The Employer Notice Of Termination is a crucial document used when an employer in Hong Kong decides to end an employment relationship. It must comply with the Employment Ordinance (Cap. 57) and related employment legislation, ensuring proper notice periods are given and all statutory requirements are met. This document is essential for protecting both employer and employee interests, providing clear documentation of the termination terms, final payments, and post-employment obligations. It should be used whenever employment is terminated by the employer, whether for performance, redundancy, or other legitimate business reasons, except in cases of summary dismissal. The notice must include specific details about the termination date, payment arrangements, and transitional requirements, while adhering to Hong Kong's strict employment law framework.
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1. Letter Header: Company letterhead, date, and employee's full name and address
2. Subject Line: Clear indication that this is a Notice of Termination
3. Formal Notice: Statement of termination and the effective date, with reference to relevant employment contract clause
4. Notice Period: Specification of notice period and last working day
5. Final Payment Details: Overview of final salary, payment in lieu of notice (if applicable), and any outstanding statutory payments
6. Company Property: Requirements for returning company property and handling confidential information
7. Handover Requirements: Instructions regarding the handover of work responsibilities
8. Acknowledgment: Space for both employer and employee signatures and date
1. Garden Leave: Include when employee is required to stay away from work during notice period while remaining employed
2. Post-termination Restrictions: Reference to existing non-compete or non-solicitation clauses, if applicable
3. Performance-Related Issues: Include if termination is due to performance issues and documentation is necessary
4. Severance Payment: Include if employee is entitled to severance payment under Hong Kong law
5. Long Service Payment: Include if employee is entitled to long service payment
6. References: Information about company policy on providing references
7. Medical Benefits Extension: Include if there are post-termination medical benefits
8. Share Options/Awards: Include if employee has outstanding share options or awards
1. Schedule 1: Final Payment Calculation: Detailed breakdown of all final payments including salary, leave pay, and statutory payments
2. Schedule 2: Company Property List: Itemized list of company property to be returned
3. Schedule 3: Handover Checklist: Detailed list of tasks and documents to be handed over
4. Appendix A: Employee Benefits Status: Summary of status of various employee benefits and entitlements post-termination
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Financial Services
Technology
Manufacturing
Retail
Professional Services
Healthcare
Education
Construction
Hospitality
Telecommunications
Real Estate
Insurance
Banking
Logistics
Media and Entertainment
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
People Operations
Corporate Secretariat
Personnel Administration
Relevant Roles
Human Resources Director
HR Manager
HR Business Partner
Legal Counsel
Company Secretary
Chief Human Resources Officer
HR Operations Manager
Employee Relations Manager
HR Administrator
Talent Management Director
HR Compliance Manager
People Operations Manager
HR Generalist
Personnel Manager
Employment Law Specialist
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