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A Notice of Termination is a formal written document that ends an employment relationship between an employer and employee in Malaysia. It officially communicates the decision to end employment, stating the final working day and following the notice period requirements set out in the employment contract or Employment Act 1955.

The notice must spell out key details like termination grounds, final payment arrangements, and any applicable benefits or obligations. Malaysian law requires employers to provide proper notice unless there's serious misconduct, with the notice period typically ranging from 4-8 weeks based on years of service. Failing to give adequate notice can result in payment in lieu of notice.

Use a Notice of Termination when ending any employment relationship in Malaysia, from standard resignations to performance-based dismissals. This formal notice becomes essential the moment you decide to part ways with an employee or when an employee submits their resignation, helping protect both parties legally.

Timing matters critically - issue the notice as soon as the decision is final, giving employees their legally required notice period based on service length. For misconduct cases, document specific incidents and warnings before issuing immediate termination notices. In restructuring situations, prepare notices well ahead of implementing organizational changes to meet Malaysian labor law requirements.

• Letter Of Termination Due To Poor Performance: Details specific performance issues and prior warnings leading to dismissal
• Contract Termination Letter: Ends business agreements or service contracts with proper notice periods
• Termination Of Rental Agreement: Formally ends tenancy arrangements with specified move-out dates
• Not Renewing Lease Letter: Notifies intent to end lease at natural expiration without renewal
• Landlord Notice To End Tenancy Letter: Initiates tenancy termination from landlord's side with legal notice period

• Employers: Issue Notices of Termination, ensuring compliance with Malaysian employment laws and contractual obligations
• HR Managers: Draft and process termination notices, maintain documentation, and oversee proper notice periods
• Legal Advisors: Review notices for legal compliance, advise on specific termination grounds, and minimize dispute risks
• Employees: Receive notices, acknowledge terms, and exercise their rights during the notice period
• Labor Department Officials: Monitor compliance with Employment Act requirements and investigate disputes over termination notices
• Union Representatives: Review notices affecting union members and ensure fair treatment under collective agreements

• Employment Details: Gather complete employee information, position title, start date, and length of service
• Termination Grounds: Document specific reasons, including performance records or misconduct evidence if applicable
• Notice Period: Calculate the required notice period based on employment contract and Malaysian law
• Final Payments: Determine outstanding salary, leave balance, and any contractual benefits due
• Company Property: List all items to be returned, including access cards, equipment, and confidential materials
• Exit Process: Outline handover requirements, final workday arrangements, and exit interview details
• Document Review: Our platform generates legally compliant notices, ensuring all mandatory elements are included

• Company Details: Full legal name, registration number, and official address of the employer
• Employee Information: Complete name, position, employee ID, and department as per employment contract
• Termination Date: Clear statement of last working day and notice period calculation
• Termination Grounds: Specific reason aligned with Employment Act 1955 requirements
• Final Settlement: Breakdown of salary, benefits, and outstanding payments due
• Return of Property: List of company assets to be returned before departure
• Post-Employment Obligations: Confidentiality and non-compete clauses if applicable
• Signature Block: Authorized signatory details and space for acknowledgment
• Legal Compliance: Our platform ensures all notices include these mandatory elements automatically

A Notice of Termination differs significantly from a Disciplinary Action Notice in both purpose and timing within Malaysian employment law. While both documents deal with employee conduct, they serve distinct functions in the workplace.

• Purpose and Intent: A Notice of Termination ends employment definitively, while a Disciplinary Action Notice aims to correct behavior and maintain the employment relationship
• Timing of Use: Disciplinary notices typically come before termination, serving as formal warnings and documentation of misconduct or performance issues
• Legal Requirements: Termination notices must include final settlement details and notice periods under the Employment Act, whereas disciplinary notices focus on specific infractions and improvement plans
• Consequences: Termination notices trigger immediate exit procedures and final payments, while disciplinary notices initiate performance monitoring periods
• Documentation Chain: Multiple disciplinary notices often precede and support a later termination notice, creating a clear record of progressive discipline