[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":10,"path":11,"content_type":12,"locale":13,"go_live_at":7,"first_published_at":14,"page_created_at":15,"published_at":14,"edit_url":16,"breadcrumbs":17,"seo":31,"rendered":40,"description":41,"body":42,"body_blocks":43,"call_to_action":44,"owner":51,"authors":59,"show_related_pages":61,"related_pages":62,"related_sites":132,"in_subsite":61,"contact_page_url":7,"banner_message":133},201,"notice-and-severance","Notice and Severance",null,"","Find out what Liberia’s labour laws cover in terms of notice periods and severance pay. Find out about employee rights and termination rules.","Labour Laws Liberia: Notice and Severance","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance","labourlaw.labourlawpage","en_LR","2025-07-26T05:48:12.668000+00:00","2026-04-07T05:28:11.316838+00:00","\u002Fcms\u002Fpages\u002F201\u002Fedit\u002F",[18,21,24,27,30],{"title":19,"slug":20},"Liberia","en-lr",{"title":22,"slug":23},"Work in Liberia","work-in-liberia",{"title":25,"slug":26},"Labour Law","labour-law",{"title":28,"slug":29},"Contracts and Dismissals","contracts-and-dismissals",{"title":6,"slug":5},{"title":32,"description":9,"image":33,"canonical":34,"robots":35,"og_type":36,"twitter_card":37,"locale":20,"created_at":38,"last_modified_at":39},"Work Notice, Severance Pay - Liberia","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance\u002F","index, follow","website","summary_large_image","2025-07-26T07:48:12.668000+02:00","2026-04-07T07:28:11.431595+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Notice and Severance\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-03-19\u003C\u002Fspan>\n\n  \n\n    \n\n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Notice Requirement\u003C\u002Fh2>\n          \u003Ch3 dir=\"ltr\">\u003Cspan style=\"color: #233b74;\">What is the relevant legislation on the notice requirement before a contract termination?\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>The Decent Work Act regulates provisions regarding notice requirements.\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan style=\"color: #233b74;\">What are the different types of contract termination? (termination by the worker or employer)?\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>The party wishing to terminate the employment contract is obliged to provide a notice period. This means law allows both workers and employers to terminate employment contracts.\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan style=\"color: #233b74;\">What is the required notice period (in weeks) for terminating a contract (fixed term, indefinite term, probationary contract)?\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>While the law does not specify separate notice periods for fixed-term, indefinite-term, or probationary contracts, it clarifies that no notice is required when termination is justified by just cause. Depending on the continuous service of an employee, the following notice periods are required:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>2 weeks’ notice for a service of 3 to 6 months\u003C\u002Fli>\n\u003Cli>3 weeks’ notice for a service of 6 to 12 months\u003C\u002Fli>\n\u003Cli>4 weeks’ notice for a service of more than one year\u003C\u002Fli>\n\u003C\u002Ful>\n\n\u003Cp>During a probation period, either party can end the contract with at least 7 days’ written notice before the probation ends.\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan style=\"color: #233b74;\">What is the required notice period for terminating a contract (initiated by the worker)?\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>The party wishing to terminate the employment contract is obliged to provide a notice period ranging between two and four weeks, depending on the length of service.\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan style=\"color: #233b74;\">Under what circumstances may a contract terminating party not serve any notice?\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>An employer has the right to dismiss an employee immediately in cases of grave misconduct.  \u003C\u002Fp>\n\u003Cp>In general, no notice is required when termination is justifiable by reason (just cause).\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan style=\"color: #233b74;\">Is there a provision for compensation instead of notice?\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>An employer may choose to pay (compensate the employee) in lieu of notice. So, instead of giving an employee notice of termination, the employer pays the employee a sum of money equal to that they would have earned during the minimum period of notice.\u003C\u002Fp>\n\u003Cp>Sources: §12.1,13.1,14.3,14.4 & 14.6 of the Decent Work Act, 2015\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Severance Pay\u003C\u002Fh2>\n          \u003Ch3 dir=\"ltr\">\u003Cspan style=\"color: #233b74;\">What is the relevant legislation on severance pay?\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>The Decent Work Act, 2015, governs the provisions on severance pay on termination of employment.\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan style=\"color: #233b74;\">Under what circumstances is severance pay admissible (individual dismissals vs collective dismissals)?\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>It applies when employment is terminated for economic reasons, such as redundancy or business closure.\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan style=\"color: #233b74;\">What is the rate at which severance pay is payable to a worker? (days or percentage of former salary)\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Severance pay is payable at 4 weeks of pay for each completed year of service.\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan style=\"color: #233b74;\">Any other payments due to a worker (other than severance pay)? (unpaid leave, bonus, etc.)\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Employers are required to provide notice and fulfil severance pay obligations alongside other termination-related payments. These include remuneration for accrued but unused annual leave, calculated pro rata for service periods of less than a year, as well as compensation for any unpaid leave or contractual bonuses.\u003C\u002Fp>\n\u003Cp>Sources: §14.5 and 18.4 for the Decent Work Act, 2015\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n    \n    \n        \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_employmentsecurity_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: work notice and severance pay in Liberia – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-03-19\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Notice Requirement\u003C\u002Fh2>\n\u003Ch3 dir=\"ltr\">\u003Cspan>What is the relevant legislation on the notice requirement before a contract termination?\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>The Decent Work Act regulates provisions regarding notice requirements.