Both employees and employers have the legal right to terminate a contract with sufficient notice. Having stated that, the legal notice obligations for employees and employers are distinct. Employers may discharge an employee for grave misconduct, willful disobedience, repeated neglect of duties, repeated unexcused absences from work, refusal to follow health and safety procedures, theft or intentional damage to property, lack of qualifications, and conduct inconsistent with the terms of the employment contract.
Notice is not required in certain instances.
When an employee's performance is deemed inadequate, the employer must provide at least two written warnings at distinct periods outlining what the individual must improve. If the employee does not respond to these warnings after two reminders, the employer may terminate the employee's contract.
The following notice is required of workers. Employees with a 12-week to five-year work history are entitled to a one-week notice period. Employees who have worked for the company for more than five years are entitled to two weeks' notice. Employer notice policies are as follows: one week for service between 12 weeks and two years; two weeks for service between two and five years; four weeks for service between five and ten years; and six weeks for service beyond ten years.
Severance pay requirements vary based on industry-specific collective agreements.
The first 12 weeks of any employment under oral contrat of service is probationary employment.