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> GOVERNANCE - home > Employment protection legislation database - EPLex > Saint Lucia

Saint Lucia - Severance pay and redundancy payment


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Severance pay:
Remarks:
  • No general right to severance pay arising from dismissal based on reasons other than economic reasons (see redundancy payment).
    Redundancy payment:
    Remarks:
    • * An employee, who has been continuously employed for more than 104 weeks (counted after the age of 16), is entitled to severance pay if he or she has been dismissed dismissed by his or her employer "by reason of the fact that an organisation where he or she is so employed is closed down, or reorganised or amalgamated with another organisation under a new name or change of ownership has taken place".
      Dismissal is deemed to be based on those reasons if the dismissal is attributable wholly or mainly to:
      "(a) the fact that his or her employer has ceased, or intends to cease, to carry on the business for the purposes for which the employee was employed by him or her, or has ceased, or intends to cease, to carry on that business in the place where the employee was so employed; or
      (b) the fact that the requirements of that business for employees to carry out the work of a particular kind, or for an employee to carry out the work of a particular kind in the place where he or she was so employed, have ceased or diminished" (see sec. 10 CSA).

      * According to regulation 14 of the Contract of service regulations, an employee who becomes redundant under the meaning of the Act shall receive a severance payment calculated as follows:
      - one weeks' wages for each period of 52 weeks of continuous employment covering a period up to 156 weeks;
      - two weeks' wages for 52 weeks of continuous employment covering a period of employment in excess of 156 weeks but not exceeding 364 weeks;
      - three weeks' wages for each period of 52 weeks of continuous employment covering a period in excess of 364 weeks.
      [i.e an employee with 20 year's service would be entitled to:
      (3 x 1 week) + (4 x 2 weeks) + (13 x 3 weeks) = 50 weeks' wages]

      * Redundancy payment is not due in the following circumstances:
      (a) where a man has reached the age of 65 and a woman the age of 60;
      (b) where the employer is entitled to terminate the contract of service of the employee without notice by reason of the employee's conduct;
      (c) where the contract of service is for a fixed term and that term expires without being renewed under the same contract (sec. 11 CSA).
    • tenure ≥ 6 months: 0 week(s)
    • tenure ≥ 9 months: 0 week(s)
    • tenure ≥ 1 year: 0 week(s)
    • tenure ≥ 2 years: 2 week(s)
    • tenure ≥ 4 years: 4 week(s)
    • tenure ≥ 5 years: 7 week(s)
    • tenure ≥ 10 years: 20 week(s)
    • tenure ≥ 20 years: 50 week(s)
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    Severance pay:
    Remarks:
    • No general right to severance pay arising from dismissal based on reasons other than economic reasons (see redundancy payment).
      Redundancy payment:
      Remarks:
      • * An employee, who has been continuously employed for more than 104 weeks (counted after the age of 16), is entitled to severance pay if he or she has been dismissed dismissed by his or her employer "by reason of the fact that an organisation where he or she is so employed is closed down, or reorganised or amalgamated with another organisation under a new name or change of ownership has taken place".
        Dismissal is deemed to be based on those reasons if the dismissal is attributable wholly or mainly to:
        "(a) the fact that his or her employer has ceased, or intends to cease, to carry on the business for the purposes for which the employee was employed by him or her, or has ceased, or intends to cease, to carry on that business in the place where the employee was so employed; or
        (b) the fact that the requirements of that business for employees to carry out the work of a particular kind, or for an employee to carry out the work of a particular kind in the place where he or she was so employed, have ceased or diminished" (see sec. 10 CSA).

        * According to regulation 14 of the Contract of service regulations, an employee who becomes redundant under the meaning of the Act shall receive a severance payment calculated as follows:
        - one weeks' wages for each period of 52 weeks of continuous employment covering a period up to 156 weeks;
        - two weeks' wages for 52 weeks of continuous employment covering a period of employment in excess of 156 weeks but not exceeding 364 weeks;
        - three weeks' wages for each period of 52 weeks of continuous employment covering a period in excess of 364 weeks.
        [i.e an employee with 20 year's service would be entitled to:
        (3 x 1 week) + (4 x 2 weeks) + (13 x 3 weeks) = 50 weeks' wages]

        * Redundancy payment is not due in the following circumstances:
        (a) where a man has reached the age of 65 and a woman the age of 60;
        (b) where the employer is entitled to terminate the contract of service of the employee without notice by reason of the employee's conduct;
        (c) where the contract of service is for a fixed term and that term expires without being renewed under the same contract (sec. 11 CSA).
      • tenure ≥ 6 months: 0 week(s)
      • tenure ≥ 9 months: 0 week(s)
      • tenure ≥ 1 year: 1 week(s)
      • tenure ≥ 2 years: 2 week(s)
      • tenure ≥ 4 years: 4 week(s)
      • tenure ≥ 5 years: 7 week(s)
      • tenure ≥ 10 years: 20 week(s)
      • tenure ≥ 20 years: 50 week(s)
      + show references

      Severance pay:
      Remarks:
      • No general right to severance pay arising from dismissal based on reasons other than economic reasons (see redundancy payment).
        Redundancy payment:
        Remarks:
        • * An employee, who has been continuously employed for more than 104 weeks (counted after the age of 16), is entitled to severance pay if he or she has been dismissed dismissed by his or her employer "by reason of the fact that an organisation where he or she is so employed is closed down, or reorganised or amalgamated with another organisation under a new name or change of ownership has taken place".
          Dismissal is deemed to be based on those reasons if the dismissal is attributable wholly or mainly to:
          "(a) the fact that his or her employer has ceased, or intends to cease, to carry on the business for the purposes for which the employee was employed by him or her, or has ceased, or intends to cease, to carry on that business in the place where the employee was so employed; or
          (b) the fact that the requirements of that business for employees to carry out the work of a particular kind, or for an employee to carry out the work of a particular kind in the place where he or she was so employed, have ceased or diminished" (see sec. 10 CSA).

          * According to regulation 14 of the Contract of service regulations, an employee who becomes redundant under the meaning of the Act shall receive a severance payment calculated as follows:
          - one weeks' wages for each period of 52 weeks of continuous employment covering a period up to 156 weeks;
          - two weeks' wages for 52 weeks of continuous employment covering a period of employment in excess of 156 weeks but not exceeding 364 weeks;
          - three weeks' wages for each period of 52 weeks of continuous employment covering a period in excess of 364 weeks.
          [i.e an employee with 20 year's service would be entitled to:
          (3 x 1 week) + (4 x 2 weeks) + (13 x 3 weeks) = 50 weeks' wages]

          * Redundancy payment is not due in the following circumstances:
          (a) where a man has reached the age of 65 and a woman the age of 60;
          (b) where the employer is entitled to terminate the contract of service of the employee without notice by reason of the employee's conduct;
          (c) where the contract of service is for a fixed term and that term expires without being renewed under the same contract (sec. 11 CSA).
        • tenure ≥ 6 months: 0 week(s)
        • tenure ≥ 9 months: 0 week(s)
        • tenure ≥ 1 year: 1 week(s)
        • tenure ≥ 2 years: 2 week(s)
        • tenure ≥ 4 years: 4 week(s)
        • tenure ≥ 5 years: 7 week(s)
        • tenure ≥ 10 years: 20 week(s)
        • tenure ≥ 20 years: 50 week(s)