A Written Notice of Termination is a crucial legal document used in Malta to formally communicate the end of an employment relationship. This document must be issued in compliance with Malta's Employment and Industrial Relations Act and related employment legislation, which set strict requirements for content and delivery. The notice should be used whenever an employer initiates the termination of employment, whether due to redundancy, misconduct, poor performance, or other valid reasons recognized under Maltese law. The document must include specific details such as the termination date, notice period, grounds for termination, and arrangements for final payments and company property return. It serves as an official record of the termination and helps protect both employer and employee interests by clearly documenting the terms of separation.
Written Notice Of Termination for Malta
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Key Requirements PROMPT example:
Written Notice Of Termination
"I need a Written Notice of Termination under Maltese law for an employee being made redundant effective March 15, 2025, with a standard notice period and including provisions for garden leave and the handover of ongoing projects."
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1. Sender Details: Full company name, registration number, and registered address of the employer
2. Recipient Details: Full name, address, and employee ID/number of the employee being terminated
3. Date: The date when the notice is issued
4. Subject Line: Clear indication that this is a Notice of Termination of Employment
5. Termination Statement: Clear and unambiguous statement of the termination of employment
6. Notice Period: Specification of the notice period and the final working day
7. Reason for Termination: Statement of the grounds for termination in accordance with Maltese law
8. Final Arrangements: Information about final salary, outstanding leave, and return of company property
9. Signature Block: Space for authorized signatory's name, position, and signature
1. Redundancy Details: Include when termination is due to redundancy, explaining the circumstances and any selection criteria used
2. Misconduct Details: Include when termination is due to misconduct, specifying the relevant incidents and prior warnings
3. Garden Leave: Include when the employee is not required to work during the notice period
4. Non-Compete Reminder: Include when the employee is bound by post-employment restrictions
5. Handover Instructions: Include when specific handover of duties or projects is required
6. Settlement Offer: Include when offering additional compensation beyond statutory requirements
1. Final Payment Calculation: Detailed breakdown of final salary, benefits, and any other payments due
2. Company Property List: Itemized list of company property to be returned
3. Outstanding Leave Calculation: Calculation of any accrued but unused leave
4. Prior Warnings/Documentation: Copies of relevant prior warnings or performance documentation (if applicable)
5. Handover Document: Detailed list of ongoing projects and responsibilities requiring handover
Authors
Relevant legal definitions
Clauses
Notice Period
Termination Date
Reason for Termination
Final Payment
Return of Property
Confidentiality Obligations
Post-Employment Restrictions
Handover Requirements
Outstanding Leave
Final Settlement
Company Property
Reference Provision
Non-Disparagement
Acknowledgment
Garden Leave
Legal Rights Reservation
Contact Details
Outstanding Obligations
Full and Final Settlement
Governing Law
Termination Date
Reason for Termination
Final Payment
Return of Property
Confidentiality Obligations
Post-Employment Restrictions
Handover Requirements
Outstanding Leave
Final Settlement
Company Property
Reference Provision
Non-Disparagement
Acknowledgment
Garden Leave
Legal Rights Reservation
Contact Details
Outstanding Obligations
Full and Final Settlement
Governing Law
Relevant Industries
Financial Services
Manufacturing
Technology
Retail
Healthcare
Professional Services
Construction
Tourism and Hospitality
Transportation
Education
Telecommunications
Real Estate
Gaming and iGaming
Maritime
Agriculture
Relevant Teams
Human Resources
Legal
Executive Leadership
Compliance
Administration
Employee Relations
Corporate Governance
Operations Management
Relevant Roles
HR Manager
HR Director
Legal Counsel
Company Secretary
Managing Director
CEO
Department Head
Line Manager
HR Business Partner
Operations Manager
General Manager
Chief Operating Officer
HR Administrator
Compliance Officer
Employee Relations Manager
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