EOR termination costs: notice and severance by country

🇦🇷 Argentina

Confidence: medium. Verified 2026-10-05. Unverified in this record: 2 items.

Probation: Three months under the Labor Contract Law. Law 27.802 (published 6 Mar 2026) is reported to extend it to up to 6 months for most employers, 8 months for firms with 6-100 employees and 12 months for micro firms of up to 5 workers, with 15 days' notice and no severance (Deel; not checked against the law text).

Notice and severance: Notice (LCT art. 231): 15 days during probation, 1 month under 5 years' service, 2 months for 5+ years. Dismissal without cause: severance of one month's pay per year of service or fraction over three months (law text as quoted by Argentine legal summaries), based on the best normal and habitual monthly pay of the last year. Law 27.802 (in force since 6 Mar 2026) clarifies the base (excludes aguinaldo, vacation pay and non-habitual items; 'habitual' means accrued at least 6 months in the last year) and, per Deel, caps the base at three times the average collective-agreement wage. A court order suspended 82 articles on 30 Mar 2026 and was revoked on 23 Apr 2026, so recheck current status.

Termination notes: Dismissal without cause triggers severance; labor reform created a Labor Assistance Fund (FAL) funded by 1% (large firms) or 2.5% (others) of ANSES contributions, effective 1 Nov 2026 (DLA Piper). Reform litigation and implementation status should be rechecked before relying on it.

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🇧🇷 Brazil

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Experience contract (contrato de experiencia) up to 90 days total (one extension allowed within that cap).

Notice and severance: Dismissal without cause: notice (aviso previo) of 30 days plus 3 days per completed year of service beyond the first, capped at 90 days (Law 12.506/2011) (worked or paid in lieu); FGTS balance released plus 40% fine paid by employer; proportional 13th salary and vacation pay. Resignation: employee gives 30 days' notice. Mutual agreement termination: 20% FGTS fine and 80% FGTS withdrawal.

Termination notes: Just-cause dismissal (art. 482 CLT) forfeits notice and the fine but is closely scrutinised by labour courts and often reversed if poorly documented. Pregnant employees, workers on work-accident leave and CIPA representatives have job stability. Collective agreements may add protections. Labour litigation is common and employer-unfavourable; document everything.

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🇨🇦 Canada

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Typically about 3 months (Remote); Quebec has enhanced protection after two years' service.

Notice and severance: No at-will employment. Statutory notice or pay in lieu is provincial; Ontario ESA: 1 week per year of service up to 8 weeks (after 3 months), plus severance pay of 1 week per year up to 26 weeks for employees with 5+ years at employers with a CAD 2.5 million Ontario payroll (secondary legal summaries). Common-law reasonable notice can be much higher (up to about 24 months) and is not verified from a retrieved source.

Termination notes: Without-cause dismissal needs notice or severance; Quebec and federally regulated employers have unjust-dismissal complaints. Wrongful dismissal claims use common-law notice.

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🇨🇱 Chile

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: No statutory probation period; Remote notes common practice of 30-90 days, often 3 months, with short notice during that time. Treat as contractual and confirm with counsel.

Notice and severance: At least 30 days' written notice or one month's pay in lieu (Remote). Dismissal for business needs also carries severance of one month's pay per year of service (capped at 11 years, general knowledge). Dismissal for employee misconduct carries no severance.

Termination notes: Dismissal must be on legally listed grounds (misconduct or business needs); the employer must give written reasons. Wrongful-dismissal claims allow surcharges on severance. Pregnant employees and union leaders have special protection (general knowledge; not verified).

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🇨🇴 Colombia

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Maximum 2 months on indefinite contracts; proportional on fixed-term contracts (Deel).

Notice and severance: Dismissal without just cause on an indefinite contract (CST art. 64): indemnity of 30 days' salary for the first year plus 20 days per additional year for salaries below 10 minimum wages; for salaries of 10+ minimum wages 20 days for the first year plus 15 days per additional year (statute as generally described; not fetched). Notification of collective redundancy (10+ workers within 30 days) required.

