56 markets
| Country | Notice of dismissal | Severance required by law | Typical negotiated exit | Probation | How hard is dismissal? | Statutory annual leave | Working hours |
|---|---|---|---|---|---|---|---|
| AustraliaAsia-Pacific | 1–4 weeks by service, plus 1 week if over 45 with 2+ years | Redundancy pay of 4–16 weeks by service (employers with 15+ staff) | Statutory redundancy pay plus notice; more under awards or contracts | Not set by law; unfair-dismissal protection after 6 months (12 in small business) | Moderate: unfair-dismissal claims within 21 days, for pay under the high income threshold | 4 weeks a year from day one (National Employment Standards) | 38 a week plus reasonable additional hours |
| AustriaWestern and Northern Europe | Employer 6 weeks-5 months by service; employee 1 month | None from employer; 1.53% paid into a severance fund | No official benchmark | Up to 1 month | Moderate: no reason needed, but challengeable as socially unjustified after 6 months | 5 weeks (25 working days); 6 weeks after 25 years | 40 h/week (38.5 under most collective agreements) |
| BelgiumWestern and Northern Europe | Weeks by service: 8 at 1 yr, 18 at 5 yrs | Pay in lieu of notice; no separate severance | No official benchmark | None since 2014 | Moderate: no prior reason, but not manifestly unreasonable | 20 days (5-day week) + double holiday pay | 38 h/week average, 8 h/day |
| BrazilAmericas | 30 days + 3 per year of service, max 90 | No lump sum; 40% FGTS fine on dismissal without cause | No official benchmark | Max 90 days (contrato de experiência) | Easy: without cause allowed, at a cost | 30 calendar days + one-third vacation bonus | 8/day, 44/week; OT max 2 h/day at +50% |
| BulgariaSouthern, Central and Eastern Europe | 30 days; up to 3 months by agreement | Redundancy: up to 1 month's pay while unemployed | Employer-offered exit: at least 4 months' gross pay (Labour Code art. 331) | Up to 6 months | Moderate: statutory grounds only; court can reinstate | 20 working days minimum | 8 h/day, 40 h/week |
| CanadaAmericas | ESA 1-8 weeks by service; common-law notice usually longer | 1 week per year, max 26 weeks (5+ years, payroll $2.5M+) | No official benchmark; common-law reasonable notice set by courts | None statutory; no ESA notice in first 3 months | Moderate: no cause needed with notice, but common-law notice is costly | 2 weeks (3 weeks from 5 years); vacation pay 4%/6% | 8h/day, 48h/week; overtime after 44h at 1.5x |
| ChileAmericas | 30 days for company-needs dismissal | 30 days/year, max 11 years (90 UF cap) | No official benchmark | None by law; fixed-term first contract common | Moderate: statutory grounds; company needs with severance | 15 working days | 42 h/week (from 26 Apr 2026) |
| ChinaAsia-Pacific | 30 days, or one month’s pay in lieu (no-fault dismissal) | One month’s pay per year of service (capped for high earners) | Commonly “N+1”: statutory severance plus a month in lieu of notice | 1–6 months, by length of contract | Hard: needs a statutory ground | 5 days; 10 after 10 years’ total work, 15 after 20 | 40 a week; overtime capped at 36 hours a month |
| ColombiaAmericas | None for at-will dismissal (indemnity instead) | 30 days + 20/year (below 10 SMMLV) | No official benchmark | Up to 2 months | Moderate: at will with statutory indemnity; protected groups | 15 working days | 42 h/week (from 15 Jul 2026) |
| Costa RicaAmericas | 1 week to 1 month by service | Cesantía ~20 days/year, max 8 years | No official benchmark | 3 months | Easy: without cause if notice and cesantía are paid | 2 weeks per 50 weeks' service | 48 h/week (day shift) |
| CzechiaSouthern, Central and Eastern Europe | 2 months, both sides | Redundancy: 1-3 months' pay by service | No official benchmark | Up to 4 months (8 for managers) | Moderate: statutory grounds only, written notice | 4 weeks (20 days); 5 weeks common | 40 h/week |
