Members Login
- Tel: +0044 203 807 9205 / +00357 9682 9541
- Email: [email protected]

Home » Knowledge Base » Employment law by country » Sri Lanka » Termination

Termination

Terminating employment, notice periods, termination payments and rights to references.

Sri Lanka :: Termination by the employer on non-disciplinary grounds

Where an employee has worked for an employer for more than 180 days in a 12-month period and where the employer has employed 15 or more employees on average during the six months preceding the month the termination of services was sought, an employer’s right to dismiss an employee on non-disciplinary grounds is conditional upon obtaining the prior written consent of the employee or the prior written approval of the Commissioner of Labour …

Please login to view this content or become a member by joining now.

Sri Lanka :: Termination by the employer on disciplinary grounds

Before an employee’s employment is terminated by their employer on disciplinary grounds, an inquiry into the alleged misconduct should be carried out as a preliminary step to justify such termination …

Please login to view this content or become a member by joining now.

Sri Lanka :: Special protection against dismissal

The services of a female employee cannot be terminated on account of her pregnancy, confinement or any illness consequent to her pregnancy or confinement …

Please login to view this content or become a member by joining now.

Sri Lanka :: Severance payments

The Termination of Employment of Workmen (Special Provisions) Act 1971 specifies a predetermined formula to be followed in the computation of the compensation payable to an employee upon termination of employment …

Please login to view this content or become a member by joining now.

Sri Lanka :: Resignation of the employee

An employee may resign as provided in their contract of employment …

Please login to view this content or become a member by joining now.

Sri Lanka :: Notice

Generally, a contract of employment prescribes a period of notice to be given by an employee in the event that the employee wishes to resign …

Please login to view this content or become a member by joining now.

Sri Lanka :: Constructive dismissal

The Termination of Employment of Workmen (Special Provisions) Act does not address constructive termination …

Please login to view this content or become a member by joining now.

Sri Lanka :: An overview of termination

The Termination of Employment of Workmen (Special Provisions) Act 1971 and its amendments regulate the termination of employment of employees in Sri Lanka …

Please login to view this content or become a member by joining now.

FedEE Modern Slavery and Human Trafficking Statement

The Federation of International Employers (FedEE) is committed to undertaking its activities in an ethical and humane way. We seek to verify that none of our Suppliers, Associates, Affiliates Representatives or Members is involved in unethical trade practices and operate our own employment policy in line with ILO conventions and the principles of best practice. Operational and strategic issues are the responsibility of the FedEE Board, whilst day-to-day running of FedEE is through its Secretary-General and contractual relationship with our operating affiliate FedEE Corporate Services Limited (FCSL). Our services are mainly engaged via FCSL and are principally in the fields of professional services, IT services, telecommunications, utilities and office supply. We undertake to pay our suppliers in a timely way and promote an organisational philosophy that promotes equality of opportunity, freedom of expression, tolerance and a liberal corporate stance. FedEE has its own code of conduct, developed many years ago, and seeks to both further that in the corporate world and adhere to it in our own organisation.