Termination notes: Employers must pay all accrued prestaciones on exit. Dismissal with cause needs a documented process. Fixed-term contracts need notice of non-renewal (30 days, not verified). Law 2466 of 2025 (published 25 Jun 2025) limits fixed-term contracts to 4 years (then they convert to indefinite), makes the SENA apprenticeship a labour contract and raises the Sunday/holiday surcharge in steps (80% from Jul 2025, 90% from Jul 2026, 100% from Jul 2027).

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🇨🇷 Costa Rica

Confidence: medium. Verified 2026-10-05. No unverified note on this topic.

Probation: Three months (Labour Code art. 28/29: until 3 months' service a leaving worker is owed only proportional vacation and aguinaldo, MTSS).

Notice and severance: Preaviso (Labour Code art. 28): 1 week after 3-6 months' service, 15 days after 6-12 months, 1 month after a year. Cesantia (art. 29): 7 days' pay after 3-6 months, 14 days after 6-12 months, then by service scale, capped at 8 years, on dismissals without just cause (MTSS code text; full scale beyond year one not re-read).

Termination notes: Dismissal without just cause triggers preaviso and cesantia. Just-cause dismissal requires documented grounds and a process. Special protection applies to pregnant workers and union leaders.

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🇫🇷 France

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: CDI: 2 months (workers/employees), 3 months (supervisors), 4 months (managers/cadres); renewable once if the agreement allows (to 4, 6 and 8 months) (general knowledge).

Notice and severance: Notice depends on the collective agreement (commonly 1-3 months). If no better agreement: dismissal notice of 1 month after 6 months' service and 2 months after 2 years' service (confirmed by secondary summaries of the Code du travail). Statutory dismissal indemnity: 1/4 of a month's pay per year up to 10 years and 1/3 beyond, after 8 months' seniority (confirmed).

Termination notes: Dismissal requires a real and serious cause with a formal procedure (convocation, interview, letter). Unfair dismissal damages are capped by a statutory scale (barème Macron). Rupture conventionnelle allows mutual exit. Economic dismissals have strict rules.

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🇩🇪 Germany

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Up to 6 months (Probezeit) with a statutory 2-week notice during probation.

Notice and severance: Statutory notice 4 weeks to the 15th or end of a month; employer notice grows with tenure (1 month after 2 years up to 7 months after 20 years). No general statutory severance; but where dismissal is for operational reasons, the employee may opt for 0.5 month's salary per year of service (Section 1a KSchG) if the employer offers it; court settlements usually 0.5-1 month per year.

Termination notes: Employment Protection Act (KSchG) applies after 6 months in firms with more than 10 employees (part-timers counted pro rata): termination needs a socially justified reason (conduct, personal or operational), with social selection in redundancies. Works council must be heard where one exists. Special protection for pregnant, disabled, parental leave and works council members.

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🇮🇳 India

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Not set by statute; commonly 3-6 months by contract.

Notice and severance: Notice is contractual (commonly 30-90 days). Retrenchment under the Industrial Relations Code is reported to require one month's notice and compensation of 15 days' average pay per completed year of service (not checked against the Code text); gratuity is separate. Fixed-term employees are entitled to gratuity pro rata after one year.

Termination notes: IR Code requires government permission for layoffs/retrenchment/closure in establishments with 300+ workers (raised from 100). Termination of 'workmen' needs process; tech and office roles are mostly under state Shops & Establishments Acts and contract. Final settlement to be paid within two working days of termination under the Code on Wages. Rules vary by state; the Code on Wages (Central) Rules, 2026 were notified on 8 May 2026 (SCC Online); Industrial Relations and Social Security central rules and state rules should be rechecked.

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🇮🇩 Indonesia

Confidence: medium. Verified 2026-10-05. Unverified in this record: 2 items.

