- After five years, the statutory cost ranges from US$4,620 (Singapore) to US$35,000 (Thailand), on the same US$60,000 salary. The median is 3.0 months' pay.
- After ten years, Argentina is the most expensive at US$60,000, followed by China (US$55,000), Philippines (US$55,000) and Thailand (US$55,000). The median is 4.4 months' pay. Argentina's figure is before its collective-agreement cap, so it's the upper end.
- In 13 of 34 countries the law requires notice but no severance for this dismissal: Austria, Belgium, Denmark, Germany, Japan, Malaysia, Norway, Singapore, South Korea, Sweden, Switzerland, United Arab Emirates and Vietnam. South Korea's retirement pay and the UAE's gratuity are still due, because they're paid however the job ends. In Germany and Japan, a dismissal without sufficient grounds can be found invalid; any negotiated settlement isn't counted.
- Service matters most in Canada, where the cost after 10 years is 9.0 times the cost after 2.
- New Zealand sets no statutory figure at all: notice is as agreed or reasonable, and redundancy pay is owed only if the agreement provides it.
- Counted: pay for the statutory notice period, and payments the law makes due because the employer ends the job (severance, redundancy pay, transition payments, Brazil's FGTS penalty).
- Not counted, because they're paid however the job ends: gratuities, retirement pay and accrued funds such as India's gratuity, the UAE's end-of-service gratuity, South Korea's retirement pay, Italy's TFR and Colombia's cesantías. Our Employer Cost Index already counts them as they accrue.
- Not counted at all: unused leave and pro-rata 13th-month pay, which are pay already earned; unfair-dismissal awards; terms in collective agreements or contracts; negotiated settlements; and any offboarding fee your EOR provider charges.
Statutory notice plus severance on a US$60,000 salary, in US dollars and in months of pay, ranked by the cost after five years.
| Country | After 2 years | After 5 years | After 10 years |
|---|---|---|---|
| Thailand | US$20,000 (4.0 mo) | US$35,000 (7.0 mo) | US$55,000 (11.0 mo) |
| Argentina | US$15,000 (3.0 mo) | US$30,000 (6.0 mo) | US$60,000 (12.0 mo) |
| China | US$15,000 (3.0 mo) | US$30,000 (6.0 mo) | US$55,000 (11.0 mo) |
| Philippines | US$15,000 (3.0 mo) | US$30,000 (6.0 mo) | US$55,000 (11.0 mo) |
| Poland | US$15,000 (3.0 mo) | US$25,000 (5.0 mo) | US$30,000 (6.0 mo) |
| Portugal | US$9,600 (1.9 mo) | US$21,530 (4.3 mo) | US$35,660 (7.1 mo) |
| Belgium | US$13,850 (2.8 mo) | US$20,770 (4.2 mo) | US$38,080 (7.6 mo) |
| Denmark | US$15,000 (3.0 mo) | US$20,000 (4.0 mo) | US$30,000 (6.0 mo) |
| India | US$12,500 (2.5 mo) | US$20,000 (4.0 mo) | US$32,500 (6.5 mo) |
| Spain | US$9,130 (1.8 mo) | US$19,130 (3.8 mo) | US$35,800 (7.2 mo) |
| Netherlands | US$8,330 (1.7 mo) | US$18,330 (3.7 mo) | US$31,670 (6.3 mo) |
| Colombia | US$8,330 (1.7 mo) | US$18,330 (3.7 mo) | US$35,000 (7.0 mo) |
