ILO is a specialized agency of the United Nations
ILO-en-strap
Go to the home page
Site map | Contact us franšais | español
> GOVERNANCE - home > Employment protection legislation database - EPLex > Estonia

Estonia - Procedural requirements for individual dismissals


Procedural requirements for individual dismissals - Estonia - 2017    

+ show references

Notification to the worker to be dismissed: written

Remarks:
  • Art. 95(1) ECA.

Notice period:
Remarks:
  • Art. 97(2) ECA:
    The notice period to be given by the employer in the event of termination of employment (referred to 'extraordinary cancellation') varies according to the employee's length of service, as follows:
    1) less than one year of employment: at least 15 calendar days;
    2) one to five years of employment: at least 30 calendar days;
    3) five to ten years of employment at least 60 calendar days;
    4) ten or more years of employment: at least 90 calendar days.

    Note advance notice for terminating the employment of an employee during the probationary period must be at least 15 days (art 96 ECA).
    • tenure ≥ 6 months
      • 15 day(s).
    • tenure ≥ 9 months
      • 15 day(s).
    • tenure ≥ 2 years
      • 30 day(s).
    • tenure ≥ 4 years
      • 30 day(s).
    • tenure ≥ 5 years
      • 60 day(s).
    • tenure ≥ 10 years
      • 90 day(s).
    • tenure ≥ 20 years
      • 90 day(s).

    Pay in lieu of notice: Yes

    Remarks:
    • Art. 100(5) If an employer or an employee gives advance notice of cancellation later than provided by law or a collective agreement, the employee or the employer has the right to receive compensation to the extent to which they would have had the right to obtain upon following the term of advance notice.

    Notification to the public administration: No

    Notification to workers' representatives: No

    Remarks:
    • No general obligation to notify the employees' representatives except if the employer intends to dismiss an employee's representative. Art. 94 ECA provides that before terminating an employment contract with the employees' representative, an employer must seek the opinions of the trade union or the employees who elected him/her the person to represent them or the trade reasonably union. The employer is required to take that opinion reasonably into account and to provide justification if he/she disregards the employees' opinion.

    Approval by public administration or judicial bodies: No

    Approval by workers' representatives: No