A Termination Notice is a crucial document in Irish employment law that formally communicates the end of an employment relationship. It must be used whenever an employer initiates the termination of an employee's contract, whether due to redundancy, performance issues, or other valid reasons. The notice must comply with the Minimum Notice and Terms of Employment Acts 1973-2005 and other relevant Irish employment legislation. The document should include essential information such as the termination date, notice period, final payment details, and requirements for returning company property. It serves as a legal record of the termination and helps protect both employer and employee interests by clearly documenting the terms of the employment's end.
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1. Date and Address Block: Current date and full contact details of both employer and employee
2. Subject Line: Clear indication that this is a Notice of Termination of Employment
3. Opening Statement: Reference to employment contract and confirmation of termination decision
4. Termination Details: Specific date of termination, length of notice period, and last working day
5. Notice Period Arrangements: Details of how the notice period will be served
6. Final Payment Information: Information about final salary, outstanding benefits, and payment timing
7. Company Property: Requirements for returning company property and equipment
8. Closing Statement: Reference to any follow-up actions required and contact point for queries
9. Signature Block: Space for authorized signatory details and signature
1. Garden Leave: Include when the employee will be placed on garden leave during the notice period
2. Redundancy Payment: Include when termination is due to redundancy, detailing statutory redundancy calculations
3. Post-Employment Restrictions: Reference to existing restrictive covenants when applicable
4. Handover Requirements: Include when specific handover of duties or projects is required
5. Outstanding Leave: Include when there is accrued but untaken annual leave to be addressed
6. Employee Benefits: Include when there are specific arrangements for insurance, health benefits, or company car
7. Reference Provision: Include when agreeing to provide future employment references
1. Schedule 1 - Payment Calculation: Detailed breakdown of final payment including salary, benefits, and any statutory payments
2. Schedule 2 - Company Property List: Itemized list of company property to be returned
3. Schedule 3 - Handover Document: Detailed list of ongoing projects and responsibilities requiring handover
4. Appendix A - Privacy Notice: Information about handling of personal data post-employment
5. Appendix B - Reference Format: Template or format for agreed employment reference if applicable
Relevant legal definitions
Employment Contract
Notice Period
Termination Date
Effective Date
Last Working Day
Company Property
Confidential Information
Garden Leave
Final Payment
Accrued Benefits
Outstanding Obligations
Restrictive Covenants
Company Policies
Statutory Entitlements
Working Days
Business Hours
Handover Period
Reference Period
Group Companies
Notice Period
Termination Date
Effective Date
Last Working Day
Company Property
Confidential Information
Garden Leave
Final Payment
Accrued Benefits
Outstanding Obligations
Restrictive Covenants
Company Policies
Statutory Entitlements
Working Days
Business Hours
Handover Period
Reference Period
Group Companies
Clauses
Notice Period
Termination Date
Final Payment
Return of Property
Confidentiality
Handover Requirements
Post-Employment Restrictions
Outstanding Leave
Employee Benefits
Company Property
Data Protection
Non-Disparagement
Final Settlement
Reference Provision
Garden Leave
Statutory Rights
Ongoing Obligations
Tax Implications
Grievance Procedures
Acknowledgment and Acceptance
Termination Date
Final Payment
Return of Property
Confidentiality
Handover Requirements
Post-Employment Restrictions
Outstanding Leave
Employee Benefits
Company Property
Data Protection
Non-Disparagement
Final Settlement
Reference Provision
Garden Leave
Statutory Rights
Ongoing Obligations
Tax Implications
Grievance Procedures
Acknowledgment and Acceptance
Relevant Industries
Technology
Financial Services
Manufacturing
Retail
Healthcare
Professional Services
Education
Construction
Hospitality
Telecommunications
Media
Transportation
Energy
Agriculture
Non-Profit
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
Finance
Administration
Corporate Services
People Operations
Relevant Roles
HR Manager
HR Director
Legal Counsel
Employment Lawyer
HR Business Partner
Department Manager
Line Manager
Company Director
CEO
CFO
Operations Manager
General Manager
Department Head
Senior Executive
Managing Director
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