The employee should notify the employer in writing of their intention to resign (i.e., a resignation letter). The notice must clearly state either the final working date or the length of notice being given.

If the employee has worked less than 13 weeks, there is no statutory minimum notice unless the contract specifies one. Statutory notice only applies once the employee has completed 13 weeks of continuous service.

The statutory minimum notice periods are:

• From 13 weeks up to two years: One week’s notice

• From two to five years: Two weeks’ notice

• From five to 10 years: Four weeks’ notice

• From 10 to 15 years: Six weeks’ notice

• 15 years or more: Eight weeks’ notice

If the employment contract sets a longer notice period than the statutory minimum, the contractual notice period must be followed.

Employees are not entitled to statutory severance or gratuity when they resign.

• The employee must be paid for all salary earned up to the final date of employment.

• Any unused annual leave must be paid in lieu (i.e. payment for accrued but untaken vacation).

• If the contract or scheme provides other benefits (e.g., pro-rata bonuses, commissions, allowances), the employer must settle them as long as the employee earned them before the termination date.

• Statutory public holiday entitlements may also require payment if the period covers such holidays and conditions are met (for example, if the employee worked in previous weeks qualifying them).

An employer may dismiss an employee without notice for gross misconduct (i.e., summary dismissal). Gross misconduct refers to behavior so serious that immediate termination is justified. For example, assault, theft, or a major breach of employment policies.

Not applicable.

• Prorated Salary for days worked

• Accrued unused leave days

A dismissal isn’t considered unfair if it is based on valid grounds such as the employee’s capability, conduct, capacity, contravention of the law (for example, where continuing employment would be illegal), or any other substantial reason.

If an employer dismisses an employee without good cause or acts in a way that is not fair or reasonable, the employee may bring an unfair dismissal claim. In these cases, they can seek compensation, reinstatement, or re-engagement.

Written notice (email or letter)

If the employee has been in the continuous service of his employer:

• For less than two years: One week,

• For two years or more, but less than five years: Two weeks

• For five years or more, but less than 10 years: Four weeks

• For 10 years or more, but less than 15 years: Six weeks

• For 15 years or more: Eight weeks.

Not applicable

• Prorated Salary for days worked

• Accrued unused leave days

MTA is a voluntary agreement signed by both parties (employer and employee) to terminate an employment contract by mutual consent.

If the employee has been in the continuous service of his employer:

• For less than two years: One week,

• For two years or more, but less than five years: Two weeks

• For five years or more, but less than 10 years: Four weeks

• For 10 years or more, but less than 15 years: Six weeks

• For 15 years or more: Eight weeks.

Severance is ordinarily not payable . However, additional payments may be made when negotiating the MTA.

• Prorated salary for days worked

• Accrued unused leave days

Final pay must be made on or before the next scheduled payday.

Maximum fine for non-payment is €1,000.