Either party (i.e. employer or employee) may terminate the contract of employment during probation by providing at least one week’s notice in writing. Once probation has been passed, either party may terminate employment by providing four weeks’ notice of termination of employment in writing, or notice as per the Minimum Notice and Terms of Employment Act whichever is the greater. The length of notice by either party can be changed by agreement. However, the legal rights under the Act are not waived by any such agreement.
The organisation retains the right to pay salary in lieu of notice.
Employees may invoke the grievance procedure if they dispute the notice of termination of employment.