Executive summary

Wide-ranging Labour Law amendments took effect on 19 February 2025. Compliance requires more than updating an employment template: resignation, notice, discipline, leave, equal treatment, training and employee-record processes must work consistently in policy and practice.

Key points

Probation. Probation must be stated expressly and its duration clearly specified, with the total not exceeding 180 days. The previous framework distinguished an initial period of up to 90 days and a written extension to a total of 180 days; the change should not be described simply as an increase from 90 to 180 days.

Resignation. The Law regulates the submission, acceptance, postponement and withdrawal of resignation requests. HR procedures should record receipt, written responses, reasons for postponement and the applicable deadlines.

Notice for indefinite-term contracts. For monthly-paid workers, notice is at least 30 days when termination is initiated by the worker and 60 days when initiated by the employer. A 30-day period applies where wages are not paid monthly, subject to the full provision and the contract.

Leave. The amendments include twelve weeks of fully paid maternity leave and updates to certain family-related leave. Policy, payroll and HR systems should reflect the same rules.

Equal treatment. Employers must not weaken equal opportunity or treatment in employment and occupation on the discriminatory grounds identified by the Law. Recruitment, promotion, pay, evaluation and termination processes should be reviewed.

Discipline. Written notice, investigation, decision, internal grievance and statutory periods should be documented before a sanction is relied on or defended.

Employer review checklist

  1. Update contract templates and probation, notice and resignation terms.
  2. Review leave, equal-treatment, training and disciplinary policies.
  3. Align templates with actual HR-system workflows and internal records.
  4. Train managers and HR personnel on deadlines and written notices.
  5. Review sensitive termination and disciplinary decisions for legal basis, procedure and evidence before implementation.

Official sources

See the sources listed with this article.