The last working day is only part of leaving a job. Record the termination date, notice or payment in lieu, unused leave, and the final-pay calculation.
Evidence to keep
Before you start
Resignation, dismissal, summary dismissal, and redundancy differ. Check the contract and law for notice; a colleague's immediate departure is not your entitlement. Severance and long-service payments have separate conditions.
What to do, step by step
- Check notice requirements and put the notice and proposed termination dates in writing.
- Confirm whether notice will be worked, paid in lieu, or varied by written agreement.
- Request an itemised final payment and check arrears, leave, and applicable termination amounts.
- Obtain acknowledgment of returned property and approach Labour with evidence if payments are disputed.
Costs, timing, and things to check
Summary dismissal has strict legal conditions; dissatisfaction alone does not automatically justify it. Assessment depends on the facts.
Handover, confidentiality, and restrictive clauses can raise separate issues. Obtain individual advice for significant restrictions.
Clarify dates and final payments before signing exit documents.
Official information and enquiries
These are the reference and service entry points for this guide. Check current fees, eligibility, and schedules with the authority. The preparation date is not each source's official update date.
- Labour Department: guide to the Employment Ordinance
- Labour Department: severance and long service payment
This is general information; an individual dispute depends on the facts, documents, and current law.