The Letter of Termination of Employment is a crucial document in Belgian employment law that formally communicates the end of an employment relationship. It must be used whenever an employer decides to terminate an employee's contract, whether with notice period or immediate effect. The document needs to comply with strict Belgian legal requirements, including proper notice periods calculated according to the Employment Contracts Act and related royal decrees. A valid Letter of Termination of Employment must contain specific elements such as termination date, notice period details, and final payment arrangements. It may also need to address special circumstances such as protected worker status, garden leave arrangements, or reference to settlement agreements. The document serves as a legal record of the termination and protects both employer and employee by clearly stating the terms of the employment termination.
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1. Letter Header: Company letterhead, date, and formal business letter formatting
2. Recipient Details: Employee's full name and address
3. Subject Line: Clear indication that this is a termination notice (e.g., 'Notice of Employment Termination')
4. Opening Statement: Formal opening and clear statement of employment termination
5. Employment Details: Reference to the employment contract, position, and start date
6. Termination Details: Specific details about the termination including effective date and notice period
7. Final Payment Information: Information about final salary, holiday pay, and other outstanding payments
8. Company Property: Instructions regarding the return of company property
9. Closing Statement: Professional closing with reference to any future correspondence
10. Signature Block: Company representative's name, title, and signature
1. Reason for Termination: Include if required by law or if termination is for cause
2. Garden Leave: Include if employee is being placed on garden leave during notice period
3. Non-Compete Reminder: Include if employment contract contains post-employment restrictions
4. Outplacement Services: Include if company is offering outplacement support
5. Reference Offer: Include if company is willing to provide future references
6. Settlement Agreement Reference: Include if termination is part of a separate settlement agreement
7. Handover Instructions: Include if specific handover of duties is required
1. Calculation of Final Payments: Detailed breakdown of final salary, holiday pay, and other entitlements
2. Company Property List: Itemized list of company property to be returned
3. Handover Checklist: List of tasks and responsibilities to be handed over
4. Legal Notice Period Calculation: Detailed calculation of notice period according to Belgian law
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