Employees in Lebanon have the right to resign at any time, provided statutory notice requirements are respected.

Resignation should ideally be submitted in writing to the employer, although oral resignation is legally recognized.

The required notice depends on the employee’s continuous service:

• Less than 3 years: 1 month

• 3–6 years: 2 months

• 6–12 years: 3 months

• More than 12 years: 4 months Both the employer and the employee are required to respect these notice periods.

Employees who have completed at least one year of service are entitled to an end-of-service indemnity (gratuity).

For private-sector employees, this is usually 8.5% of gross monthly salary contributed monthly to the NSSF. The accumulated amount is paid at the end of employment and calculated based on the number of years of service, with full payment for completed months of service.

• Accrued but unused annual leave must be paid out in full

• Outstanding salary up to the resignation date is payable

• Full notice period pay

• Other benefits (bonuses, allowances) depend on the employment contract and company policy but are generally due if earned

Termination with cause must be properly evidenced and documented to be considered valid. Even then, employees may still challenge the dismissal as arbitrary.

Article 74 of the Labour Law allows an employer to terminate an employment contract without indemnity and without prior notice in specific cases, including:

• Acquisition of a new nationality different from the employee’s original nationality

• Unsatisfactory trainee performance during the first three months of service

• Intentional misconduct or deliberate negligence causing material damage to the employer (with written notification to the Social Affairs Service within 3 days)

• Repeated serious violations of internal regulations (three violations within one year despite written warnings)

• Unjustified absence exceeding 15 days in one year or more than 7 consecutive days

• The employee must justify the absence within 24 hours

• The employer must issue a written warning specifying unjustified days

• Criminal conviction resulting in imprisonment of one year or more, or offenses committed at the workplace

• Unprovoked assault against the employer or the employer’s representative

Termination should ideally be documented in writing, specifying the grounds

Immediate termination is permitted; no notice is required

Employees dismissed for serious misconduct are typically not entitled to severance pay, unless otherwise specified in the employment contract.

• Payment of unpaid wages

• Compensation for unused annual leave

• Any other statutory rights accrued up to the termination date

Termination without cause may occur for reasons unrelated to employee misconduct but must strictly comply with Labour Code requirements.

Written notice is required

• Less than 3 years: 1 month

• 3–6 years: 2 months

• 6–12 years: 3 months

• More than 12 years: 4 months

Employees terminated without cause are entitled to end-of-service indemnity, typically calculated as 1 month’s salary for each year of service for indefinite contracts.

• Unpaid wages

• Unused annual leave

• Other contractual benefits due up to termination

Lebanese Labour Law allows employers and employees to mutually agree to end an employment relationship, provided consent is voluntary and terms are documented in writing.

Written agreement signed by both parties

Negotiable

Severance terms are flexible and may include full, partial, or lump-sum payments, depending on what the parties agree.

• Accrued wages

• Unused annual leave

• Other contractual or negotiated benefits

• Unused annual leave
• Accrued wages
• Any contractual benefits due

• Early termination is allowed only for legitimate reasons under Article 74
• If terminated without cause, notice or payment in lieu applies

• Full severance as if the contract had been completed
• Reduced or no severance if termination is for valid cause

• Accrued wages
• Unused annual leave
• Contractual entitlements

Under Articles 56 - 57 and 60 - 61 of the Lebanese Labour Code, all wages, accrued benefits, and end-of-service indemnities must be paid immediately upon termination.

Late payment may entitle the employee to:

• Wages for the delay period
• Compensation for abusive or unlawful dismissal, where applicable