| Brazil | US$10,270 (2.1 mo) | US$18,170 (3.6 mo) | US$31,330 (6.3 mo) |
| Taiwan | US$8,330 (1.7 mo) | US$17,500 (3.5 mo) | US$30,000 (6.0 mo) |
| Mexico | US$15,830 (3.2 mo) | US$17,080 (3.4 mo) | US$19,170 (3.8 mo) |
| France | US$12,500 (2.5 mo) | US$16,250 (3.3 mo) | US$22,500 (4.5 mo) |
| Australia | US$9,230 (1.8 mo) | US$15,000 (3.0 mo) | US$18,460 (3.7 mo) |
| Austria | US$10,000 (2.0 mo) | US$15,000 (3.0 mo) | US$15,000 (3.0 mo) |
| Sweden | US$10,000 (2.0 mo) | US$15,000 (3.0 mo) | US$30,000 (6.0 mo) |
| Hong Kong | US$8,820 (1.8 mo) | US$14,560 (2.9 mo) | US$24,120 (4.8 mo) |
| Ireland | US$5,710 (1.1 mo) | US$12,110 (2.4 mo) | US$21,230 (4.2 mo) |
| Canada | US$2,310 (0.5 mo) | US$11,540 (2.3 mo) | US$20,770 (4.2 mo) |
| United Kingdom | US$4,310 (0.9 mo) | US$10,760 (2.2 mo) | US$21,530 (4.3 mo) |
| South Africa | US$6,920 (1.4 mo) | US$10,380 (2.1 mo) | US$16,150 (3.2 mo) |
| Germany | US$5,000 (1.0 mo) | US$10,000 (2.0 mo) | US$20,000 (4.0 mo) |
| Norway | US$5,000 (1.0 mo) | US$10,000 (2.0 mo) | US$15,000 (3.0 mo) |
| Switzerland | US$10,000 (2.0 mo) | US$10,000 (2.0 mo) | US$15,000 (3.0 mo) |
| Malaysia | US$6,920 (1.4 mo) | US$9,230 (1.8 mo) | US$9,230 (1.8 mo) |
| Vietnam | US$7,400 (1.5 mo) | US$7,400 (1.5 mo) | US$7,400 (1.5 mo) |
| Japan | US$4,930 (1.0 mo) | US$4,930 (1.0 mo) | US$4,930 (1.0 mo) |
| South Korea | US$4,930 (1.0 mo) | US$4,930 (1.0 mo) | US$4,930 (1.0 mo) |
| United Arab Emirates | US$4,930 (1.0 mo) | US$4,930 (1.0 mo) | US$4,930 (1.0 mo) |
| Singapore | US$2,310 (0.5 mo) | US$4,620 (0.9 mo) | US$4,620 (0.9 mo) |
| New Zealand | US$0 (0.0 mo) | US$0 (0.0 mo) | US$0 (0.0 mo) |
- Most expensive: Thailand (US$20,000, 4.0 months' pay), Mexico (US$15,830, 3.2 months' pay) and Argentina (US$15,000, 3.0 months' pay).
- Least expensive: New Zealand (US$0), Singapore (US$2,310) and Canada (US$2,310).
- Most expensive: Thailand (US$35,000, 7.0 months' pay), Argentina (US$30,000, 6.0 months' pay) and China (US$30,000, 6.0 months' pay).
- Least expensive: New Zealand (US$0), Singapore (US$4,620) and United Arab Emirates (US$4,930).
- Most expensive: Argentina (US$60,000, 12.0 months' pay), China (US$55,000, 11.0 months' pay) and Philippines (US$55,000, 11.0 months' pay).
- Least expensive: New Zealand (US$0), Singapore (US$4,620) and United Arab Emirates (US$4,930).
The route each figure assumes, what makes it up, and what it leaves out. Each country guide sets out the full rule with its source.
- [Thailand](/countries/thailand): dismissal of an employee on an open-ended contract. Notice: one pay period (a month for monthly pay); severance: 180 days' pay. Total US$35,000, 7.0 months' pay.
- [Argentina](/countries/argentina): dismissal without cause. Notice: 1 month; severance: 5 months' pay (one per year of service). Total US$30,000, 6.0 months' pay. Severance is shown before the cap of three times the collective agreement's average salary, which can cut it to no less than 67% of the employee's pay; the figure is the upper end.
