What changed?
The Labor Law amendments came into force on 18 February 2025. The key changes:
- Resignation is defined in the law for the first time and added as a way a contract ends (Article 74).
- The employee’s notice on an indefinite contract fell from 60 to 30 days, while the employer’s stays at 60 days (Article 75).
- A deadline to respond: after 30 days without a reply, a resignation is deemed accepted (Article 79 bis).
Notice periods
| Situation | Notice |
|---|---|
| Employee resigns (indefinite contract, monthly wage) | 30 days |
| Employer ends the contract for a valid reason | 60 days |
| Indefinite contract, wage not paid monthly | 30 days (either side) |
After you resign
The contract ends at the earliest of:
- When your employer accepts the resignation.
- 30 days after you submitted it, if there’s no reply.
- When a postponement ends, if your employer postpones acceptance by up to 60 days for the needs of the work, explained in writing.
If notice isn’t served
The side that doesn’t give proper notice pays the other an amount equal to the employee’s wage for the notice period (Article 76), unless they agree on more.
Probation
The amendments also extended the maximum probation period to 180 days, which must be set out in the contract.
Find your last day with the notice period calculator, write your resignation letter, and work out your award with the end-of-service calculator.