Employers may terminate an employee only for misconduct or a violation of workplace duties or standards, or for business reasons. Prior to terminating an employee for misconduct, the employer must warn and inform the employee of the prospect of dismissal if the misconduct continues. A minimum of 15 days must be provided to the employee to improve.
The employer and employee may agree to waive the notice period in exchange for a payment. Additionally, an employer may dismiss an employee without notice if the employee is absent from work for more than three days without permission, abuses sick leave, violates a health or safety regulation regarding fire or dangerous substances, is intoxicated at work or possesses alcohol or narcotics at work, steals from the employer, damages the employer's property, or falsely discloses information to the employer.
Employees who intend to resign must provide their employer one month's written notice. There is no requirement for an explanation or extra information. A longer notice period may be specified in an employment contract or collective bargaining agreement, although it cannot exceed three months. When an employer fails to pay an employee on time or pays less than the employee is entitled to, fails to provide adequate safety protections, fails to treat employees equally on the basis of gender, or commits certain other serious breaches of employee obligations, the employee may notify the employer in writing of the breach and, after three days, may terminate employment. The employee is entitled to severance pay and any unpaid income in this case.
When terminating an employee on an indefinite contract, the employer is required to provide one month's written notice, which must include the reason for the termination and advise the employee of his or her legal rights and eligibility for unemployment insurance. Seasonal employees may be terminated with seven days' written notice, while probationary employees may be terminated with three working days' notice.
Severance pay is payable to employees terminated in a collective dismissal. It is calculated based on an employee's length of service and ranges between one and six months of salary.
In North Macedonia, the typical probationary period is 180 days or six months.