- [China](/countries/china): termination with notice under Labour Contract Law art. 40. Notice: 1 month (or a month's pay instead); severance: 5 months' economic compensation. Total US$30,000, 6.0 months' pay. Pay is below Shanghai's compensation cap; in cities with a lower average wage, the cap may apply.
- [Philippines](/countries/philippines): dismissal for redundancy (an authorised cause). Notice: 1 month, in writing; severance: 5 months' separation pay (one per year). Total US$30,000, 6.0 months' pay.
- [Poland](/countries/poland): dismissal for reasons not attributable to the employee. Notice: 3 months; severance: 2 months' severance. Total US$25,000, 5.0 months' pay. Severance applies to employers with 20 or more employees.
- [Portugal](/countries/portugal): dismissal for extinction of the job (extinção do posto de trabalho). Notice: 60 days; severance: 70 days' base pay (14 a year). Total US$21,530, 4.3 months' pay.
- [Belgium](/countries/belgium): dismissal with notice, for a contract starting from 1 August 2026. Notice: 18 weeks; severance: none required by law. Total US$20,770, 4.2 months' pay.
- [Denmark](/countries/denmark): dismissal of a salaried employee (funktionær). Notice: 4 months; severance: none before 12 years' service. Total US$20,000, 4.0 months' pay. Compensation for a dismissal without reasonable grounds isn't counted.
- [India](/countries/india): retrenchment of a 'worker' under the Industrial Relations Code. Notice: 1 month; severance: 75 days' retrenchment compensation, plus 15 days' wages to the re-skilling fund. Total US$20,000, 4.0 months' pay. Assumes a non-managerial 'worker'. Managers and supervisors on over ₹18,000 a month aren't covered, and their notice is set by contract. A day's pay is taken as a 30th of monthly pay. Not counted, because it's paid however the job ends: gratuity after 5 years' service, accrued in the Employer Cost Index.
- [Spain](/countries/spain): objective dismissal. Notice: 15 days; severance: 100 days' pay (20 a year). Total US$19,130, 3.8 months' pay.
- [Netherlands](/countries/netherlands): dismissal for economic reasons with UWV permission. Notice: 2 months; severance: transition payment of ⅓ month per year. Total US$18,330, 3.7 months' pay. The time the UWV procedure takes can be deducted from notice, leaving at least one month.
- [Colombia](/countries/colombia): termination without just cause of an open-ended contract. Notice: none required by law; severance: 110 days' pay (30 for the first year, 20 for each further year). Total US$18,330, 3.7 months' pay. The salary is under 10 minimum wages; at 10 or more, the indemnity falls to 20 days for the first year and 15 for each further year. Not counted, because it's paid however the job ends: cesantías, deposited each year and accrued in the Employer Cost Index.
- [Brazil](/countries/brazil): dismissal without just cause. Notice: 45 days; severance: 40% of all FGTS deposits made during the employment. Total US$18,170, 3.6 months' pay. The FGTS penalty is on the deposits our cost model accrues, before the interest the fund adds.
- [Taiwan](/countries/taiwan): termination under Labor Standards Act art. 11. Notice: 30 days; severance: 2.5 months' severance (½ month a year). Total US$17,500, 3.5 months' pay.
- [Mexico](/countries/mexico): dismissal without proven cause, with the employee taking compensation rather than reinstatement. Notice: none required by law; severance: 3 months' pay, plus a seniority premium of 12 days a year at a daily salary capped at twice the minimum wage (MXN 630.08). Total US$17,080, 3.4 months' pay. Mexican law has no no-fault dismissal: this is the constitutional indemnity for an unjustified one. It's on base salary; the integrated salary the law uses is higher. Back pay if the case goes to court isn't counted.
- [France](/countries/france): dismissal for economic reasons on an open-ended contract (CDI). Notice: 2 months; severance: 1.25 months' legal severance (¼ month per year). Total US$16,250, 3.3 months' pay. A collective agreement can set higher severance and longer notice; the legal minimum is shown.
