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The notice period usually depends on seniority with the employer. Labour Code rules include common thresholds (e.g., 2 weeks, 1 month, 3 months), but always check the current law and your contract.
As a rule, fixed‑term contracts can be terminated and the same notice periods apply. Still, always check the contract dates and clauses. See fixed‑term contract.
In some situations the notice period can be shortened, or shortened by mutual agreement. Confirm it in writing.
Counting depends on whether the period is in weeks or months. A safe rule of thumb:
For day‑based periods, count from the day after delivery. That is why the delivery date and proof of receipt are critical.
An employer may release an employee from work during notice, but salary remains due for that time.
A notice delivered on 5 May with a one‑month period may end the contract at the end of June. It is worth calculating the final date before submitting the notice.
In practice seniority with the current employer determines the notice period. Total career length does not count.
The parties may agree on an earlier end date. Confirm it in writing to avoid disputes about termination date.
If unsure, calculate the date with HR or ask for written confirmation. It is a simple way to avoid disputes.
As a rule you will see three thresholds: 2 weeks, 1 month, 3 months — depending on seniority with the employer. These are statutory values, but always confirm in current regulations and the contract.
Seniority with the employer includes consecutive employment periods with the same employer, even with breaks. This affects the notice length.
During the notice period, the employer may grant leave or release the employee from work. This does not shorten the notice period but affects daily organization.
An employee gives notice on 12 March. With a one‑month notice period, the contract ends at the end of April. If the employer releases the employee from work on 20 March, the notice still runs until the end of April.
If the employee submits notice and the employer agrees to an earlier end date, a mutual agreement can close the matter faster.
For probationary contracts, the notice period is often shorter and depends on the length of the probation. Always check whether you are on probation or a standard contract.
A common issue is a dispute over when notice was delivered. Written proof matters, because the notice period runs from that date.
If the parties agree on a different end date or a release from work, confirm it in a short note or email.
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