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A Notice of Termination is a formal written document that ends an employment relationship between a company and its worker in Hong Kong. It spells out key details like the last day of work and any final arrangements, following the requirements in the Employment Ordinance.

The notice needs to match the terms in the employment contract and must give the right amount of notice time - usually between 7 days and one month for most roles. It protects both employers and employees by creating a clear record of when and how the employment will end, helping prevent disputes about final payments, benefits, and other closing matters.

Use a Notice of Termination when ending any employment relationship in Hong Kong, even if the split is amicable. This formal notice becomes essential the moment you decide to part ways with an employee or when they resign, helping both sides avoid misunderstandings about the departure timeline.

Timing matters - issue the notice as soon as the decision is final, making sure it aligns with the notice period in the employment contract. This helps maintain compliance with the Employment Ordinance, protects against potential claims, and ensures a smooth transition. It's particularly important for senior roles, complex compensation arrangements, or situations involving sensitive company information.

• Service Termination Letter: Used to end ongoing service arrangements with contractors or vendors, focusing on service delivery wrap-up
• Notice Of Termination Of Lease By Landlord: Specialized for ending tenancy agreements, including property handover requirements
• Employee Separation Agreement: More detailed than standard termination notices, covering confidentiality, benefits, and mutual releases
• Notice To Vacate Rental Property: Tenant-focused version for giving notice to landlords, outlining move-out terms

• Employers: HR departments and company directors who need to formally end employment relationships while following Hong Kong labor laws
• Employees: Workers receiving or giving notice, including executives and staff members at all levels who need to document their departure
• Legal Advisors: In-house counsel and external lawyers who review and ensure compliance with the Employment Ordinance and contract terms
• HR Consultants: Specialists who help draft and implement termination processes, especially for complex cases or large organizations
• Labour Department: Government officials who may review notices during employment disputes or compliance checks

• Employee Details: Gather full name, position, employee ID, and hire date from employment records
• Contract Review: Check the original employment agreement for notice period requirements and any special termination clauses
• Timeline Planning: Calculate the last working day and final payment date based on Hong Kong's Employment Ordinance
• Document Preparation: Our platform generates a legally compliant notice, ensuring all mandatory elements are included
• Required Items: List any company property to be returned, ongoing obligations, and final settlement details
• Internal Approval: Get sign-off from HR manager and department head before issuing the notice

• Basic Information: Full names of employer and employee, company details, and employment position
• Termination Date: Clear statement of the last working day and notice period duration
• Payment Terms: Details of final salary, unused annual leave, and any other entitlements under Hong Kong law
• Return of Property: List of company assets to be returned before departure
• Confidentiality: Reminder of ongoing obligations regarding company information
• Signature Block: Space for both parties' signatures, names, and date of signing
• Governing Law: Reference to Hong Kong Employment Ordinance and jurisdiction

A Notice of Termination differs significantly from a Disciplinary Action Notice in both purpose and timing. While both documents deal with employment issues, they serve distinct functions in Hong Kong's workplace framework.

• Purpose and Intent: A Notice of Termination ends the employment relationship definitively, while a Disciplinary Action Notice aims to correct behavior and maintain the employment relationship
• Timing of Use: Disciplinary notices typically come before termination as part of a progressive discipline process, giving employees a chance to improve
• Legal Requirements: Termination notices must include specific elements under the Employment Ordinance like notice periods and final payment terms; disciplinary notices focus on documenting misconduct and improvement plans
• Consequences: Termination notices trigger immediate employment ending and final settlements, while disciplinary notices usually result in probation periods or performance monitoring