Probation: Maximum 3 months for permanent (PKWTT) contracts; not allowed for fixed-term (PKWT).

Notice and severance: Termination follows PP 35/2021: severance (uang pesangon) of 1 month's wage per year of service up to a maximum of 9 months (after 8 years), long-service pay (uang penghargaan masa kerja) up to 10 months at 24+ years, plus compensation of entitlements; multipliers vary by reason for termination (Kemnaker-hosted PP 35/2021, confirmed for the maxima).

Termination notes: Termination must be based on listed grounds; many exits go through bipartite negotiation or industrial relations court. PKWT contracts are capped (up to 5 years including extensions).

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🇮🇪 Ireland

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Probation up to 6 months, extendable to 12 months only in specified circumstances (Employment (Miscellaneous Provisions) Act 2018; general knowledge).

Notice and severance: Statutory minimum notice (Minimum Notice and Terms of Employment Act 1973): 1 week (13 weeks to 2 years), 2 weeks (2-5 years), 4 weeks (5-10 years), 6 weeks (10-15 years), 8 weeks (15+ years); contract may be longer (confirmed via Citizens Information / WRC). Statutory redundancy: 104 weeks' service needed; 2 weeks' pay per year plus one bonus week, weekly pay capped at EUR 600 (confirmed); employer notice of redundancy at least 2 weeks.

Termination notes: Unfair dismissal protection generally requires 12 months' service (shorter in some cases). The WRC (Workplace Relations Commission) handles claims. Fair procedures and valid reason are required.

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🇮🇹 Italy

Confidence: medium. Verified 2026-10-05. Unverified in this record: 2 items.

Probation: Up to 6 months by law (Civil Code art. 2096), fixed by the CCNL by role.

Notice and severance: Notice is set by the applicable national collective agreement (CCNL) by seniority and grade (commonly 15 days to several months). TFR is paid on exit. Dismissals without cause carry indemnity or reinstatement depending on hire date and firm size.

Termination notes: Dismissal requires just cause (giusta causa) or justified reason (giustificato motivo), with a formal procedure and written reasons. Post-2015 hires have an indemnity scale for unjustified dismissal, since adjusted by the Constitutional Court. Check the CCNL.

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🇯🇵 Japan

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Customarily 3-6 months, set by contract; during the first 14 days dismissal needs no 30-day notice (general knowledge).

Notice and severance: Employer must give 30 days' notice or pay in lieu of notice (averaged wages); no statutory severance, but many employers pay by company rule or collective agreement.

Termination notes: Dismissal needs objectively reasonable grounds and must be socially acceptable (Labor Contract Act art. 16), making it hard to dismiss; abuse of rights claims are common. Fixed-term contracts convert to indefinite after 5 years on request.

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🇰🇪 Kenya

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Up to 6 months, extendable once by up to 6 months with the employee's agreement; either party may end a probationary contract on 7 days' notice or 7 days' wages (Employment Act 2007, confirmed on Kenya Law).

Notice and severance: Notice per contract; if none, 28 days for monthly-paid staff after probation. Redundancy: one month's notice (or pay in lieu) to the employee and the labour officer, plus severance of not less than 15 days' pay per completed year of service (Employment Act s.40, confirmed).

Termination notes: Termination needs valid and fair reasons and a fair procedure; employees may claim at the Employment and Labour Relations Court. Summary dismissal is limited to gross misconduct.

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🇲🇾 Malaysia

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Customarily 3-6 months by contract; not fixed by statute.

Notice and severance: If contract is silent: 4 weeks (under 2 years), 6 weeks (2-5 years), 8 weeks (over 5 years). Termination benefits for EA-covered employees: 10 days (under 2 years), 15 days (2-5 years) or 20 days (over 5 years) per year of service on retrenchment (general knowledge).

Termination notes: Dismissal without just cause can be challenged at the Industrial Court for reinstatement or compensation. The Employment Act covers all employees since 2022, with some protections limited to those earning up to MYR 4,000.