\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan>What are the different types of contract termination? (termination by the worker or employer)?\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>The party wishing to terminate the employment contract is obliged to provide a notice period. This means law allows both workers and employers to terminate employment contracts.\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan>What is the required notice period (in weeks) for terminating a contract (fixed term, indefinite term, probationary contract)?\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>While the law does not specify separate notice periods for fixed-term, indefinite-term, or probationary contracts, it clarifies that no notice is required when termination is justified by just cause. Depending on the continuous service of an employee, the following notice periods are required:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>2 weeks’ notice for a service of 3 to 6 months\u003C\u002Fli>\n\u003Cli>3 weeks’ notice for a service of 6 to 12 months\u003C\u002Fli>\n\u003Cli>4 weeks’ notice for a service of more than one year\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>During a probation period, either party can end the contract with at least 7 days’ written notice before the probation ends.\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan>What is the required notice period for terminating a contract (initiated by the worker)?\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>The party wishing to terminate the employment contract is obliged to provide a notice period ranging between two and four weeks, depending on the length of service.\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan>Under what circumstances may a contract terminating party not serve any notice?\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>An employer has the right to dismiss an employee immediately in cases of grave misconduct.  \u003C\u002Fp>\n\u003Cp>In general, no notice is required when termination is justifiable by reason (just cause).\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan>Is there a provision for compensation instead of notice?\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>An employer may choose to pay (compensate the employee) in lieu of notice. So, instead of giving an employee notice of termination, the employer pays the employee a sum of money equal to that they would have earned during the minimum period of notice.\u003C\u002Fp>\n\u003Cp>Sources: §12.1,13.1,14.3,14.4 & 14.6 of the Decent Work Act, 2015\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Severance Pay\u003C\u002Fh2>\n\u003Ch3 dir=\"ltr\">\u003Cspan>What is the relevant legislation on severance pay?\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>The Decent Work Act, 2015, governs the provisions on severance pay on termination of employment.\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan>Under what circumstances is severance pay admissible (individual dismissals vs collective dismissals)?\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>It applies when employment is terminated for economic reasons, such as redundancy or business closure.\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan>What is the rate at which severance pay is payable to a worker? (days or percentage of former salary)\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>Severance pay is payable at 4 weeks of pay for each completed year of service.\u003C\u002Fp>\n\u003Ch3 dir=\"ltr\">\u003Cspan>Any other payments due to a worker (other than severance pay)? (unpaid leave, bonus, etc.)\u003C\u002Fspan>\u003C\u002Fh3>\n\u003Cp>Employers are required to provide notice and fulfil severance pay obligations alongside other termination-related payments. These include remuneration for accrued but unused annual leave, calculated pro rata for service periods of less than a year, as well as compensation for any unpaid leave or contractual bonuses.\u003C\u002Fp>\n\u003Cp>Sources: §14.5 and 18.4 for the Decent Work Act, 2015\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fcontracts-and-dismissals'>Labour Laws Liberia: Contracts and Dismissals\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":45,"link":46},"Contact Us",{"title":45,"url":47,"description":45,"rel":48,"type":49,"id":50},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":52,"first_name":53,"last_name":54,"email":55,"image":56,"function":57,"external":58},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[60],{"id":52,"first_name":53,"last_name":54,"email":55,"image":56,"function":57,"external":58},true,[63,67,71,75,78,79,83,87,91,95,99,103,107,111,112,116,120,124,128],{"id":64,"short_title":7,"title":65,"url":66},197,"Work and Wages","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fwork-and-wages",{"id":68,"short_title":7,"title":69,"url":70},198,"Compensation and Working Time","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fcompensation-and-working-time",{"id":72,"short_title":7,"title":73,"url":74},199,"Annual Leave and Holidays","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":76,"short_title":7,"title":28,"url":77},200,"\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":4,"short_title":7,"title":6,"url":11},{"id":80,"short_title":7,"title":81,"url":82},202,"Family Responsibilities","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Ffamily-responsibilities",{"id":84,"short_title":7,"title":85,"url":86},203,"Maternity and Work","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fmaternity-and-work",{"id":88,"short_title":7,"title":89,"url":90},204,"Job Protection","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":92,"short_title":7,"title":93,"url":94},205,"Breastfeeding","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":96,"short_title":7,"title":97,"url":98},206,"Health and Safety","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fhealth-and-safety",{"id":100,"short_title":7,"title":101,"url":102},207,"Sick Leave","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fsick-leave",{"id":104,"short_title":7,"title":105,"url":106},208,"Work Injury Benefits","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":108,"short_title":7,"title":109,"url":110},209,"Social Security","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Fsocial-security",{"id":104,"short_title":7,"title":105,"url":106},{"id":113,"short_title":7,"title":114,"url":115},211,"Fair Treatment","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Ffair-treatment",{"id":117,"short_title":7,"title":118,"url":119},212,"Sexual Harassment","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":121,"short_title":7,"title":122,"url":123},213,"Minors and Youth","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":125,"short_title":7,"title":126,"url":127},214,"Forced Labour","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":129,"short_title":7,"title":130,"url":131},215,"Trade Unions","\u002Fen-lr\u002Fwork-in-liberia\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]