First Steps after Your Employment Is Terminated

Secure the documents first

Even if termination is communicated orally, record the date, the person who gave notice and the stated reason. Request a written, reasoned dismissal letter and retain the employment contract, payslips, bank records, leave records, rotas and relevant correspondence.

Do not sign a release, waiver or statement that no further sums are due without understanding it. Depending on its wording, accepting a payment may affect other claims.

Check official records

Confirm through the Social Insurance Department that contributions reflect the actual period worked and salary. A complaint to the Labour Department may prompt examination of the employer’s explanation and records, but an administrative complaint may not suspend the court time limit.

Items to review in the first calculation

• Unpaid wages and overtime
• Payment for unused annual leave
• Notice pay based on service under section 12
• Where section 13(3) applies, compensation equal to three times the wages for the applicable notice period
• For a fixed-term contract, an additional week’s wages for each unexpired month
• Bonuses and other contractual or collective-agreement rights

The 75-day application period

Under section 13(1), a worker alleging that reasons were not given, were inadequate, or that dismissal was unlawful, unjustified or without proper notice must apply to the competent court within 75 days of service of the dismissal notice. Other wage and compensation claims may require separate analysis.

Compensation, not reinstatement

There is no statutory reinstatement remedy under the TRNC Labour Law. Where the conditions are met, an unjustly dismissed worker may claim compensation. The stated reason, length of service, pay and conduct are assessed together.