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🇲🇽 Mexico

Confidence: medium. Verified 2026-10-05. No unverified note on this topic.

Probation: Up to 30 days for contracts over 180 days; up to 180 days for managerial or technical roles (Remote).

Notice and severance: No statutory advance notice. Unjustified dismissal: 3 months' integrated salary plus 20 days per year of service (Deel; LFT arts. 48 and 50 as generally described), plus a seniority premium of 12 days per year of service on a salary capped at twice the minimum wage and accrued benefits. Retrenchment-type or employee-resignation seniority-premium conditions not verified.

Termination notes: Dismissal for cause must be documented and notified in writing; unjustified dismissals can add back pay claims (salarios caidos) in litigation. Employers with 50+ staff must consult before collective dismissals (Deel).

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🇳🇱 Netherlands

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Up to two months; not allowed for fixed-term contracts under six months (Remote).

Notice and severance: Employer notice scales with service, up to four months (Remote), and dismissal normally needs UWV or court approval. Transition payment: one-third of a monthly salary per year of service from day one, capped at EUR 102,000 or one annual salary if higher (2026, per Dutch payroll press; statutory formula, not fetched from an official page).

Termination notes: Employers have five routes: mutual agreement, UWV, subdistrict court, employee consent, summary dismissal for urgent cause (Remote). Dismissal is hard without UWV or court approval.

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🇳🇬 Nigeria

Confidence: medium. Verified 2026-10-05. No unverified note on this topic.

Probation: Not fixed by the Labour Act; contractual, commonly 3-6 months. A written statement of terms is due within 3 months of starting (Labour Act s.7).

Notice and severance: Labour Act s.11(2): 1 day (contract of 3 months or less), 1 week (over 3 months, under 2 years), 2 weeks (2 to under 5 years), 1 month (5+ years); notice of 1 week or more must be in writing; pay in lieu is allowed. No general statutory severance: on redundancy the employer informs the union/representative, applies last-in-first-out and uses best endeavours to negotiate redundancy pay (s.20).

Termination notes: Labour Act applies to manual and clerical workers; senior/professional staff are governed by contract and common law, so check the category. Unfair-dismissal claims go to the National Industrial Court. A written statement of terms is required within 3 months (s.7).

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🇵🇪 Peru

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Three months by default in the general regime (workers can be dismissed without cause during probation); up to 6 months for qualified staff and 1 year for management by law (the 3-month default is confirmed by a gob.pe document; 6 and 12 months from general knowledge).

Notice and severance: No notice period is required for employer dismissal, which needs a just cause with a due-process hearing. Arbitrary dismissal after probation: 1.5 monthly wages per year of service (indefinite contracts), up to 12 monthly wages; fixed-term: 1.5 wages per remaining month (gob.pe-hosted source, buk.pe). Resignation: 30 days' notice (general knowledge). CTS balance is paid on exit.

Termination notes: Unjustified dismissal can lead to reinstatement or compensation. Just-cause dismissal requires a written process with a chance to respond. Fixed-term contracts need a valid cause and are limited in duration.

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🇵🇭 Philippines

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Maximum 6 months; probationary employees must be told the regularisation standards at hiring.

Notice and severance: Authorized-cause termination (redundancy, installation of labour-saving devices) requires 30 days' written notice to the employee and DOLE and separation pay of 1 month or 1 month per year of service, whichever is higher; retrenchment/closure not due to serious losses: 1 month or 0.5 month per year, whichever is higher. No separation pay for just cause dismissal. Employee resignation requires 30 days' notice.

Termination notes: Security of tenure applies; dismissal must be for just cause (misconduct, neglect of duty, etc.) or authorized cause, with the two-notice rule and an opportunity to be heard. Illegal dismissal means reinstatement with full back wages, or separation pay in lieu. Courts and NLRC are generally employee-friendly.

