period | Yes, allowed |
Severance | At least 1 week's salary for each completed year of service |
Final payment due | Within 7 days of termination |
How to notify employee |
Written notice |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Legal notice period | No legal requirements |
Severance | Yes, required. Must be above statutory requirements and both parties must agree to the amount. |
Final payment due | Within 7 days after termination, or as mutually agreed |
[ACCORDION] Resignation
What is it | Allows employee to resign at any time in accordance with their Employment Agreement or local labor laws. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide a resignation letter with their signature. |
Legal notice period | As stated in Employment Agreement |
Severance | No legal requirements |
Final payment due |
Within 7 days of termination, or as stated in Employment Agreement |
Other payment entitlements | Any accrued, unused annual leave |
[ACCORDION] Termination During Probation Period
What is it | Allows either employer or employee to end their employment relationship during the probation period. |
---|---|
Grounds | No legal requirements |
Compliance requirements |
|
Legal notice period | As stated in Employment Agreement |
Severance | No legal requirements |
Final payment due | Within 7 days or as stated in Employment Agreement |
Other payment entitlements | Any accrued, unused annual leave |
How to notify employee | Written notice |
[/ACCORDION]
[DROPDOWN-OPTION] South Korea
South Korea
❗Extremely High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
Generally, in South Korea, it is difficult to terminate an employee. As such, it is recommended to always enter into a mutual termination agreement with the affected employee, regardless of the termination reason.
[ACCORDION] Termination With Cause
What is it | Allows employer to end their employment relationship immediately without notice due to deliberate misconduct. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | Within 14 days after termination |
How to notify employee |
|
[ACCORDION] Termination Due to Poor Performance
What is it | Allows employer to dismiss an employee due to poor performance. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
|
Severance |
Yes, required if employee has worked for ≥1 year.
|
Final payment due | 14 days after termination |
How to notify employee |
|
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason (including redundancy or other business reasons). |
---|---|
Common reasons |
|
Compliance requirements | No legal requirements |
Legal notice period | No legal requirements |
Severance |
Yes, required. Amount must be above what is legally required. |
Final payment due | 14 days after termination |
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time in accordance with their Employment Agreement. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must deliver a resignation letter signed with wet ink and provide at least 30 days' notice before their last day. |
Legal notice period | 30 days |
Severance | No legal requirements |
Final payment due | 14 days after termination |
[ACCORDION] Termination During Probation Period
What is it | Allows either employer or employee to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | Within 14 days after termination |
How to notify employee |
|
[/ACCORDION]
[DROPDOWN-OPTION] Spain
Spain
❗High Complexity | Inform Deel at least 30 days before initiating any termination, except in cases of Terminations With Cause with properly documented gross misconduct. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee due to misconduct. |
---|---|
Grounds |
|
Compliance requirements | Must be expressly justified to be compliant with the law |
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | On the employee's last working day |
How to notify employee |
|
[ACCORDION] Termination for Redundancy
What is it | Allows employer to terminate an employee due to business reasons. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | 15 days |
Severance | Yes, required. At least 20 days' salary for each year of completed service. |
Final payment due | On employee's last working day |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Compliance requirements | Employee must provide a signed resignation letter 15 days before their last working day. |
Legal notice period | 15 days |
Severance | No legal requirements |
Final payment due | On employee's last working day |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Legal notice period | No legal requirements |
Severance | Yes, required. Recommended to be at least 33 days' salary for each year of service. |
Final payment due | On employee's last working day |
[ACCORDION] Termination During the Probation Period
What is it | Allows either employer or employee to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds | No legal requirements |
Compliance requirements | No legal requirements |
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | On employee's last working day |
[/ACCORDION]
[DROPDOWN-OPTION] Sweden
Sweden
❗High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee immediately without notice due to serious misconduct. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Final payment due | 1 month after termination |
How to notify employee |
|
[ACCORDION] Termination due to Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employee due to redundancy or other business reasons. |
---|---|
Grounds |
|
Compliance requirements |
If due to business reasons/redundancy:
If due to performance issues:
Important: Termination will not be justified if there are other alternatives besides terminating the employee (e.g. relocating employee to other positions in the workplace). |
Legal notice period |
|
Severance | No legal requirements |
Final payment due | 1 month after termination |
How to notify employee |
|
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide a written resignation letter (via email with e-signature is allowed). |
Legal notice period | At least 1 month |
Severance | No legal requirements |
Final payment due | 1 month after termination |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate their employment relationship for any reason. |
---|---|
Common reasons |
|
Legal notice period | As mutually agreed |
Severance | Yes, required. Amount must be higher than what is legally required. |
Final payment due | 1 month after termination |
[ACCORDION] Termination During Probation Period
What is it | Allows employer to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds |
No legal requirements |
Compliance requirements | Probation period is up to 6 months |
Legal notice period | 2 weeks |
Severance | No legal requirements |
Final payment due | 1 month after termination |
[/ACCORDION]
[DROPDOWN-OPTION] Switzerland
Switzerland
Low Complexity | Inform Deel at least 30 days before initiating any termination, except in cases of Terminations With Cause with properly documented serious misconduct. |
Types of terminations
For terminations due to business reasons and redundancy, please refer to Mutual Terminations.