- [Australia](/countries/australia): redundancy under the National Employment Standards. Notice: 3 weeks; severance: 10 weeks' redundancy pay. Total US$15,000, 3.0 months' pay. Assumes an employer with 15 or more employees and an employee under 45; small businesses are exempt from redundancy pay, and over-45s get an extra week's notice.
- [Austria](/countries/austria): employer notice (Angestelltengesetz). Notice: 3 months; severance: none at dismissal: the employer has paid 1.53% of pay into a severance fund each month. Total US$15,000, 3.0 months' pay.
- [Sweden](/countries/sweden): dismissal for redundancy (arbetsbrist). Notice: 3 months; severance: none required by law. Total US$15,000, 3.0 months' pay.
- [Hong Kong](/countries/hong-kong): dismissal for redundancy. Notice: 1 month (where the contract is silent); severance: severance at two-thirds of HK$22,500 (the wage cap) per year. Total US$14,560, 2.9 months' pay.
- [Ireland](/countries/ireland): redundancy. Notice: 4 weeks; severance: 11 weeks' statutory redundancy at the €600 weekly cap. Total US$12,110, 2.4 months' pay.
- [Canada](/countries/canada): termination under Ontario's Employment Standards Act. Notice: 5 weeks; severance: 5 weeks' severance pay. Total US$11,540, 2.3 months' pay. Ontario's statutory minimums, assuming a global payroll of at least C$2.5 million. Common-law reasonable notice, unless the contract validly limits it, can be much longer.
- [United Kingdom](/countries/united-kingdom): redundancy. Notice: 5 weeks; severance: 5 weeks' statutory redundancy pay at the £751 weekly cap. Total US$10,760, 2.2 months' pay. Assumes an employee aged 22 to 40 for all their service; years from age 41 count one and a half weeks.
- [South Africa](/countries/south-africa): dismissal for operational requirements (retrenchment). Notice: 4 weeks; severance: 5 weeks' severance (one per year). Total US$10,380, 2.1 months' pay.
- [Germany](/countries/germany): ordinary dismissal for operational reasons. Notice: 2 months; severance: none required by law. Total US$10,000, 2.0 months' pay. No severance is owed by law, but a dismissal that isn't socially justified under the Protection Against Dismissal Act is invalid; any negotiated settlement isn't counted.
- [Norway](/countries/norway): dismissal on objective grounds. Notice: 2 months; severance: none required by law. Total US$10,000, 2.0 months' pay. Notice is longer for employees aged 50 or over with 10 years' service.
- [Switzerland](/countries/switzerland): ordinary termination after probation. Notice: 2 months; severance: none required by law. Total US$10,000, 2.0 months' pay.
- [Malaysia](/countries/malaysia): termination with notice where the contract is silent. Notice: 8 weeks; severance: none: termination and lay-off benefits don't apply above RM4,000 a month. Total US$9,230, 1.8 months' pay. Below RM4,000 a month, the Employment Act's termination and lay-off benefits apply.
- [Vietnam](/countries/vietnam): unilateral termination on an indefinite contract. Notice: 45 days; severance: none for time covered by unemployment insurance. Total US$7,400, 1.5 months' pay. Assumes a Vietnamese employee insured throughout; a foreign employee outside unemployment insurance gets half a month's pay per year.
- [Japan](/countries/japan): dismissal with notice under the Labor Standards Act. Notice: 30 days (or 30 days' average wages); severance: none required by law. Total US$4,930, 1.0 months' pay. A dismissal that lacks objectively reasonable grounds is invalid; any negotiated package isn't counted.
- [South Korea](/countries/south-korea): dismissal for managerial reasons. Notice: 30 days (or 30 days' wages); severance: none required by law. Total US$4,930, 1.0 months' pay. Not counted, because it's paid however the job ends: retirement pay of 30 days' average wages per year, accrued in the Employer Cost Index.
