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Severance pay calculatorTable of contents
Sick leave (L4) often raises doubts: is severance due when the employee is ill? The key rule is simple — the reason for termination decides, not the fact of L4 itself. Below we explain when severance can apply and when it usually does not.
Sick leave alone does not exclude severance. If the employment ends for employer‑side reasons (e.g., position elimination, reorganization), severance may still be due despite L4. The justification in the termination notice is crucial.
Statutory severance generally applies when dismissal is for reasons not attributable to the employee. If the reason is long‑term incapacity for work or other employee‑side circumstances, statutory severance usually does not apply. Exceptions may follow from a contract or collective agreement.
In practice, employees may be on L4 or rehabilitation benefit when the contract is terminated. In such cases you must verify the legal basis of dismissal — it determines whether severance is due.
After disciplinary dismissal (employee fault), redundancy severance is not payable — even if the employee was on L4.
An employee on L4 is dismissed due to position elimination. Severance may still be due because the reason lies with the employer.
Use the severance calculator to estimate the amount and see how seniority affects the payment.
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