Disputes
Dismissal, worker complaints and labor disputes
Do not rely on a verbal promise after a dispute begins. Preserve the authenticated contract, notices, messages, wage records and the exact final working date.
Last legal review: 28 August 2026
Dismissal under Article 80
Dismissal without notice, compensation or award is limited to the cases listed in Article 80. Examples include proven dishonesty, certain serious assaults, forgery, serious breaches after required warning and defined absence thresholds.
The worker must be allowed to state objections. An employer should investigate, preserve evidence and follow every warning requirement; a label such as ‘misconduct’ is not proof by itself.
Leaving under Article 81
Article 81 can allow a worker to leave without notice while retaining statutory rights when the employer commits one of the listed serious breaches—such as failing essential obligations, deception at contracting, a fundamental unauthorised job change, assault, humiliating treatment or an uncorrected serious safety danger.
Because the classification affects compensation and the end-of-service award, document the breach and obtain individual advice before selecting the termination reason.
Friendly Settlement is the first dispute stage
HRSD's electronic Friendly Settlement service receives the labor claim, reviews the legal position and gives the parties a chance to negotiate. If settlement is not achieved, the case can proceed to the labor court.
- Attach the contract and Qiwa record.
- Attach termination, warning and grievance documents.
- Attach bank statements, payslips and a clear calculation of the amount claimed.
Report a violation or file a monetary claim?
A regulatory violation report alerts HRSD to a private-sector breach. Friendly Settlement is used for a dispute and personal claims such as unpaid wages or termination compensation. Some situations may require both routes.
Related common questions
How much notice should a worker give when ending an indefinite contract?
For monthly pay, the worker gives at least 30 days' written notice; for other pay cycles, at least 30 days. A fixed-term contract and a formal resignation request also have their own rules.
Open question 61How much notice must an employer give to end an indefinite contract?
At least 60 days in writing for a monthly-paid worker, and at least 30 days for a worker who is not paid monthly, with a legitimate reason.
Open question 62Do I receive an end-of-service award if I resign after 18 months?
Normally no, because the resignation scale in Article 85 starts after at least two continuous years. Special cases in Article 87 may produce a different result.
Open question 63What share of the award is due after resigning with six years' service?
Two-thirds of the full end-of-service award, because the continuous service exceeds five years but is less than ten years.
Open question 64What can I do after dismissal without a clear reason or notice?
Request the written reason and termination record, preserve the contract and wage evidence, then use Friendly Settlement. Unlawful termination compensation follows the contract or Article 77.
Open question 65Official sources
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