The law allows an employer to discharge an employee from employment for justifiable reasons including among others, expiry of contract and attainment of retirement age. The employer should however follow the law in doing so.
According to the Employment Act of 2006 an employer should serve the employee with a notice prior to termination of his employment depending on how long his employment has been.
This notice should be of 2 weeks where the employee has been employed for more than 6 months but less than 1 year, not less than1 month where employment is of more than 12 months but less than 5 years, not less than 2 months where employment is of 5 years but less than 10 years and not less than 3 months where employment is of more than 10 years.
Furthermore, if it the termination is due to misconduct, the employee has a right to be called for a disciplinary hearing before his termination. Failure to follow the above procedure will put the employer at a risk of legal action for unlawful termination.
The law allows an employer to discharge an employee from employment for justifiable reasons including among others, expiry of contract and attainment of retirement age. The employer should however follow the law in doing so.
According to the **Employment Act of 2006** an employer should serve the employee with a notice prior to termination of his employment depending on how long his employment has been.
This notice should be of 2 weeks where the employee has been employed for more than 6 months but less than 1 year, not less than1 month where employment is of more than 12 months but less than 5 years, not less than 2 months where employment is of 5 years but less than 10 years and not less than 3 months where employment is of more than 10 years.
Furthermore, if it the termination is due to misconduct, the employee has a right to be called for a disciplinary hearing before his termination. Failure to follow the above procedure will put the employer at a risk of legal action for unlawful termination.
