Resignation Process and Notice Period

The resignation process and notice period are important aspects of terminating employment in a professional and orderly manner. This section outlines the procedures for employees who choose to resign from their positions.

Notice Period: Employees are required to provide a notice period when resigning from their roles. The length of the notice period is typically specified in the employment contract or company policy and varies depending on the employee's position and length of service. The notice period allows the company time to transition the employee's responsibilities and find a suitable replacement.

Resignation Letter: Employees are requested to submit a formal resignation letter to their immediate supervisor or HR department. The resignation letter should include the intended last working day, gratitude for the opportunities provided, and a willingness to assist with the transition process.

Exit Interview: Upon resignation, employees may be invited to participate in an exit interview. This confidential discussion provides an opportunity for employees to share feedback about their employment experience, reasons for leaving, and suggestions for improvement. Exit interviews help identify trends and areas for enhancement in employee retention and organizational culture.

Termination by Employer (Reasons, Procedures)

Termination by the employer is a serious decision that must be handled with sensitivity and adherence to legal requirements. This section outlines the reasons for termination and the procedures involved when the employer initiates the termination process.

Reasons for Termination: Termination may occur for various reasons, including poor performance, misconduct, violation of company policies, restructuring, or economic reasons. The decision to terminate employment is based on documented evidence, performance evaluations, and consultations with HR and legal advisors.

Termination Meeting: The employer schedules a termination meeting with the employee to communicate the decision effectively and respectfully. During the meeting, the employer explains the reasons for termination, provides relevant documentation or evidence, and discusses any entitlements or benefits due to the employee.

Legal Compliance: Termination procedures comply with Sri Lankan labor laws and regulations to ensure fairness and avoid legal disputes. The employer provides written notice of termination, adheres to notice periods or severance pay requirements as applicable, and offers support services such as outplacement assistance or counseling.

Employee Support: Following termination, the employer offers support to the employee, including guidance on unemployment benefits, assistance with job search activities, and access to career counseling services. Maintaining a positive employer-employee relationship during and after termination is essential for preserving the company's reputation and employee morale.

Severance Pay and Benefits

Severance pay and benefits are provided to employees whose employment is terminated by the employer under specific circumstances. This section outlines the entitlements and considerations related to severance pay and benefits.

Severance Pay: Severance pay is a financial compensation provided to employees as a form of financial support following termination. The amount of severance pay may be determined by factors such as length of service, seniority, and contractual agreements. Sri Lankan labor laws may specify minimum severance pay requirements based on the reason for termination and the employee's length of service.

Benefits Continuation: Employees may be eligible to continue receiving certain benefits for a specified period following termination. These benefits may include health insurance coverage, pension contributions, and other perks outlined in the employment contract or company policy. Providing benefits continuation helps mitigate the financial impact of sudden job loss on employees and their families.

Exit Documentation: Upon termination, the employer prepares exit documentation, including a termination letter, final paycheck, and details of any benefits or entitlements due to the employee. Clear and comprehensive documentation ensures transparency and compliance with legal requirements.

Legal Consultation: Employers may consult with legal advisors to ensure that severance pay and benefits packages comply with Sri Lankan labor laws and regulations. Legal guidance helps minimize legal risks and ensures fair treatment of employees during the termination process.