| DenmarkWestern and Northern Europe | 1-6 months by service (employer); 1 month (employee) | 1 month after 12 years, 3 months after 17 years | No official benchmark | Up to 3 months, 14 days' notice | Moderate: reasonable grounds after 1 year, capped compensation | 25 days (5 weeks); 6th week common | 48 h/week average; 37 h norm |
| EstoniaSouthern, Central and Eastern Europe | 15-90 days by service (employer); 30 days (employee) | Redundancy: 1 month + 1-2 months from insurance fund after 5 years | No official benchmark | Up to 4 months | Moderate: good reason or redundancy required | 28 calendar days | 40 h/week; max 48 h average |
| FinlandWestern and Northern Europe | 14 days to 6 months by service (employer) | None by law | No official benchmark | Up to 6 months | Hard: proper and weighty reason; 3-24 months' pay if unlawful | 30 days (Mon-Sat count), about 5 weeks | 8 h/day, 40 h/week |
| FranceWestern and Northern Europe | 1-2 months by law; usually 3 months for cadres | 1/4 month per year (1/3 after 10 years) after 8 months | No official benchmark; rupture conventionnelle is the norm | Cadres 4 months, renewable once (max 8) | Hard: real and serious cause, capped damages scale | 5 weeks (30 jours ouvrables) | 35 h/week; cadres usually 218-day forfait |
| GermanyWestern and Northern Europe | 4 weeks, rising to 7 months with service | None by law; 0.5 month/year offer option (§1a KSchG) | Settlements often 0.5-1 month's pay per year of service | Up to 6 months, 2 weeks' notice | Hard: social justification after 6 months | 20 days (5-day week); 25-30 common | 8 h/day (max 10), 48 h/week |
| GreeceSouthern, Central and Eastern Europe | 1-4 months by service (or full severance instead) | 2-12 months' pay by service | No official benchmark | Up to 6 months; free termination in first 12 months | Moderate: no reason needed, but written notice, severance and ERGANI filing | 20-22 working days by service (25-26 long service) | 40 h/week, 8 h/day |
| Hong KongAsia-Pacific | Per contract, min 7 days; 1 month if silent | 2/3 month's pay (max HK$15,000) per year; cap HK$390,000; 24 months (redundancy) / 5 years | No official benchmark | Contractual; no statutory length | Easy: notice or pay in lieu, no reason needed; claims only after 24 months | 7-14 days by service (7 for first 2 years) | No statutory maximum or overtime premium |
| HungarySouthern, Central and Eastern Europe | 30-90 days by service | After 3 years: 1-6 months' pay | No official benchmark | Up to 3 months (6 by collective agreement) | Moderate: genuine reason required | 20 days + up to 10 by age | 40 h/week; max 48 average |
| IcelandWestern and Northern Europe | 1-3 months by law; 3 months common | None by law | No official benchmark | 3 months under collective agreements | Easy: no just-cause rule in private sector | 24 working days; up to 30 by agreement | 48 h/week average; 36 h norm |
| IndiaAsia-Pacific | Managers by contract; workers one month | Workers: 15 days’ pay per year of service on retrenchment; gratuity after 5 years | No official benchmark; set by contract and negotiation | By contract; 6 months (plus 3) for workers under the model standing orders | Managers: by contract. Workers: inquiry, notice and compensation | About 15 days’ earned leave plus 8 casual days (Maharashtra); managers by contract | 48 a week (Maharashtra); overtime at double pay |
| IndonesiaAsia-Pacific | 14 working days' written notice of termination | Up to 9 months + up to 10 months long-service pay | No official benchmark | Max 3 months, permanent contracts only | Hard: statutory grounds, formula pay, court if contested | 12 working days after 12 months | 40/week; OT max 4 h/day, 18 h/week |
| IrelandWestern and Northern Europe | 1-8 weeks by service | Redundancy: 2 weeks/year + 1 week (€600/wk cap) | No official benchmark | Up to 6 months (12 exceptionally) | Moderate: fair grounds and procedure after 12 months | 4 working weeks; 20-25 days common | 48 h/week average |
| IsraelMiddle East and Africa | Up to 1 month by service | 1 month/year (often via 8.33% pension) | No official benchmark | None by law; 3-6 months by contract | Moderate: hearing and good faith required | 12 working days (5-day week), rising with service | 42 h/week |