[ACCORDION] Termination With Cause
What is it | Allows employer to end an employment relationship immediately without notice due to breaches of duty. |
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Grounds |
|
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
Other payment entitlements | Final pay for days worked |
Final payment due | On the last day of the month in which employment ends |
How to notify employee | Registered letter sent by post mail |
[ACCORDION] Termination Without Cause
What is it | Allows employer to terminate an employee without cause. |
---|---|
Compliance requirements |
|
Legal notice period |
Depends on employee's years of service:
Note: In Switzerland, notice period is only effective from the last day of the month in which it was given. |
Severance | No legal requirements |
Other payment entitlements | Final pay for days worked |
Final payment due | On the last day of the Employment Agreement, which will always be the last day of the month in which notice ends. |
How to notify employee | Registered letter sent by post mail |
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Compliance requirements | Employee must provide a resignation letter signed with wet ink. |
Legal notice period |
|
Severance | No legal requirements |
Final payment due | On the last day of the month in which employment ends |
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Compliance requirements | Must not be used to circumvent mandatory protection provisions. |
Legal notice period | No legal requirements |
Severance | No legal requirements. However, mutual terminations will always entail the offer of a severance package. |
Final payment due | The date of termination of the Employment Agreement |
[ACCORDION] Termination During the Probation Period
What is it | Allows either employer or employee to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds | No legal requirements |
Compliance requirements | No legal requirements |
Legal notice period | 7 days |
Severance | No legal requirements |
Final payment due | On the last day of the contract, which will always be the last day of the month in which notice ends |
How to notify employee | Registered letter sent by post mail |
[/ACCORDION]
[DROPDOWN-OPTION] Tunisia
Tunisia
❗High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss employee immediately without notice due to serious or non-serious misconduct. |
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Grounds |
There are 2 types of misconduct in Tunisia: serious misconduct (employee behavior making it impossible to continue with employment relationship), and non-serious misconduct (where termination occurs only after persistent misconduct in spite of repeated disciplinary actions).
|
Compliance requirements |
|
Legal notice period |
|
Severance | No legal requirements |
Final payment due | On the date of termination |
How to notify employee |
|
[ACCORDION] Termination for Redundancy or Other Business Reasons
What is it | Allows employer to dismiss an employee due to redundancy or other business reasons. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
30 days or as stated in Employment Agreement Note: In Tunisia, terminated employees do not have to work for the last half month of their employment in order to allow them to search for a job. |
Severance |
Yes, required for employees who have passed probation.
*This can be raised by collective agreements, if applicable. |
Final payment due | On the date of termination |
How to notify employee |
|
[ACCORDION] Mutual Termination
What is it | Allows both the employer and employee to mutually agree to terminate the employee’s employment for any reason. |
---|---|
Common reasons |
|
Legal notice period |
1 month, or as stated in Employment Agreement. Note: In Tunisia, terminated employees do not have to work for the last half month of their employment in order to allow them to search for a job. |
Severance | Yes, required. Amount must be higher than what is legally required. |
Final payment due | On date of termination |
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time, in accordance with their Employment Agreement. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide a written resignation letter that's dated and signed. |
Legal notice period |
1 month, or as stated in Employment Agreement. Note: In Tunisia, terminated employees do not have to work for the last half month of their employment in order to allow them to search for a job. |
Severance | No legal requirements |
Final payment due | On the date of termination |
[ACCORDION] Termination During Probation Period
What is it | Allows either employer or employee to unilaterally terminate their employment relationship at any time during the probation period. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period |
1 month, or as stated in Employment Agreement Note: In Tunisia, terminated employees do not have to work for the last half month of their employment in order to allow them to search for a job. |
Severance | No legal requirements |
Final payment due | On the date of termination |
How to notify employee |
|
[/ACCORDION]
[DROPDOWN-OPTION] United Arab Emirates
United Arab Emirates
Low Complexity | Inform Deel at least 30 days before initiating any termination, except in cases of Terminations With Cause with properly documented serious misconduct. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to terminate an employee due to deliberate misconduct. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | At least 30 days, capped at 90 days |
Payment in lieu of notice period | Yes, allowed |
Severance |
Yes, includes:
|
Final payment due | Within 14 days after termination |
How to notify employee |
|
[ACCORDION] Termination due to Redundancy or Other Business Reasons
What is it | Allows employer to terminate an employee due to redundancy or other business reasons. |
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Grounds | Genuine business need to reduce workforce due to economic circumstances, structuring, technological advancements or business closure |
Compliance requirements |
|
Legal notice period | 30 days, or as stated in employment agreement |
Payment in lieu of notice period | Yes, allowed |
Severance |
|
Final payment due | Within 14 days after termination |
How to notify employee |
|
[ACCORDION] Mutual Termination
What is it | Allows employer and employee to mutually agree to terminate their employment relationship at any time. |
---|---|
Common reasons |
|
Compliance requirements | No legal requirements, but should be in accordance with UAE labor laws and employment agreement. |
Legal notice period | 30 days, or as stated in employment agreement |
Severance |
Yes, required. Amount must be higher than what is legally required:
|
Final payment due | As mutually agreed |
How to notify employee | Written notice |
[ACCORDION] Resignation
What is it | An employee may resign at any time in accordance with their employment agreement. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must submit a written resignation letter, either signed in wet ink or digital/electronic signature. |
Legal notice period | 30 days or as per employment agreement. |
Severance |
|
Final payment due | Within 14 days of termination |
[ACCORDION] Termination During Probation Period
What is it | Allows employer to terminate an employment relationship at any time during the probation period. |
---|---|
Grounds |
|
Compliance requirements |
|
Legal notice period | At least 14 days. Certain types of termination do not legally require a notice period, but Deel must know in advance in order to ensure compliance with local employment laws. |
Severance | No legal requirements |
Final payment due | Within 14 days of termination |
How to notify employee |
|
[/ACCORDION]
[DROPDOWN-OPTION] United Kingdom
United Kingdom
❗High Complexity | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
[ACCORDION] Termination With Cause
What is it | Allows employer to dismiss an employee due to deliberate misconduct, inability or any other "fair reason" as defined by UK employment law. |
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Known locally as | Terminating for one of the five potential "fair reasons", or fair dismissal. |
Grounds |
|
Compliance requirements |
If due to misconduct:
|
Legal notice period |
Depending on length of service. May be higher as per employment agreement.
