Justifiable reasons for termination under labour law

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TERMINATION OF EMPLOYMENT

Termination means the act of bringing a contract of service to an end. It must be understood that this is due to procedures other than disciplinary measures. When a contract is brought to an end through disciplinary measures it is called dismissal. Therefore the points of determination here is otherwise than the ones governed by the Security of Employment Act. This is because the Employment Ordinance is not concerned with disciplining the employees but the Security of Employment Act deals with disciplinary matters.

Termination of employment should only take place in cases of serious or repeated misconduct, when the employer is justified in concluding that the misconduct has made the employment relationship intolerable to be continued.

When considering whether a termination for misconduct is fair, the chairperson should consider the following;

1. Whether the employee contravened a rule or standard regulating conduct relating to employment. 2. If such a rule or standard was contravened, whether it was:-
  • reasonable; 
  • clear and unambiguous; 
  • known, or ought to have been known, by the employee; 
  • consistently applied; and 
  • sufficiently serious to justify dismissal

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