If an employer or employee wishes to terminate a contract of employment at the end of the probation period, he or she must give due notice. Unless otherwise agreed, the employment may be terminated within the probation period without the need to give any grounds for doing so.

Temporary contracts of employment end automatically on the specified date without the employer having to give notice. 

Termination with notice 
A permanent position may only be terminated if there are reasonable grounds for dismissal or a shortage of work. In both cases you should seek union advice if you are affected. The period of notice may vary depending on length of service and age. This is governed by collective agreements. 

If an employer wishes to terminate a permanent position, the employee concerned must be notified in writing. The letter of notice must contain information about how the employee may contest the termination of the contract. The letter of notice must either be handed to the employee in person or sent by registered mail. 

An employer will not be considered to have grounds for dismissal if the employee can reasonably be transferred to another job. An employee who wishes to resign must give one month’s notice if the contract is covered by the legislation. The period of notice may be longer. 

People who are unlikely ever to be able to work full time because of illness, injury or disability can apply for sickness benefit. To be entitled to this benefit you must be aged 30-64. This requires a reduction in working capacity of at least 25 per cent. 

The normal retirement age is 65. An employee can choose to receive a pension from the age of 61, but has the right to work until reaching the age of 67.

Text last edited on: 11/2009