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At Will Termination Letter

At Will Termination Letter Template for Ireland

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Key Requirements PROMPT example:

At Will Termination Letter

"I need an At Will Termination Letter for a senior software developer in our Dublin office, effective March 15, 2025, with a 4-week garden leave period and standard non-compete clauses."

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Document background
The At Will Termination Letter, while using terminology more common in US employment law, must be adapted to comply with Irish employment legislation, which provides significant employee protections. This document is used when an employer needs to formally terminate an employment relationship in Ireland, requiring careful consideration of the Unfair Dismissals Acts 1977-2015, Minimum Notice and Terms of Employment Acts, and other relevant employment legislation. The letter should be used as part of a proper termination process, documenting key details such as the termination date, notice period, final payment arrangements, and post-employment obligations. It's essential to note that unlike US at-will employment, Irish law requires justified grounds for termination and adherence to fair procedures, making this document more structured and protective of employee rights than its US counterpart.
Suggested Sections

1. Letter Header: Company letterhead, date, and employee's full contact details

2. Notification of Termination: Clear statement of employment termination and effective date

3. Notice Period: Specification of notice period as per Minimum Notice and Terms of Employment Acts

4. Final Pay Information: Details of final salary, payment date, and any outstanding payments

5. Return of Company Property: List of company property to be returned before departure

6. Confidentiality Reminder: Reminder of ongoing confidentiality obligations post-employment

7. Signature Block: Space for authorized signatory and title

Optional Sections

1. Garden Leave: Include when employee is not required to work during notice period but will remain on payroll

2. Payment in Lieu of Notice: Include when company opts to pay instead of having employee work notice period

3. Outstanding Annual Leave: Include when there is accrued but unused annual leave to be addressed

4. Restrictive Covenants: Include when reminding employee of post-employment restrictions from their contract

5. Reference Provision: Include when company agrees to provide future employment references

6. Outplacement Support: Include when company is offering career transition assistance

7. Settlement Agreement Reference: Include when termination is part of a broader settlement agreement

Suggested Schedules

1. Schedule A - Company Property Checklist: Detailed list of company items to be returned

2. Schedule B - Final Payment Calculation: Breakdown of final payment including salary, benefits, and any other entitlements

3. Schedule C - Post-Employment Obligations: Summary of continuing obligations from employment contract

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

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alex.den.21@genieai.co
Relevant Industries

Technology

Financial Services

Manufacturing

Retail

Healthcare

Professional Services

Education

Construction

Hospitality

Telecommunications

Media

Transportation

Energy

Agriculture

Non-Profit

Relevant Teams

Human Resources

Legal

Finance

Operations

Administration

Compliance

Employee Relations

Relevant Roles

Human Resources Manager

Legal Counsel

Department Director

Chief Executive Officer

Operations Manager

Finance Director

Project Manager

Sales Manager

Marketing Manager

Administrative Manager

Production Supervisor

Research Director

Technical Lead

Customer Service Manager

Regional Manager

Industries
Unfair Dismissals Acts 1977-2015: Sets out the framework for what constitutes fair dismissal in Ireland, including procedures that must be followed and circumstances that may justify termination. Employees with over 12 months service are protected.
Minimum Notice and Terms of Employment Acts 1973-2005: Specifies the minimum notice periods required for termination based on length of service. Ranges from 1 week for employees with 13 weeks to 2 years service, up to 8 weeks for those with 15+ years service.
Protection of Employment Acts 1977-2007: Provides for protection of employees' rights during termination and outlines obligations regarding collective redundancies.
Employment Equality Acts 1998-2015: Ensures termination cannot be based on discriminatory grounds including gender, civil status, family status, age, race, religion, disability, sexual orientation, or membership of the Traveller community.
Industrial Relations Acts 1946-2015: Provides framework for dispute resolution and ensures fair procedures in employment terminations.
Organisation of Working Time Act 1997: Relevant for calculating any outstanding leave entitlements that need to be addressed in the termination letter.
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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