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Either party (i.e. employer or employee) may terminate the employment contract during probation by providing at least one week's written notice. Once probation has been passed, either party may terminate employment by providing four weeks' notice of termination in writing or notice as per the Minimum Notice and Terms of Employment Act, whichever is 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 contract.
The organisation retains the right to pay salary instead of notice.
Employees may invoke the grievance procedure if they dispute the notice of termination of employment.
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