When acting as an employer, you may face situations where employees must be given notice or laid off.
Before resorting to these measures, you should consider other options, such as implementing working hour arrangements or training your employees to improve the competence and competitiveness of your company.
When employees are temporarily laid off, their tasks and the payment of their wages are interrupted or their working hours are reduced while still maintaining the employment relationship. A lay-off period should be considered even if the employer has financial grounds for permanently terminating an employee.
An employee’s regular employment can be discontinued by giving notice or cancelling the employment contract, but the employer must always have grounds for this, as required by the Employment Contracts Act. Employment can be terminated for reasons related to production, finances or the individual in question.
When the employment of one of your employees ends, you as the employer must take care of the calculation of the payoff and the provision a certificate of employment. See the checklist of practical measures to take when an employee is leaving your company.