| ItalySouthern, Central and Eastern Europe | Set by CCNL (about 15 days to 4 months) | TFR on any exit; no statutory redundancy pay | No official benchmark; negotiated incentive plus TFR | Up to 6 months, in writing | Hard: unjustified dismissal costs 6-36 months' pay | 4 weeks minimum, plus CCNL leave hours | 40h/week; max 48h average |
| JapanAsia-Pacific | 30 days, or pay in lieu | None | Commonly 3–6 months’ pay plus unused leave | Commonly 3–6 months; dismissal still needs grounds | Very hard: needs objectively reasonable grounds | 10 days after six months, rising to 20; 5 days must be taken | 40 a week; overtime capped at 45 a month and 360 a year |
| LatviaSouthern, Central and Eastern Europe | 10 days-1 month by ground (employer); 1 month (employee) | 1-4 months' pay by service (no-fault dismissal) | No official benchmark | Up to 3 months | Moderate: statutory grounds only | 4 calendar weeks | 40 h/week; 8 h/day |
| LithuaniaSouthern, Central and Eastern Europe | 1 month (2 weeks if under 1 year); employee 20 days | 2 months' pay (0.5 if under 1 year) + 1-3 months from fund after 5 years | Employer's-will exit: at least 6 months' pay (art. 59) | Up to 3 months (6 if pay ≥ 2x average) | Moderate: listed reasons, or employer's-will exit at 6+ months' pay | 20 working days | 40 h/week; max 48 h average |
| LuxembourgWestern and Northern Europe | Employer 2/4/6 months by service; employee half | From 5 years: 1-12 months' pay by service | No official benchmark | 2 weeks to 6 months (12 for high earners) | Moderate: real and serious reasons, given in writing on request | 26 working days | 40 h/week, 48 h with overtime |
| MalaysiaAsia-Pacific | Contract; default 4 / 6 / 8 weeks by service | None by statute above RM4,000/month; 10-20 days' pay per year at or below | No official benchmark | Not statutory; 3-6 months by contract | Hard: just cause needed; Industrial Court can reinstate or award up to 24 months' back wages | 8 / 12 / 16 days by service (<2 / 2-5 / 5+ years) | 45 hours a week, 8 a day |
| MexicoAmericas | None statutory; written notice of cause on dismissal | 3 months + 20 days/year (if no reinstatement) + 12 days/year seniority premium | Typically the constitutional severance (3 months + 20 days/year), negotiated | 30 days; 180 days for managers and professionals | Hard: just cause under LFT art. 47 or pay severance | 12 days after year 1, rising to 20 in year 5; 25% vacation premium | 8/day, 48/week; falling to 40 by 2030 |
| MoroccoMiddle East and Africa | Managers 1-3 months; staff 8 days-2 months | 96-240 hours' pay per year of service | Court scale for abusive dismissal: 1.5 months/year (max 36) plus indemnity | Managers 3 months, staff 1.5 months; renewable once | Hard: valid reason, hearing, governor approval for layoffs | 18 working days (1.5/month), +1.5 per 5 years, max 30 | 44 h/week (2,288 h/year) |
| NetherlandsWestern and Northern Europe | 1-4 months by service (employer); 1 month (employee) | Transition payment: 1/3 month per year, cap €102,000 | No official benchmark; settlement agreement, usually at least the transition payment | Max 2 months (permanent), only if agreed in writing | Hard: UWV permit or court approval needed | 4x weekly days (20 days) plus 8% holiday allowance | Max 12h/shift, 60h/week, 48h average over 16 weeks |
| New ZealandAsia-Pacific | Per contract (often 4 weeks); else reasonable notice | None statutory; only if the contract provides | No official benchmark | 90-day trial period (no unjustified-dismissal claim) | Moderate: justification and fair process; none above $200k | 4 weeks after 12 months | Max 40 ordinary hours a week unless agreed |
| NorwayWestern and Northern Europe | 1-6 months by service and age | None by law | No official benchmark | Up to 6 months, 14 days' notice | Hard: objective grounds; can stay during dispute | 25 working days; 5 weeks common | 9 h/day, 40 h/week |