In cases of gross misconduct or serious breaches of contract, summary dismissal without notice may be possible. |
Payment in lieu of notice period | Depends on employment agreement |
Severance | No legal requirements |
Final payment due | No legal requirements |
Other payment entitlements | Any outstanding contractual payments (e.g. holiday pay) |
How to notify employee | Can be sent via email. |
[ACCORDION] Termination due to Redundancy or Other Business Reasons
What is it | Allows employer to end an employment relationship due to redundancy or other business reasons. |
---|---|
Known locally as | Terminating for one of the five potential "fair reasons", or fair dismissal. |
Grounds |
|
Compliance requirements |
Please note the process for an individual redundancy is different from a collective redundancy procedure (which is not addressed in this guide). |
Legal notice period |
Depending on length of service. May be higher as per employment agreement.
|
Payment in lieu of notice period | Depends on employment agreement |
Severance |
Yes, if employee has ≥2 years of continuous service:
Please also refer to the UK Government's redundancy calculator. |
Final payment due | Final pay date, or as otherwise mutually agreed in writing |
How to notify employee | Can be sent via email. |
[ACCORDION] Resignation
What is it | Allows employee to resign at any time in accordance with their employment agreement. |
---|---|
Grounds | No legal requirements |
Compliance requirements | Employee must provide a written resignation letter. |
Legal notice period |
May be higher as per employment agreement. |
Severance | No legal requirements |
Final payment due | On the usual pay date |
[ACCORDION] Mutual Termination
What is it | Allows employer and employee to mutually agree to terminate their employment relationship at any time. |
---|---|
Common reasons |
|
Legal notice period | As mutually agreed |
Severance | Yes, required. Amount must be higher than what is legally required. |
Final payment due | As mutually agreed. Usually 14 or 28 days after mutual termination agreement is signed. |
[ACCORDION] Termination During Probation Period
What is it | Allows employer to terminate their employment relationship at any time during the probation period. |
---|---|
Grounds |
No legal requirements, however, some possible reasons include:
|
Compliance requirements |
|
Legal notice period |
As stated in employment agreement. Otherwise:
|
Severance | No legal requirements |
Final payment due | On usual pay date |
How to notify employee | Written notice |
[/ACCORDION]
[DROPDOWN-OPTION] United States
United States
❗High Risk of Litigation | Inform Deel at least 30 days before initiating any termination. |
Types of terminations
[ACCORDION] 'At-Will' Termination
What is it | Allows employer to end an employment relationship at any time, for any reason, without notice, provided that the termination does not violate the terms of the Employment Agreement or any other legal protections to which the employee may be entitled. |
---|---|
Grounds | No legal requirements |
Compliance requirements |
|
Legal notice period | No legal requirement. However, it is recommended to provide at least 2 weeks' notice to maintain goodwill and reduce likelihood of litigation. |
Severance |
No legal requirement. However, it is recommended to offer a severance of ≥2 to 4 weeks' pay, in exchange for a release of claims*. In cases of increased risk, a higher severance may be required. *Any release of claim obtained without the payment of a severance is likely to be found invalid. |
[ACCORDION] Resignation
What is it | Allows an employee to resign at any time. |
---|---|
Grounds | No legal requirements |
Compliance requirements |
|
Legal notice period | No legal requirements |
Severance | No legal requirements |
[/ACCORDION]
[/DROPDOWN]
Disclaimer: The information provided in this guide is not legal advice. If you have any questions or need information about terminating your Deel EOR Employee, please contact us.
All information, content, and materials available in this summary are for general information purposes only. While we are committed to delivering the most up-to-date information possible, changes in law, regulation, or other employment related practices may mean that some information is out of date.