An employee may resign at any time from non-fixed-term employment if they adhere to valid periods of notice. You cannot resign without separate agreement when in a fixed-term contract.

Valid periods of notice are specified in the Employment Contracts Act. Longer periods of notice may be agreed in the collective agreement or employment contract.

Periods of notice specified in the Employment Contracts Act

When the employer terminates the employment contract

Employment durationPeriod of notice
up to 12 months  14 days
more than 12 months and up to 4 years 1 month
more than 4 years and up to 8 years2 months
more than 8 years and up to 12 years4 months
more than 12 years6 months

When the employee terminates the employment contract

Employment durationPeriod of notice
up to 5 years14 days
more than 5 years1 months

The period of notice will start elapsing from the day following the termination. If the period of notice is 14 days and the employee terminates their employment on the first of the month, the employment will end on the 15th of the same month.

If the period of notice is one or more months, the employment ends after the correct number of months on the same date that the termination was submitted. If the month in question does not have the same date, the end of the month in question is considered the end date of the notice period.

Responsibilities and rights during the period of notice

The employee has the duty to work during the period of notice, if they have not been relieved from it. The employer must pay wages even if they do not request that the employee work.

Otherwise, the responsibilities and rights remain the same regardless of the duty to work. The employee has e.g. the right to use occupational healthcare services and other employee benefits during the period of notice.

Non-compliance of the period of notice

If the employer terminates the employment contract without adhering to the period of notice, the employer must pay the employee full wages for a time corresponding to the period of notice.

This also applies to the employee, if they do not adhere to the period of notice. The employer may deduct the compensation from the employee’s final wages.

If the employer or employee adheres to a shorter period of notice than agreed, compensation must only be paid for the neglected period.

Final wages and certificate of employment

The employee should check that their final wages contain all receivables that they are due from their employment. When the employment is terminated, the employer must provide the employee with a certificate of employment upon request.

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