The Termination Of Employment Letter Within Probationary Period is a crucial document used in Hong Kong employment relationships when an employer decides to end employment during the probationary period, or when an employee resigns during this time. This document must comply with the Hong Kong Employment Ordinance (Cap. 57), which allows for shorter notice periods during probation (typically 7 days or as specified in the employment contract). The letter serves multiple purposes: it formally documents the termination decision, specifies the last working day, outlines final payment arrangements, and addresses the return of company property. It's essential for risk management and maintaining clear employment records, while ensuring all legal requirements under Hong Kong law are met. The document should be drafted carefully to avoid potential disputes and protect both parties' interests during the termination process.
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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 termination of employment during probationary period
3. Termination Statement: Clear statement of the decision to terminate employment during probation, citing the relevant clause from the employment contract
4. Last Day of Employment: Specific mention of the last working day, taking into account the notice period requirements under Hong Kong law
5. Notice Period: Details of the notice period being given (typically 7 days during probation unless otherwise specified in the employment contract)
6. Final Payment Details: Overview of final payment including salary, unused annual leave, and any other entitlements
7. Company Property: Request for return of company property and listing of items to be returned
8. Signature Block: Space for authorized signatory's name, title, and signature
1. Garden Leave: Include when the employee is not required to work during the notice period but will remain on payroll
2. Confidentiality Reminder: Include when there's a need to remind the employee about ongoing confidentiality obligations
3. Reference Provision: Include when the company is willing to provide a reference letter or handle reference requests
4. Acknowledgment Section: Include when receipt confirmation from employee is required
5. MPF Details: Include when there are specific arrangements regarding Mandatory Provident Fund that need to be communicated
6. Exit Interview: Include when an exit interview is to be scheduled
7. Outstanding Expenses: Include when there are provisions for submitting/settling outstanding expense claims
1. Final Payment Calculation: Detailed breakdown of final payment including salary, pro-rated bonus (if applicable), annual leave pay, and any other entitlements
2. Company Property Checklist: Itemized list of company property to be returned, including IT equipment, access cards, and documents
3. Exit Clearance Form: Checklist for various department clearances (IT, Finance, HR) before final settlement
Relevant legal definitions
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Relevant Industries
Banking & Finance
Technology
Retail
Manufacturing
Professional Services
Healthcare
Education
Construction
Hospitality
Logistics
Real Estate
Media & Entertainment
Telecommunications
Insurance
Consulting
Relevant Teams
Human Resources
Legal
Compliance
Operations
Administration
Management
Executive Office
Relevant Roles
HR Director
HR Manager
Legal Counsel
Employment Lawyer
HR Business Partner
HR Administrator
Recruitment Manager
Personnel Manager
Compliance Officer
Office Manager
Department Head
Line Manager
Operations Manager
General Manager
Managing Director
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