| PhilippinesAsia-Pacific | 1 month to employee and DOLE (authorised causes) | 0.5–1 month per year (authorised causes) | No official benchmark | Max 6 months | Hard: just or authorised cause and due process | 5 days' service incentive leave (10–15 common) | 8/day; OT +25% |
| PolandSouthern, Central and Eastern Europe | 2 weeks to 3 months by service | 1-3 months' pay (firms of 20+, no-fault dismissal) | No official benchmark | Up to 3 months | Moderate: written genuine reason; union consulted | 20 days (26 with 10 years incl. education) | 8 h/day, 40 h/week average |
| PortugalSouthern, Central and Eastern Europe | Employer 15-75 days by service; employee 30/60 days | 14 days' pay per year (objective grounds) | No official benchmark; mutual-agreement exits common | 90 days; 180 or 240 for senior roles | Hard: just cause or objective grounds with formal procedure | 22 working days (+ holiday allowance) | 40 h/week, 8 h/day |
| RomaniaSouthern, Central and Eastern Europe | Employer 20 working days; employee max 20/45 | None statutory; collective agreement or contract only | No official benchmark | Up to 90 days (120 for managers) | Moderate: statutory grounds only; void dismissal means back pay and reinstatement | 20 working days minimum | 8 h/day, 40 h/week; 48 h max average |
| Saudi ArabiaMiddle East and Africa | 60 days from employer, 30 from employee (indefinite contract) | End-of-service award: 0.5 month/year (first 5 years), 1 month/year after | No official benchmark; art. 77 minimum for unjustified termination: 15 days/year, at least 2 months | Up to 180 days | Moderate: legitimate reason and notice, or pay statutory compensation | 21 days (30 after 5 years) | 8/day, 48/week (6/36 in Ramadan) |
| SerbiaSouthern, Central and Eastern Europe | Employee 15-30 days; employer 8-30 days (performance only) | Redundancy: 1/3 month's pay per year of service | No official benchmark | Up to 6 months, 5 working days' notice | Moderate: listed grounds, warning procedure | 20 working days minimum | 40 h/week; overtime max 8 h/week, 12 h/day |
| SingaporeAsia-Pacific | By contract; if silent, 1 day to 4 weeks by service | None | Retrenchment benefit: median 1 month’s pay per year of service | Set by contract | Relatively easy: notice or pay in lieu; wrongful-dismissal claims possible | 7 days, rising to 14 by year 8 | 44 a week; overtime capped at 72 a month (not for managers) |
| SlovakiaSouthern, Central and Eastern Europe | 1-3 months by service | Redundancy: 1-4 months' pay on top of notice | No official benchmark | Up to 3 months (6 for senior managers) | Moderate: statutory grounds only, written notice | 4 weeks; 5 weeks from age 33 or with children | 40 h/week |
| SloveniaSouthern, Central and Eastern Europe | Employer 15-60 days by service; employee 30 days | 1/5-1/3 month per year (business/incapacity) | No official benchmark | Up to 6 months | Moderate: justified written reason; warning first for misconduct | 4 weeks (20 working days) | 40 h/week; overtime 8/week, 170/year |
| South AfricaMiddle East and Africa | 1-4 weeks by service | Retrenchment: 1 week/year of service | No official benchmark | Not statutory; reasonable length set in advance | Hard: fair reason and procedure from day one (CCMA) | 21 consecutive days (15 working days) | 45 h/week, overtime max 10 h/week |
| South KoreaAsia-Pacific | 30 days (or pay in lieu); none under 3 months' service | Retirement pay: 30 days' wages per year, on any exit | No official benchmark | No statutory period; 3 months typical | Hard: justifiable cause; LRC reinstatement claims | 15 days after 1 year, +1 per 2 years, max 25 | 40h/week + max 12h overtime |
| SpainSouthern, Central and Eastern Europe | 15 days for objective dismissal; none for disciplinary | 20 days/year (max 12 months); unfair 33 days/year (max 24 months) | No official benchmark; settlements often near 33 days/year | Up to 6 months (graduates/technicians), 2 months others | Moderate: employer can pay unfair-dismissal compensation instead of reinstating | 30 calendar days (about 22 working days) | 40h/week annual average; overtime max 80h/year |
