In Which Cases May Employer Terminate the Employment Contract Immediately Without Notice?

The employer may terminate the employment contract before the expiry of its term or without observing the notice period in the following cases:

I.Health Reasons

• If the employee contracts a disease or becomes disabled due to their own fault, disorderly lifestyle, or alcohol addiction, and the resulting absence lasts more than three consecutive working days or more than five working days within one month.

• If it is determined by a Health Board that the employee’s illness is incurable and prevents them from working in the workplace.

• (Except for the above) In cases of illness, accident, childbirth, or pregnancy, the employer may terminate without notice only after the employee’s absence exceeds by six weeks the statutory notice periods based on their length of service.

  
  

II.Immoral or Bad-Faith Conduct and Similar Cases

• If the employee misleads the employer by falsely claiming to have qualifications or conditions that are essential for the contract.

• If the employee insults the honor and dignity of the employer or their family, or makes baseless defamatory accusations.

• If the employee sexually harasses another employee.

• If the employee assaults the employer, their family members, or other employees, or comes to the workplace intoxicated or under the influence of drugs, or uses such substances at work.

• If the employee abuses the employer’s trust, commits theft, or discloses trade secrets.

• If the employee commits a crime at the workplace punishable by imprisonment of more than seven days without suspension.

• If the employee is absent without the employer’s permission or a valid reason for two consecutive working days, or two working days after holidays, or three working days in a month.

• If the employee persistently refuses to perform their duties despite reminders.

• If the employee endangers workplace safety through willful misconduct or negligence, or causes damage to equipment or materials belonging to the employer (or under their custody) in an amount exceeding 30 days’ wages.

  
  

III.Force Majeure

• If a compelling reason prevents the employee from working at the workplace for more than one week.

  
  

IV.Detention or Imprisonment

• If the employee is detained or imprisoned and the absence exceeds the statutory notice periods.

AKL

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