[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ls\u002Fwork-in-lesotho\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":135,"in_subsite":61,"contact_page_url":7,"banner_message":136},329,"notice-and-severance","Notice and Severance",null,"","Find out what Lesotho’s labour laws cover in terms of notice periods and severance pay. Find out about employee rights and termination rules.","Labour Laws Lesotho: Notice and Severance","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance","labourlaw.labourlawpage","en_LS","2025-07-26T09:44:27.593642+00:00","2026-04-03T06:22:57.385727+00:00","\u002Fcms\u002Fpages\u002F329\u002Fedit\u002F",[18,21,24,27,30],{"title":19,"slug":20},"Lesotho","en-ls",{"title":22,"slug":23},"Work in Lesotho","work-in-lesotho",{"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 - Lesotho","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance\u002F","index, follow","website","summary_large_image","2025-07-26T11:44:27.593642+02:00","2026-04-03T08:22:57.574768+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      2026-03-18\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          \u003Cp>The employment relationship may be terminated by either party. A statutory written notice period is provided under the Labour Act. The notice period will be as follows to terminate the contract by either party:\u003C\u002Fp>\n\u003Col>\n\u003Cli>07 days’ notice for less than 6 months of service (including termination during the probationary period);\u003C\u002Fli>\n\u003Cli>14 days’ notice for 6 months to 1 year of service; \u003C\u002Fli>\n\u003Cli>one-month notice for more than 1 year of service \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>The Labour Act allows parties to agree on a longer notice period for termination than what is specified in the Act. It permits an employer to waive the right to notice and allows a worker to accept payment in lieu of notice.\u003C\u002Fp>\n\u003Cp>Additionally, an employer is not required to provide notice for termination due to serious misconduct, and they can establish a retirement age of at least sixty years for all workers. Both parties retain the right to terminate the contract for lawful cause according to the Act.\u003C\u002Fp>\n\u003Cp>Regarding payment in lieu of notice, the Labour Code allows employers to pay a worker instead of providing the required notice. In this case, the worker receives a sum equal to the minimum notice period outlined in the Act or the agreed-upon notice period, including all due wages. If a worker terminates a contract without a specified end date and notice was required, they may be liable to pay the employer basic wages for the unobserved notice period.\u003C\u002Fp>\n\u003Cp>Source: §130 &131 of the Labour Act, 2024 (Act No. 3 of 2024)\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          \u003Cp>The Labour Act has made provisions for severance pay that is directly linked to the length of service of the employee.\u003C\u002Fp>\n\u003Cp>For any employee who has completed more than one year of continuous service with the same employer, a severance payment equivalent to two week’s wages is paid for each completed year of service. \u003C\u002Fp>\n\u003Cp>Severance pay is not paid to employees who have been dismissed by the employer for misconduct.\u003C\u002Fp>\n\u003Cp>In the event of violation of the above provisions, the employer is liable on conviction to a fine of five thousand maloti or imprisonment for thirty months. \u003C\u002Fp>\n\u003Cp>Source: §136 & 137 of the Labour Act, 2024 (Act No. 3 of 2024)\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 Lesotho – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-03-18\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Notice Requirement\u003C\u002Fh2>\n\u003Cp>The employment relationship may be terminated by either party. A statutory written notice period is provided under the Labour Act. The notice period will be as follows to terminate the contract by either party:\u003C\u002Fp>\n\u003Col>\n\u003Cli>07 days’ notice for less than 6 months of service (including termination during the probationary period);\u003C\u002Fli>\n\u003Cli>14 days’ notice for 6 months to 1 year of service; \u003C\u002Fli>\n\u003Cli>one-month notice for more than 1 year of service \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>The Labour Act allows parties to agree on a longer notice period for termination than what is specified in the Act. It permits an employer to waive the right to notice and allows a worker to accept payment in lieu of notice.\u003C\u002Fp>\n\u003Cp>Additionally, an employer is not required to provide notice for termination due to serious misconduct, and they can establish a retirement age of at least sixty years for all workers. Both parties retain the right to terminate the contract for lawful cause according to the Act.\u003C\u002Fp>\n\u003Cp>Regarding payment in lieu of notice, the Labour Code allows employers to pay a worker instead of providing the required notice. In this case, the worker receives a sum equal to the minimum notice period outlined in the Act or the agreed-upon notice period, including all due wages. If a worker terminates a contract without a specified end date and notice was required, they may be liable to pay the employer basic wages for the unobserved notice period.\u003C\u002Fp>\n\u003Cp>Source: §130 &131 of the Labour Act, 2024 (Act No. 3 of 2024)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Severance Pay\u003C\u002Fh2>\n\u003Cp>The Labour Act has made provisions for severance pay that is directly linked to the length of service of the employee.\u003C\u002Fp>\n\u003Cp>For any employee who has completed more than one year of continuous service with the same employer, a severance payment equivalent to two week’s wages is paid for each completed year of service. \u003C\u002Fp>\n\u003Cp>Severance pay is not paid to employees who have been dismissed by the employer for misconduct.\u003C\u002Fp>\n\u003Cp>In the event of violation of the above provisions, the employer is liable on conviction to a fine of five thousand maloti or imprisonment for thirty months. \u003C\u002Fp>\n\u003Cp>Source: §136 & 137 of the Labour Act, 2024 (Act No. 3 of 2024)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fcontracts-and-dismissals'>Labour Laws Lesotho: 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,[63,67,71,75,78,79,83,87,91,95,99,103,107,111,115,119,123,127,131],{"id":64,"short_title":7,"title":65,"url":66},325,"Work and Wages","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fwork-and-wages",{"id":68,"short_title":7,"title":69,"url":70},326,"Compensation and Working Time","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fcompensation-and-working-time",{"id":72,"short_title":7,"title":73,"url":74},327,"Annual Leave and 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Same organisation, same information, new look!\u003C\u002Fp>"]