An employment contract can be cancelled by either the employee or the employer at the conclusion of the contract period (if the contract is for a specified time). Terminations must be in writing, and employers are often required to provide a cause for terminating an employee.
Without notice, an employment contract may be terminated during the probationary period.
Additionally, an employee may be removed without notice for misbehavior such as fraud, violation of the company's code of conduct, theft, or moral wrongdoing.
Outside of the probationary period and in the absence of wrongdoing, notice prior to terminating an employment contract is necessary. The amount of notice necessary generally varies according on the employee's classification and length of service.
The notice period varies according to the type of employment and length of service and typically ranges from eight to six months.
Employees are generally not eligible for severance pay, except when their employment is terminated for economic reasons, in which case they are entitled to ten days' pay for each year of service, up to a maximum of six months' pay.
Probationary periods of up to 6 months are allowed with a one-time renewal. The time allowed depends on the position of the employee.