The Early Termination Notice is a crucial document in Belgian employment law, used when an employer initiates the termination of an employment contract. It must comply with the Belgian Employment Contracts Act of 3 July 1978 and related legislation, including Collective Labour Agreement No. 109 regarding motivation for dismissal. The document is required to contain specific elements such as clear identification of parties, precise notice period calculations, final working day, and any special arrangements. It may also need to address specific requirements for protected employees, outplacement services for eligible employees, and industry-specific provisions. The notice must be drafted carefully to ensure compliance with Belgium's strict employment termination regulations and to minimize legal risks.
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1. Sender Details: Full company name, registration number, registered address, and authorized representative details
2. Recipient Details: Employee's full name, address, and employment position
3. Date: Date of the notice issuance
4. Subject Line: Clear indication that this is an Early Termination Notice
5. Employment Details: Reference to the employment contract, start date, and current position
6. Termination Declaration: Clear statement of the employer's decision to terminate the employment contract
7. Notice Period: Specification of the notice period duration and last working day
8. Return of Company Property: Instructions regarding the return of company assets and materials
9. Final Settlement: Information about final salary payment and other entitlements
10. Signature Block: Space for authorized signatory's signature, name, and position
1. Garden Leave: Include when the employee is to be placed on garden leave during the notice period
2. Non-Competition Reminder: Include when the employee is bound by non-compete clauses that will remain in effect
3. Handover Requirements: Include when specific handover procedures or documentation are required
4. Outstanding Vacation: Include when there are specific arrangements regarding remaining vacation days
5. Outplacement Services: Include when the company is offering outplacement support as required by Belgian law for certain categories of employees
6. Motivation for Dismissal: Include when providing specific reasons for termination as per CLA 109
7. Bonus/Commission Arrangements: Include when there are specific provisions regarding outstanding bonuses or commissions
1. Calculation of Final Payment: Detailed breakdown of final salary, holiday pay, and other entitlements
2. Company Property List: Itemized list of company property to be returned
3. Handover Checklist: Detailed list of tasks and responsibilities to be handed over
4. Legal Rights Summary: Summary of employee's legal rights and obligations post-termination as required by Belgian law
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