Learn about the legal processes for employee termination and severance in Liberia
In Liberia, labor law stipulates that employers must provide a minimum notice period before terminating an employee's contract, unless the employee has committed gross misconduct. The duration of the required notice period is contingent on the employee's length of service.
For employees who have been employed for:
In lieu of notice, employers have the option to offer compensation. This involves providing the employee with their regular salary for the notice period they would have otherwise been obligated to work.
In Liberia, the law mandates severance pay for employees under specific circumstances. This is crucial information for both employers and employees.
As per Liberian Labor Law (Chapter III, Article 15.4), severance pay is required in the following situations:
Severance pay is calculated as one month's salary (at the time of termination) for each completed year of service.
There are circumstances where severance pay is not mandated by law:
Terminating an employee in Liberia involves following a specific process to ensure compliance with labor laws and fair treatment of the employee.
Liberian labor law requires employers to have a justifiable reason for dismissal. Valid reasons for termination include:
An employee may be summarily dismissed if they commit a "gross breach of duty". Examples include:
Ensure the employee's final pay includes their regular salary and accrued vacation time. Settle all outstanding financial obligations promptly.
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