The One Month Notice For Termination document is a crucial legal instrument in Saudi Arabian employment relations, required under Saudi Labor Law when either party wishes to terminate an indefinite employment contract. This document must be issued in compliance with Article 75 of the Saudi Labor Law, which mandates a minimum notice period of 30 days for monthly-paid employees. It serves as official documentation of the termination notification, protecting both employer and employee interests by clearly stating the notice period, final working day, and settlement terms. The document is essential for maintaining proper employment records, ensuring legal compliance, and facilitating a smooth transition period. It should be used whenever an employment relationship is being terminated with notice, except in cases where immediate termination is legally permitted.
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1. Letter Header: Company letterhead, date, reference number, and formal addressing of the employee
2. Employee Details: Full name, employee ID, position, and department of the employee
3. Notice Declaration: Clear statement of termination notice and the effective date of the notice period
4. Last Working Day: Specification of the final working day, calculated as one month from the notice date
5. Handover Requirements: List of company property to be returned and work responsibilities to be handed over
6. Final Settlement: Reference to the processing of final settlement including salary, end of service benefits, and other entitlements
7. Acknowledgment: Space for both employer and employee signatures acknowledging the notice
8. Contact Information: Details of HR department or relevant contact person for any queries
1. Reason for Termination: To be included when the employer wishes to formally document the reason for termination, if not performance-related or sensitive
2. Garden Leave: To be included if the employee will be placed on garden leave during the notice period
3. Non-Competition Reminder: To be included if the employee is bound by non-competition clauses in their employment contract
4. Outstanding Loans/Advances: To be included if there are any outstanding loans or advances to be settled in the final payment
5. Exit Interview: To be included if an exit interview is required as part of the termination process
1. Handover Checklist: Detailed list of company assets, documents, and responsibilities to be handed over
2. Final Settlement Calculation: Breakdown of final settlement including salary, end of service benefits, and any other entitlements or deductions
3. Outstanding Leave Balance: Statement of any accumulated leave and its treatment in the final settlement
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