Under Article 165 of Labor Law No. 14 of 2025, compensation for unfair termination is at least two months' wage per year of service. It applies when the employer ends an open-ended contract for an unlawful reason, does not affect the worker's other legal dues, and is the same minimum that Article 122 of Law No. 12 of 2003 set.
Step by step
- 1
Unlawful reasons
They include union membership, filing a complaint or lawsuit against the employer, using the right to leave, and color, sex, marital status, family responsibilities, pregnancy, religion or political opinion.
- 2
Disciplinary dismissal is for the court
Under Article 148 the labor court, not the employer, has the power to impose dismissal, and only for serious misconduct, such as the cases that article lists.
- 3
Employer breach
If the employer breaches a fundamental obligation, or the employer or his representative assaults the worker or a relative, the worker's ending the contract counts as termination by the employer without a lawful reason, under Article 168.
- 4
Amicable settlement
Either party may, within ten days of the dispute arising, ask a committee to settle it amicably within 21 days, and if it is not settled, it goes to the labor court at either party's request, under Articles 149 and 150.
- 5
Interim pay until judgment
In a dismissal dispute the court rules urgently within three months of the first hearing, and if the papers on their face support the worker's claim, it orders the employer to pay the equivalent of his wage from the date of dismissal for up to six months, under Article 150.
- 6
No court fees
Article 7 exempts workers' lawsuits from court fees and costs at every stage of litigation.
Ending employment by internal decision without a documented investigation or legal basis is the biggest risk. Document the misconduct and the investigation, and have the decision reviewed legally before you communicate it.
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