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🇵🇱 Poland

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Up to 3 months (probation contract). Notice during probation: 3 working days (up to 2 weeks), 1 week (over 2 weeks), 2 weeks (3 months).

Notice and severance: Indefinite contracts: 2 weeks (under 6 months' tenure), 1 month (6 months-3 years), 3 months (3+ years). Statutory redundancy pay applies only for employers with 20+ employees: 1, 2 or 3 months' pay depending on tenure (<2 yrs, 2-8 yrs, 8+ yrs), capped at 15x the minimum wage (PLN 72,090 in 2026 = 15 x 4,806). Fixed-term contracts can generally be terminated with 2 weeks' notice if the contract allows it.

Termination notes: Employer must state a genuine reason for terminating indefinite contracts, and employees can challenge in labour court (7-day filing window). Strong protections for pregnant employees, employees close to retirement age, and trade union reps. Fixed-term contracts limited to 33 months/3 contracts.

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🇵🇹 Portugal

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: 90 days standard, extendable to 180 days for complex roles (Remote).

Notice and severance: Notice for dismissals on indefinite contracts per Remote: 30 days up to 2 years of service, 60 days beyond. Severance applies to collective and objective dismissals (rates not verified from a retrieved source).

Termination notes: Portugal does not allow dismissal without cause; dismissal needs a disciplinary procedure, collective redundancy, extinction of position or unsuitability, each with strict procedure. Illegal dismissal can mean reinstatement.

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🇷🇴 Romania

Confidence: medium. Verified 2026-10-05. No unverified note on this topic.

Probation: 5 working days (contract up to 3 months), 15 days (3-6 months), 30 days (over 6 months), 45 days for management (Remote).

Notice and severance: Minimum 20 working days' notice on dismissal (Remote); no statutory individual severance (Remote). Collective redundancy has additional rules.

Termination notes: Dismissal not allowed during leave, sick leave or pregnancy (Remote). Employers must follow strict procedures and written decisions.

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🇸🇬 Singapore

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Contractual; commonly 3-6 months. Employment Act does not fix a length.

Notice and severance: Notice per contract; if silent, 1 day to 4 weeks by length of service. No statutory severance; retrenchment benefit is payable to employees with 2+ years' service under tripartite guidelines (MOM: prevailing norm 2 weeks to 1 month per year of service, 1 month in unionised firms).

Termination notes: Wrongful dismissal claims go through TADM and the Employment Claims Tribunal. Employers must notify MOM of retrenchments (for those with 10+ employees). Discrimination law (Workplace Fairness) is being phased in.

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🇿🇦 South Africa

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: No statutory length; fair probation under the Labour Relations Act, commonly 3-6 months.

Notice and severance: BCEA notice: 1 week (up to 6 months' service), 2 weeks (6-12 months), 4 weeks (over 1 year). Severance for operational-requirements dismissals: at least 1 week's pay per completed year of service.

Termination notes: Dismissals must be substantively and procedurally fair (LRA); employees can refer disputes to the CCMA. Retrenchments require consultation. Employment Equity Act obligations apply to designated employers.

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🇪🇸 Spain

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Estatuto de los Trabajadores art. 14: collective agreement may set it, otherwise maximum 6 months for qualified technicians and 2 months for other workers (3 months for non-technicians in firms with under 25 employees).

Notice and severance: Improper dismissal: 33 days of salary per year of service, up to 24 monthly payments (ET art. 56, confirmed). Objective dismissal: 20 days per year up to 12 months with 15 days' notice (ET art. 53, general knowledge, not fetched). Notice for other reasons varies by collective agreement (Remote).

Termination notes: Dismissal needs a cause and formal letter; judges often declare unfair dismissals. Collective agreements (convenios) govern many terms and must be checked.

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🇹🇭 Thailand

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: No statutory maximum, typically up to 119 days because severance eligibility starts at 120 days of service.

