14 Day Termination Notice Template for Malaysia

A 14 Day Termination Notice is an essential employment document that formally notifies either an employer or employee about the intention to end the working relationship. This notice provides a structured 14-day period between the notification date and the actual termination, ensuring both parties have adequate time to prepare for the transition and fulfill their respective obligations.

When do you need this document?

You need a 14 Day Termination Notice when your employment contract specifies a 14-day notice period for termination. This applies whether you're an employer terminating an employee's contract or an employee resigning from your position. The notice is particularly important for senior positions, specialized roles, or situations where a longer transition period is beneficial for business continuity. You'll also need this document when terminating employment during probationary periods where 14 days' notice is contractually required, or when mutual agreement has established this specific timeframe.

Key legal considerations

When drafting your termination notice, you must clearly state the effective termination date, which should be exactly 14 days from the notice date. Include specific details about final salary payments, unused annual leave entitlements, and any outstanding benefits or deductions. The document should reference the employment contract clause that establishes the 14-day notice period and specify any handover requirements or return of company property. Ensure the notice is delivered through proper channels as specified in the employment contract, whether by registered mail, email, or personal delivery with acknowledgment receipt.

Legal requirements in Malaysia

Under the Employment Act 1955, termination notices must comply with minimum notice periods, though employment contracts may specify longer periods such as 14 days. The notice must be in writing and clearly state the termination date to ensure legal validity. Malaysian law requires that final payments, including salary up to the termination date and compensation for unused annual leave, be calculated and paid according to the Employment (Termination and Lay-Off Benefits) Regulations 1980. The Industrial Relations Act 1967 emphasizes fair dismissal procedures, so your notice should avoid discriminatory language and follow established company policies. Additionally, the Contracts Act 1950 governs the contractual obligations, ensuring that both parties honor the agreed notice period and related terms to avoid potential legal disputes.