- [United Arab Emirates](/countries/united-arab-emirates): termination with notice for a legitimate reason. Notice: 30 days (the minimum; contracts can set up to 90); severance: none required by law. Total US$4,930, 1.0 months' pay. Not counted, because it's paid however the job ends: end-of-service gratuity, accrued in the Employer Cost Index.
- [Singapore](/countries/singapore): termination with notice where the contract is silent. Notice: 4 weeks; severance: none by law: a retrenchment benefit is set by the contract or collective agreement. Total US$4,620, 0.9 months' pay. The Ministry of Manpower's prevailing norm for retrenchment benefit is 2 weeks to 1 month's salary per year of service; it isn't counted here.
- [New Zealand](/countries/new-zealand): redundancy. Notice: no statutory minimum: as agreed, or reasonable notice; severance: none unless the employment agreement provides it. Total US$0, 0.0 months' pay. There's no statutory figure to count. Reasonable notice, where the agreement is silent, is owed but not fixed.
- [Nigeria](/countries/nigeria): The Labour Act's notice periods cover manual and clerical workers, so for a professional hire notice is set by the contract, and the Act sets no redundancy amount.
- [Italy](/countries/italy): Notice is set by collective agreement by job level, and there's no statutory severance for a lawful dismissal, so there's no single statutory figure to compare.
The EOR is the legal employer, so it gives notice and pays severance under local law, then bills you. These statutory amounts are the floor: the employment contract, a collective agreement or a settlement can add to them.
Ask each provider before you hire how notice and severance are billed, whether it charges an offboarding fee, and whether it requires a deposit to cover them. Our EOR pricing transparency audit shows which providers state their offboarding fees, and severance pay by country and notice periods by country set out the rules in full.
The full index as a spreadsheet: notice, severance, totals in local currency and US dollars, months of pay and rank at each length of service, with the caveats and the source for every country. Free to use with credit.
Source: EOR Ledger Termination Cost Index (2026), https://www.eorledger.com/termination-cost-index
Which country is the most expensive to dismiss an employee in?
Which countries have no statutory severance pay on dismissal?
How much does it cost to make an employee redundant in the UK?
Does an employer of record pay severance?
- 1Argentina: Ley de Contrato de Trabajo (Law 20.744)
Argentina.gob.ar (InfoLEG)
Consolidated text including Law 27.802 (6 March 2026): trial period (art. 92 bis), aguinaldo (arts. 121–122), vacation (arts. 150–155), overtime (arts. 197 bis, 201), notice (arts. 231–233) and severance (art. 245).
- 2Australia: Dismissal: minimum notice period
Fair Work Ombudsman
NES minimum notice of 1–4 weeks by length of service, plus a week for employees over 45 with 2 years' service.
- 3Australia: Redundancy pay
Fair Work Ombudsman
NES redundancy pay scale (4–16 weeks by service), what it is paid on, and award-specific schemes.
- 4Austria: Angestelltengesetz (AngG)
RIS (Bundeskanzleramt)
Sick pay (§ 8), probation (§ 19) and notice periods (§ 20) for salaried employees.
- 5Austria: Arbeitsbehelf 2026 für Dienstgeberinnen und Dienstgeber
Österreichische Gesundheitskasse (ÖGK)
Contribution groups and base rates (salaried employees: 39.05% total, 20.98% employer, 18.07% employee); BV contribution of 1.53% of monthly pay including special payments.
- 6Belgium: Délais de préavis: contrats ayant débuté à partir du 01/01/2014, licenciement
FPS Employment, Labour and Social Dialogue
Notice tables by seniority, including the 52-week cap for contracts from 1 June 2026 and the one-week first six months from 1 August 2026.
- 7Brazil: Lei nº 12.506/2011 (proportional notice)
Presidência da República (planalto.gov.br)
Art. 1: 30 days' notice plus 3 days per year of service, up to 90 days.
