• CCS

Staff Handbook - Notice Periods Policy

Updated: Jun 28


Regarding the Notice Period, just how many days do need to be provided? I think this to be a common myth held by many employers or employees.


Contracts to be in writing and to include provision for termination

According to Section 10 of the Employment Act of 1955, if the duration of employment is going to be more than one month, the employment contract must be in writing (i.e., printed in black and white).


Additionally, a notice of termination must be included in the contract. That means that in every written contract of service, a clause that outlines the process by which any party may terminate the agreement at any time must be included.



Notice of termination of the contract

Section 12 of the Employment Act 1955, either party to a contract of service may at any time give to the other party notice of his intention to terminate such contract of service


The length of such notice shall be the same for both employer and employee and shall be determined by a provision made in writing for such notice in the terms of the contract of service, or, in the absence of such provision in writing, shall not be less than



Non-EA Employees

This Notice Periods Policy sets down the circumstances in which an employee will be required to work their notice period and the employer’s expectations of the employee during the notice period in the event of the different scenarios of resignation, dismissal, redundancy and retirement.


The Notice Periods Policy includes the following:

  1. Introduction

  2. Principles

  3. Notice Periods

  4. Rights and Obligations During the Notice Period

  5. Return of Company Property

  6. Garden Leave

  7. Pay in Lieu of Notice

  8. Holiday During Notice Periods

  9. Deductions from Final Salary


关于通知期,到底需要提供多少天?我想这是许多雇主或雇员普遍持有的一个迷思。


雇佣合约必须是书面形式,并包括终止条款

根据《1955年劳工法令》第10条,如果雇佣期限将超过一个月,那么雇佣合约就必须是书面形式(即:白纸黑字)。


此外,雇佣合约中必须包括终止通知。


这意味着,在每一份书面雇佣合约中,必须包括一个条款,概述任何一方可以在任何时候终止雇佣合约的程序。


终止雇佣合约的通知

《1955年劳工法令》第12条规定,雇佣合约的任何一方都可以在任何时候向另一方发出通知,表示他打算终止该雇佣合约。


这种通知的时间长度对雇主和雇员来说都是一样的,应根据雇佣合约条款中关于这种通知的书面规定来确定,或者在没有这种书面规定的情况下,不应少于


非1955年劳工法令范围内的雇员

本《通知期政策》规定了在辞职、解雇、裁员和退休等不同情况下,员工需要在通知期内工作的情况以及雇主对员工在通知期内的期望。 当然,这里我要说的是“通知”是冷冰冰的法律,而我们在企业工作,连接的是企业里的人和事,做的是事、谈的是情。 所以不管是企业还是个人,法律是底线,但是我们更应该在底线之上,有情感的对待员工,有温度的对待企业。 而员工即使离职,也应尽其义务:-


  • 虽然说从劳工法上来更偏向保护弱势群体,所以员工离职的话仅仅是通知企业,

  • 但并不代表员工能够任性操作,其中也有员工需要尽到的义务。

同时工作的交接也是员工义务之一:-


  • 因为在实际操作中,很多时候存在着员工“蒸发”导致自动离职的情况、又或者;

  • 找到下家了,不配合工作交接马上就走的情况,对于企业会造成管理风险。









Disclaimer

The following templates are offered solely for educational and informational reasons:


✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.


✅ Before disseminating the policy to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).


✅ You must maintain open lines of communication with your legal counsel to obtain the attorney's assistance in analyzing the terms of the policy in light of any potential legal ramifications.


免责声明

以下模板仅出于教育和提供信息的目的而提供: ✅ 请注意,即使这些材料是有帮助的,也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站,而每个企业都是独一无二的。因此,也建议你向你的律师或人力资源顾问查询,以确保你的法律解释和决定适合你目前的情况。

✅ 在向员工传播政策之前,强烈建议雇主事先让律师进行审查,尤其是如果该模板本身具有诉讼性质,有潜在的法律影响,并且对员工有个人影响(例如,安全程序)。 ✅ 你必须与你的法律顾问保持开放的沟通渠道,以获得律师的协助,根据任何潜在的法律影响来分析政策的条款。


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