Notice and severance: Termination without cause requires notice of at least one pay period (up to 3 months) or pay in lieu, and statutory severance based on tenure: 120 days to <1 year = 30 days' wages; 1 to <3 years = 90 days; 3 to <6 years = 180 days; 6 to <10 years = 240 days; 10 to <20 years = 300 days; 20+ years = 400 days.

Termination notes: Dismissal with unfair cause can lead to the Labour Court ordering reinstatement or compensation. Dismissal for serious misconduct (specified list in the Labour Protection Act) removes severance but must be properly documented. Fixed-term contracts do not protect against back-claims if renewals are repeated.

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🇹🇷 Turkey

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Up to 2 months, extendable to 4 months by collective agreement (Labour Act 4857 art. 15, confirmed via ILO NATLEX).

Notice and severance: Statutory notice: 2 weeks (under 6 months' service), 4 weeks (6-18 months), 6 weeks (18 months-3 years), 8 weeks (over 3 years). Severance: 30 days' gross pay per full year of service, subject to an annual ceiling, for dismissal without just cause (not for resignation except certain cases). Severance ceiling TRY 73,729.87 per year of service for 1 Jul-31 Dec 2026 (TRY 64,948.77 in H1 2026), per L&E Global / Cott Group summaries of the Treasury circular.

Termination notes: Job-security rules (reinstatement claim) apply to employers with 30+ employees for staff with 6+ months' service. Valid reason is required; mandatory mediation precedes court.

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🇦🇪 United Arab Emirates

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Not more than 6 months from the start date (MOHRE / u.ae, confirmed); 14 days' notice during probation, or 30 days if the employee leaves to join another UAE employer (general knowledge).

Notice and severance: Notice of 30 to 90 days under the labour law; gratuity of 21 days' basic wage for each of the first five years and 30 days for each year beyond, proportional for part years after the first full year, capped at two years' wages and calculated on the last basic wage excluding allowances (u.ae / MOHRE, Federal Decree-Law 33/2021). Pay in lieu of notice is permitted.

Termination notes: Arbitrary dismissal can attract compensation (commonly cited up to 3 months' wages; not verified). Free-zone, DIFC and ADGM rules may differ from mainland law.

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🇬🇧 United Kingdom

Confidence: medium. Verified 2026-10-05. Unverified in this record: 2 items.

Probation: No statutory probation; 3-6 months commonly used. Notice usually shortened during probation by contract.

Notice and severance: Statutory minimum employer notice: 1 week after 1 month of service, then 1 week per full year up to 12 weeks. Contracts often require more. Statutory redundancy pay is available after 2 years' service: up to 0.5, 1 or 1.5 weeks' pay per year depending on age, with a weekly pay cap and 20-year cap.

Termination notes: Unfair dismissal protection currently requires 2 years' service, and the Employment Rights Act 2025 reforms phase in changes, so confirm the current rule with counsel before relying on the 2-year qualifying period. Automatically unfair reasons (discrimination, whistleblowing, pregnancy) have no qualifying period. Collective consultation required for 20+ redundancies in 90 days.

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🇻🇳 Vietnam

Confidence: medium. Verified 2026-10-05. Unverified in this record: 1 item.

Probation: Up to 180 days for enterprise managers; 60 days for roles requiring college level or above; 30 days for intermediate-level roles; 6 working days for other jobs. Probation salary must be at least 85% of the job's salary.

Notice and severance: Indefinite-term contracts: employee must give 45 days' notice (employer must also give 45 days where lawful ground exists); fixed-term 12-36 months: 30 days; fixed-term under 12 months: 3 working days. Employment allowance (trop cap thoi viec): 0.5 month's average salary per year worked. Job-loss allowance for redundancy: 1 month per year, minimum 2 months.

Termination notes: Employer unilateral termination is only allowed on listed grounds (repeated failure to complete work, illness, force majeure, etc.) and requires notice; wrongful termination means reinstatement, back pay and compensation. Disciplinary dismissal requires union consultation and a formal disciplinary process.

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