- 8Brazil: Lei nº 8.036/1990 (FGTS)
Presidência da República (planalto.gov.br)
Monthly FGTS deposit of 8% of remuneration, including the 13th salary; art. 18 §1: 40% penalty on dismissal without just cause.
- 9Canada: Your guide to the Employment Standards Act: Termination of employment
Government of Ontario
Statutory notice of termination or pay in lieu.
- 10Canada: Your guide to the Employment Standards Act: Severance pay
Government of Ontario
Who qualifies for severance pay and how much.
- 11China: 中华人民共和国劳动合同法 (Labour Contract Law, 2012 revision)
Shanghai Municipal People's Government
Arts. 14 (open-ended contracts), 19–20 (probation), 37 and 40–42 (notice and protected employees), 46–47 (economic compensation), 57–59, 63, 66–67 (labour dispatch), 92 (penalties).
- 12Colombia: Código Sustantivo del Trabajo, art. 64
Secretaría del Senado (Colombia)
Termination without just cause: indemnity scales as modified by Law 789 of 2002, art. 28.
- 13Denmark: Funktionærloven (LBK nr 1002 af 24/08/2017)
Retsinformation
Scope (§ 1), notice (§ 2), severance after 12 and 17 years (§ 2 a), unfair dismissal compensation (§ 2 b) and sickness (§ 5).
- 14France: Labour Code (Code du travail)
Légifrance
Current text of arts. L8241-1 (staff lending), L1221-2, L1242-8 and L1242-8-1 (CDI and CDD), L1221-19 and L1221-21 (probation), L3121-27 (35-hour week), L3141-3 (paid leave), L1234-1 (notice), L1232-1, L1234-9 and R1234-2 (dismissal and severance).
- 15Germany: Civil Code (BGB) §§ 611a–630: employment contracts and notice
gesetze-im-internet.de
§ 622: notice periods by length of service, two weeks during an agreed probation of up to six months, and permitted deviations.
- 16Germany: Protection Against Dismissal Act (KSchG)
gesetze-im-internet.de
§ 1: dismissal must be socially justified after six months' service; social selection. § 23(1): applies above 10 employees (5 for employees hired before 2004).
- 17Hong Kong: A Concise Guide to the Employment Ordinance
Labour Department
Continuous contract (from 18 January 2026), statutory holidays (15 from 2026, 16 from 2028, 17 from 2030), annual leave, sickness allowance, notice, severance and long service payment, and the abolition of MPF offsetting from 1 May 2025.
- 18India: Industrial Relations Code, 2020 (as on 2 April 2026)
India Code (Legislative Department)
s. 2(zr) (definition of worker), s. 70 (retrenchment conditions), s. 83 (worker re-skilling fund).
- 19India: Code on Social Security, 2020 (as on 21 November 2025)
India Code (Legislative Department)
s. 53 (gratuity), ss. 59–61 (maternity benefit), provident fund, ESI and other schemes.
- 20Ireland: Minimum Notice and Terms of Employment Act 1973, Unfair Dismissals Act 1977 and Redundancy Payments Act 1967 (revised)
Law Reform Commission (Revised Acts)
Minimum notice (1973 Act s. 4), one year's service for unfair dismissal (1977 Act s. 2), redundancy after 104 weeks at two weeks' pay per year plus one week (1967 Act s. 7 and Schedule 3).
- 21Ireland: Redundancy payments
Citizens Information
Two weeks' pay per year of service plus one week; weekly pay capped at €600.
- 22Japan: Labor Contract Act (Act No. 128 of 2007)
Japanese Law Translation (Ministry of Justice)
Article 16 (dismissal as an abuse of rights) and Article 18 (conversion to an open-ended contract after five years).
- 23Malaysia: Employment Act 1955 (Act 265), reprint as at 1 August 2023
Attorney General's Chambers (Laws of Malaysia)
Notice (s 12), maternity (s 37), hours (s 60A), holidays (s 60D), annual leave (s 60E), sick leave (s 60F), paternity (s 60FA), and the RM4,000 exclusions in First Schedule para 1A.
