Notice: from one week to ten, depending how long you have been there

The Employment Rights Act sets out the notice an employer must give before ending a contract, based on length of continuous service.

The scale

For hourly, daily or weekly paid employees continuously employed for one year or more, section 22 sets minimum notice as follows:

• 1 week where service is less than 2 years
• 2 weeks where service is 2 years but less than 5
• 4 weeks where service is 5 years but less than 10
• 6 weeks where service is 10 years but less than 15
• 10 weeks where service is 15 years or more

Some published guidance gives 8 weeks rather than 10 at the top tier. If you are in that band, confirm the figure with the Ministry of Labour before relying on it.

Your right to a written reason

Employees with at least one year of continuous service have the right to receive a written statement of the reason for their dismissal upon request.

Ask for it. It is the document any subsequent claim will turn on, and requesting it costs nothing.

Notice works both ways

The Act allows either party to end a contract with notice. If you resign, you owe notice too.

Fixed-term contracts

Where an employer will not renew a fixed-term contract, they must give written notice of that decision.

Termination requires a valid reason

An employer must have a fair and legally valid reason for terminating an employee, and must follow a fair procedure — including the required notice period and severance where applicable.

Barbados does not operate at-will employment.

If you think the dismissal was unfair

An employee who considers their dismissal unfair can pursue the matter. The Employment Rights Act provides the framework, and the Ministry of Labour oversees compliance.

Probation

Typically up to six months, with specific notification requirements applying to terminations during that period.