The Ministry of Labor has outlined eight scenarios that would allow employers to fire their workers without notice and paying end-of service benefits, and seven situations in which workers can leave without prior notice.

The ministry has set out the conditions on its website and Twitter account.

Employers cannot terminate the contracts of their employees without notice, except in eight cases and on the condition that they must state their reasons for doing so.

An employer may terminate a contract if the worker assaulted any member of the family or company; did not meet contractual obligations stated; or did not follow orders.

A worker can also be fired for intentionally endangering the safety of others, despite repeated and written warnings; or for breaching codes of conduct.

An employer can fire a worker if it is proven that the worker’s behavior caused material losses, and on condition that the employer reports the incident to the relevant authority within 24 hours.

A worker can also be fired for presenting false educational qualifications, was absent from work for more than 20 days for non-legitimate reasons over a one-year period, or absent 10 days in a row without genuine reasons.

A company can also fire a worker for using his or her position for personal gain, or disclosing the firm’s industrial or commercial secrets.

In contrast, employees in the private sector can quit their jobs if their companies fail to fulfill their financial obligations, or change clauses in their contracts without consent.

Workers can also leave if an employer assaults them, or acts in an unethical or immoral manner.

They can also quit if their employers insult or treat them cruelly, or if they are forced to work in unsafe conditions.

 
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