- 24Mexico: Federal Labour Law (Ley Federal del Trabajo)
Cámara de Diputados
Consolidated text, last reform DOF 14-05-2026: subcontracting (arts. 12–15), written conditions and contract duration (arts. 24, 35, 37), probation (art. 39-A), dismissal and compensation (arts. 47–50), working time, vacation, aguinaldo, PTU (art. 127) and seniority premium (art. 162).
- 25Mexico: Resolución de salarios mínimos 2026 (DOF 09/12/2025)
Diario Oficial de la Federación
General minimum wage of MXN 315.04 a day (MXN 440.87 in the northern border zone) from 1 January 2026.
- 26Netherlands: Dutch Civil Code, Book 7, Title 10 (employment contracts)
wetten.overheid.nl
Arts. 7:629 (sick pay), 7:634 (leave), 7:652 (probation), 7:668a (chain rule), 7:669–7:671b (dismissal), 7:672 (notice) and 7:673 (transition payment).
- 27New Zealand: Giving notice
Employment New Zealand (MBIE)
Notice is set by the employment agreement; without one, reasonable notice applies, generally 2 to 4 weeks.
- 28New Zealand: Redundancy
Employment New Zealand (MBIE)
Fair process and redeployment; redundancy compensation only if stated in the employment agreement.
- 29Norway: Oppsigelse
Arbeidstilsynet (Norwegian Labour Inspection Authority)
Notice periods by length of service and age; 14 days during probation.
- 30Philippines: Labor Code of the Philippines (renumbered, 2022 edition)
Department of Labor and Employment (DOLE)
Arts. 83, 87, 93 (hours, overtime, rest days), 95 (service incentive leave), 106 (contracting), 292(b), 294, 296–298 (probation and termination).
- 31Poland: Labour Code (Kodeks pracy)
Internetowy System Aktów Prawnych (ISAP)
Unified text as of 14 Oct 2026 (t.j. Dz. U. 2026 poz. 1245): probation (art. 25), fixed-term limits (art. 25¹), written form (art. 29), termination and reasons (art. 30), notice (art. 36), working time (art. 129), overtime (art. 151¹), annual leave (arts. 154–155).
- 32Poland: Act on terminating employment for reasons not attributable to employees (Ustawa z dnia 13 marca 2003 r.)
Kancelaria Sejmu (Sejm ELI)
Unified text (t.j. Dz. U. 2026 poz. 1195): severance of 1, 2 or 3 months' pay, capped at 15× the minimum wage (art. 8), for employers with 20+ staff including individual redundancies (art. 10).
- 33Portugal: Labour Code (Código do Trabalho), Law 7/2009, consolidated
Diário da República
Arts. 40 (parental leave), 112 (probation), 131 (training), 140–149 (fixed-term contracts), 168 (telework expenses), 203, 228 and 268 (working time and overtime), 234–239 (holidays and leave), 263–264 (allowances), 351–373 (dismissal and compensation) and 400 (resignation notice).
- 34Portugal: Código do Trabalho, arts. 363, 366, 371 and 372 (consolidated)
Procuradoria-Geral Distrital de Lisboa
Notice for dismissal on extinction of the job: 15 days (under 1 year), 30 (1–5 years), 60 (5–10) and 75 (10 or more) (art. 371(3)).
- 35Singapore: Termination with notice
Ministry of Manpower
Notice periods when the contract doesn't specify one.
- 36Singapore: Responsible retrenchment
Ministry of Manpower
Retrenchment benefit eligibility, the prevailing norm and employer obligations.
- 37South Africa: Basic Conditions of Employment Act, 1997
South African Government
Department of Labour consolidated text as amended to 2002: hours (s9), overtime (s10), Sunday and holiday pay (ss16, 18), annual leave (s20), sick leave (s22), notice (s37) and severance (s41).
