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New Dismissal Pay Rules
Labor Law No. 14 of 2025 permits an indefinite-term contract to be terminated by giving three months’ written notice and citing a legitimate and sufficient reason. It reserves the power to impose dismissal to the Labor Court, after the worker has been informed of the allegations against them and given an opportunity to present their defense. Serious misconduct that may justify dismissal includes impersonation or falsifying documents; causing substantial harm to the employer; repeatedly violating safety instructions; disclosing confidential information; competing with the employer; being intoxicated or using drugs at work; and assaulting the employer or supervisors. Dismissal is unlawful if it is connected, for example, to trade-union activity, filing a complaint against the employer, or discrimination. In that case, the worker is entitled to compensation of no less than two months’ wages for each year of service, in addition to their statutory entitlements. If the employer terminates the contract without requiring the worker to serve the notice period, the employer must pay wages for that period, or for the portion remaining. The worker is also entitled to take one full day per week, or eight hours, to look for another job while continuing to receive wages.
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