Employers must have valid reasons and provide notice before terminating an employee.
The notice period is determined by the length of employment. If an employee is recruited for less than a year, they are entitled to at least fourteen days' notice. The employee will be given 35 days' notice after one to five years of employment. After five to ten years of service, an employee will receive notice in 42 days. Finally, the employee will given a 60-day notice after ten to fifteen years of continuous service.
Severance pay is calculated on the basis of the reason for termination. If the organization is liquidated, the number of employees is reduced, or the employee is rehired in a previous job, the severance pay will equal the employee's average monthly salary.
If the employee is terminated for non-compliance with the position held, long-term disability, old age, significant changes in working conditions, or employee is called up for compulsory military service, the severance pay will also be determined by the employee's employment length. If the employee has worked for the company for less than a year, they will receive ten times their average daily salary. If the employee has worked for the company for between one and five years, they will receive twenty-five times their average daily wage. If the employee has worked for the company for five to ten years, they will receive 30 times their average daily wage. If the employee's tenure is between ten and fifteen years, he or she receives 35 times their average daily wage. Severance pay is 44 times the employee's average daily salary if the employee has worked for the company for 15 years or more.
Probationary periods are typically three months in length and are stipulated in the employment contract. Before the probationary period expires, the employment contract may be terminated by notifying the employer at least three days in advance.