- 38South Korea: 근로기준법 (Labor Standards Act)
Ministry of Government Legislation (law.go.kr)
Scope (art. 11), dismissal (arts. 23, 24, 26, 27), working hours (arts. 50, 53), holidays (art. 55), premiums (art. 56) and annual leave (art. 60). English translation on elaw.klri.re.kr.
- 39Spain: Workers' Statute (Estatuto de los Trabajadores), consolidated text
Boletín Oficial del Estado (BOE)
Arts. 8.3 (contract notification), 14 (probation), 15 (fixed-term contracts), 31 (extra payments), 34 (working time and time recording), 37.2 (public holidays), 38 (annual leave), 43 (worker transfer), 48.4 (birth leave), 49.1.d (resignation), 52–54 and 56 (dismissal). Consolidated text updated 3 October 2026.
- 40Sweden: Lag (1982:80) om anställningsskydd (LAS)
Sveriges riksdag
Sections 4–5 a (forms of employment and conversion), 6 (probation), 7 (objective grounds), 11 (notice periods) and 22 (order of selection).
- 41Switzerland: Obligationenrecht (OR), SR 220
Fedlex (Swiss federal law)
Arts. 321c (overtime), 324a (sick pay), 329a (holidays), 329f–329g (maternity and other-parent leave), 335b–335c (probation and notice), 336c (protected periods). Stand am 1. Oktober 2026.
- 42Taiwan: Labor Standards Act (English, amended 2024-07-31)
Laws & Regulations Database of the Republic of China (Taiwan), Ministry of Justice
Arts. 2 and 9 (dispatched workers, contracts), 11 and 16 (termination and notice), 17 (old-system severance), 17-1, 22-1 and 63-1 (dispatch), 24, 30, 32 and 36 (hours and overtime), 37–39 (holidays and annual leave), 50 (maternity leave).
- 43Taiwan: Labor Pension Act (English, amended 2019-05-15)
Laws & Regulations Database of the Republic of China (Taiwan), Ministry of Justice
Art. 7 (who is covered), art. 12 (severance of half a month per year, capped at 6 months), art. 14 (employer contribution of at least 6%).
- 44Thailand: Labour Protection Act B.E. 2541 (1998), consolidated text to Act No. 7 (2019)
Office of the Council of State (Krisdika), hosted by the Ministry of Labour
Ss. 11/1 (supplied workers), 17 and 17/1 (notice), 23–24 and 61–63 (hours and overtime), 28–30 (rest days, holidays, annual leave), 32, 34, 57 and 57/1 (sick and personal leave), 118–119 (severance).
- 45United Arab Emirates: Terminating employment contracts and arbitrary dismissal
The Official Portal of the UAE Government (u.ae)
Articles 42–47: termination cases, 30–90 days' notice, summary dismissal, arbitrary dismissal compensation up to 3 months' wages.
- 46United Arab Emirates: End of service benefits for workers in the private sector
The Official Portal of the UAE Government (u.ae)
Article 51 gratuity (21 days a year for the first 5 years, 30 days after, capped at 2 years' wages) and the Savings Scheme (5.83% or 8.33% of basic salary a month).
- 47
- 48United Kingdom: Redundancy: your rights
GOV.UK
Statutory redundancy pay: half, one or one and a half weeks' pay per year by age, service capped at 20 years, weekly pay capped at £751 (maximum £22,530) from 6 April 2026.
- 49Vietnam: Labour Code No. 45/2019/QH14, consolidated text
Official Gazette (Công báo) No. 131, 28 February 2026
Arts. 20, 24–26 (contracts, probation), 35–37 (termination and notice), 46–47 (severance and job-loss allowances), 52–58 (labour outsourcing), 98, 104–107 (pay, bonuses, hours), 112–114 (holidays, leave), 139 (maternity), 151–155 (foreign workers), 168 (insurance).
- 50Treasury Reporting Rates of Exchange
U.S. Department of the Treasury, Bureau of the Fiscal Service
Exchange rates as of 30 September 2026.
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