The employer has an interest in ensuring that a worker is functioning properly. If this is not the case, it should also be possible that he could be fired.
Also, the employee must be possible to change jobs. The mobility of workers brings a positive effect on business with it.
The contract may be terminated by either party by either party, by the court or by operation of law. An employment contract is terminated by operation of law. That is, it ends without notice is necessary. Such is the case with a fixed-term contract. When a contract for six months has been agreed, then it ends when the time expires. However, one must register or extension is desired or not, because nothing is said, the contract is automatically renewed for the same period. , the contract also ends automatically by the death of the employee, because one of the terms of a contract is that the labor should be. personally performed the contract also terminates automatically upon reaching retirement age. This must be stated in the contract or collective agreement. terminate an employment contract by either party. When the party's employee, it should take into account a notice period. This is equal to the time that is usually between two successive payments of salary. Where the party, however, the employer must itself different rules.
The employer must request a dismissal and also applies a ban on dismissal under other disease. Without a dismissal, the employer may not terminate, unless the agreement is terminated. Consensual When the employee gives his consent is not required dismissal. However, this will not happen often, and if the employee comes back to this, the employer will have questions. Dismissal of yet He will also have to give a reasonable cause. To This is often an economic reason or personal reason. If the resignation is approved must still be taken into account with notice. This is indicated in the permit. Dissolution by the magistrate.
Both the employer and the employee is entitled at all times to ask the court to terminate the employment contract. Because of a serious reason to the Subdistrict Court This may be dysfunction of the employee, disrupted labor relations and disability.
the court may consider that a settlement a reasonable solution to the conflict, and then proposes a redundancy scheme. For this so-called court formula applied. The amount of the lump sum payment is dependent on the amount of salary, length of service, finding a new job and the age of the employee.
justice in the case of granting of the application may also employment both immediate dissolve later. Other forms of termination: Termination of an employment contract by both parties. This means that both employer and employee agree to the dismissal. There needs to be applied no dismissal and also have the right not tekomen to pass. Account should be taken of the notice and it is wise agreements relating to the dismissal capture into a termination agreement. Dismissal. An urgent reason to be, and it should also be notified immediately. Examples include deception, abuse, drunkenness, theft or immoral behavior. Business Acquisition, generally true that the employee no adverse consequences may encounter here. Shorter working hours and Collective redundancies. latter two are unfortunately nowadays often in the news.