| SwedenWestern and Northern Europe | 1-6 months by service (employer) | None by law; TRR-type schemes via agreements | No official benchmark | Up to 6 months, no reason needed | Moderate: objective grounds; seniority order | 25 days (semesterlagen) | 40 h/week; overtime capped |
| SwitzerlandWestern and Northern Europe | 1-3 months by service, to month-end | None by law (only 50+ with 20 years) | No official benchmark | 1 month, up to 3; 7 days' notice | Easy: no reason needed; abuse capped at 6 months' pay | 4 weeks (Art. 329a OR); 25 days common | Max 45 h/week (office staff) |
| TaiwanAsia-Pacific | 10/20/30 days by service (3 months/1 year/3 years) | 0.5 month's pay per year, max 6 months | No official benchmark | None in law; ~3 months by agreement | Moderate: listed statutory grounds only | 3–30 days by seniority (15 after 5 years) | 8/day, 40/week; OT max 46 h/month |
| ThailandAsia-Pacific | One pay period (≈1 month), max 3 months | 30–400 days' pay by service | No official benchmark | None in law; usually 119 days | Moderate: no reason needed if severance paid; unfair-dismissal claims | 6 days after 1 year (10–15 common) | 8/day, 48/week; OT max 36 h/week |
| TürkiyeSouthern, Central and Eastern Europe | 2-8 weeks by service | 30 days' pay per year (capped), after 1 year | Severance plus notice pay; mediation settlements common | Up to 2 months (4 by collective agreement) | Moderate: valid reason needed (30+ staff, 6+ months) | 14-26 working days by service | 45 h/week |
| United Arab EmiratesMiddle East and Africa | 30–90 days, per contract | Gratuity: 21 days' basic pay a year (30 after 5 years) | No official benchmark | Max 6 months; 14 days' notice by employer | Easy: notice for a legitimate reason; unlawful-dismissal award max 3 months | 30 calendar days | 8/day, 48/week; OT max 2 h/day |
| United KingdomWestern and Northern Europe | 1 week per year of service, max 12 weeks (contracts usually 1-3 months) | Statutory redundancy pay after 2 years, max £22,530 | No official benchmark; settlement agreements common | Not statutory; typically 3-6 months | Moderate: fair reason and procedure after 2 years (6 months from 2027) | 5.6 weeks (28 days), may include bank holidays | 48-hour weekly average, opt-out allowed |
| United StatesAmericas | None (at will); 60–90 days for mass layoffs | None | By company policy, usually in return for a release of claims | No legal status | Easy: at will, within anti-discrimination law | None by law; New York paid sick leave up to 56 hours | No cap; overtime pay for non-exempt staff over 40 a week |
| VietnamAsia-Pacific | 45 days (indefinite contract) | 0.5–1 month per year, UI years excluded | No official benchmark | Max 60 days for graduates, 180 for managers | Hard: statutory grounds and procedure only | 12 working days (+1 per 5 years) | 8/day, 48/week; OT max 40 h/month |
The table is a summary. Each country's page, linked from its name, has the long form with the legislation and government sources, and the employer cost and take-home pay. To set any country against Japan in detail, use Compare with Japan.
Questions
Is severance pay required by law?
Not everywhere. Japan, Germany and Singapore, for example, have no general statutory severance, while others set a payment by length of service. Even where none is required, exits usually cost something in practice, so read the "usual cost of an exit" column alongside the statutory one.
Can you dismiss someone freely during probation?
It depends on the country. In Japan, dismissal during probation still needs objectively reasonable grounds. Many countries shorten notice during probation, but probation does not always switch off dismissal protection.
Where do these figures come from?
From each country's legislation and official government pages. The table is a summary; each country's page, linked from its name, has the long form and the sources. Contracts and collective agreements often give more than the legal minimum.