The Notification of End of Contract is a crucial document in Irish employment law that serves as the formal written communication of an employment contract's termination. It is used when either an employer needs to terminate an employment relationship or when a fixed-term contract is coming to its natural conclusion. The document must comply with Irish legislation, particularly the Minimum Notice and Terms of Employment Act 1973, Unfair Dismissals Acts 1977-2015, and relevant data protection laws. It includes critical information such as the termination date, notice period, final payment arrangements, and any post-employment obligations. This notification is essential for maintaining clear records, ensuring legal compliance, and protecting both employer and employee interests during the contract termination process.
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1. Sender Details: Full company name, registered address, and contact information of the employer
2. Date: The date when the notification is issued
3. Recipient Details: Employee's full name and address
4. Subject Line: Clear indication that this is a notification of contract termination
5. Contract Reference: Details of the employment contract being terminated, including start date and position
6. Termination Notice: Clear statement of the contract termination and the effective end date
7. Notice Period: Specification of the notice period being given and how it aligns with contractual/statutory requirements
8. Final Working Day: Explicit statement of the employee's last working day
9. Return of Company Property: List of company property to be returned before departure
10. Final Payment Details: Information about final salary, outstanding leave, and other payments
11. Signature Block: Name, position, and signature of the authorized company representative
1. Reason for Termination: Include when the termination is for a specific reason that needs to be documented, such as end of fixed-term contract or completion of project
2. Garden Leave: Include when the employee is being placed on garden leave during the notice period
3. Post-Employment Restrictions: Include when reminding the employee of any post-employment restrictions or confidentiality obligations
4. Handover Requirements: Include when specific handover of work, projects, or responsibilities is required
5. Reference Provision: Include when specifying the company's policy on providing references
6. Outplacement Support: Include when the company is offering career transition or outplacement support
7. Rights Reservation: Include when the company needs to reserve legal rights regarding future claims or disputes
1. Schedule 1 - Final Payment Calculation: Detailed breakdown of final salary, bonus, commission, and any other payments due
2. Schedule 2 - Company Property Checklist: Itemized list of company property to be returned with acknowledgment section
3. Schedule 3 - Outstanding Leave Calculation: Calculation of any accrued but unused leave and related payments
4. Appendix A - Handover Document Template: Template for documenting handover of responsibilities and ongoing projects
5. Appendix B - Exit Procedure: Checklist of actions to be completed before the last working day
Relevant legal definitions
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Financial Services
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Healthcare
Manufacturing
Retail
Professional Services
Education
Construction
Hospitality
Telecommunications
Public Sector
Non-Profit
Media and Entertainment
Transportation and Logistics
Energy and Utilities
Relevant Teams
Human Resources
Legal
Compliance
Operations
Personnel
Industrial Relations
Employee Relations
People Operations
Administration
Relevant Roles
HR Director
HR Manager
People Operations Manager
Legal Counsel
Employment Law Specialist
HR Business Partner
HR Administrator
Compliance Officer
Operations Director
Department Manager
Line Manager
Team Leader
Chief Human Resources Officer
HR Coordinator
Personnel Manager
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