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> GOVERNANCE - home > Employment protection legislation database - EPLex > Sri Lanka

Sri Lanka - Procedural requirements for individual dismissals


Procedural requirements for individual dismissals - Sri Lanka - 2013    

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Notification to the worker to be dismissed: no specific form required

Remarks:
  • - No specific form expressly required for individual termination other than by way of retrenchment. There is a prior approval mechanism by the Labour Commissioner upon application by the employer.
    The TEWA does not specify the form of the employer's application, however it stipulates that a copy of that application shall be communicated to the workman concerned who shall be afforded the opportunity to be heard.
    The decision of the Labour commissioner granting or refusing dismissal must be in writing and must be communicated to both the employer and the employee (sec. 2 TEWA)
    - Under the IDA, when contemplating termination by way of retrenchment, the employer is required to give the employee notice of such intention in writing (sec. 31 F IDA).

Notice period:
Remarks:
  • - No statutory notice period to be observed under the TEWA. Termination of employment of workers covered by the TEWA for any reason other than disciplinary is subject to the prior approval the Labour Commissioner (sec. 2(1) TEWA) . The decision to grant or refuse approval shall be made within 2 months from the date of receipt of the application (sec. 11 of Industrial Disputes (Hearing and Determination of Proceedings) (Special Provisions) Act, No. 13 of 2003)
    - Under the IDA, those employees not covered by the TEWA, who are not seasonal employees and work for an establishment of more than 15 workers, and who have been employed for more than a year (sec. 31E IDA), are entitled to one month's notice in writing of any retrenchment. The employer may not effect the dismissal until the expiry of two months after notice has been given, unless an agreement to the contrary has been reached with the worker or his or her representative (sec. 31G IDA). The application of this provision has been limited since the enactment of the TEWA which also applies to retrenchment and specifically provides that provisions of the IDA on retrenchment do not apply to any worker covered by the TEWA.
    • tenure ≥ 6 months
      • economic dismissal not covered by the TEWA - 0 month(s).
    • tenure ≥ 9 months
      • economic dismissal not covered by the TEWA - 0 month(s).
    • tenure ≥ 2 years
      • economic dismissal not covered by the TEWA - 1 month(s).
    • tenure ≥ 4 years
      • economic dismissal not covered by the TEWA - 1 month(s).
    • tenure ≥ 5 years
      • economic dismissal not covered by the TEWA - 1 month(s).
    • tenure ≥ 10 years
      • economic dismissal not covered by the TEWA - 1 month(s).
    • tenure ≥ 20 years
      • economic dismissal not covered by the TEWA - 1 month(s).

    Pay in lieu of notice: No

    Notification to the public administration: Yes

    Remarks:
    • - Any termination (other than for disciplinary reasons): see sec. 2 TEWA: prior approval mechanism by the Labour Commissioner if the employer has not obtained the prior consent of the employee in writing.
      - In the event of retrenchment of any employee not covered by the TEWA, who has been employed for more than a year, who is not a seasonal employee and works for an establishment of more than 15 workers, the employer must send a copy of the written notice to the Labour Commissioner (sec. 31F IDA).

    Notification to workers' representatives: No

    Remarks:
    • - No mandatory notification. However, art. 17A TEWA provides for the possibility for the employee who is a trade union member to be represented by a trade union officer in any proceedings before the Labour Commissioner.
      - In the event of retrenchment of a trade union member (when the TEWA does not apply), notice shall be sent to that trade union. art. 31F IDA

    Approval by public administration or judicial bodies: Yes

    Remarks:
    • - Any termination (other than for disciplinary reasons): see sec. 2 TEWA: prior approval mechanism by the Labour Commissioner if the employer has not obtained the prior consent of the employee in writing. The Labour Commissioner shall decide on the employer's application within 2 months from the date of receipt (sec. 11 of Industrial Disputes (Hearing and Determination of Proceedings) (Special Provisions) Act, No. 13 of 2003).

    Approval by workers' representatives: No