Termination in Dominica is regulated primarily by the Protection of Employment Act, Chapter 89:02.
How contracts can end
- Resignation
- Dismissal for misconduct or incapacity
- Redundancy for economic reasons
- Mutual agreement
- Expiry of a fixed term
The written notice requirement
Notice must be in writing and must state the reason or reasons.
This is more demanding than in several neighbouring jurisdictions, and it works in your favour: the stated reason becomes the reason that can be examined later.
If you received notice with no reason stated, that is a procedural failure worth raising.
Redundancy and collective situations
These carry additional obligations: consultation and notification steps, plus re-employment preference rules.
Unfair dismissal
The Protection of Employment Act contains unfair dismissal protections. Disputes that cannot be resolved at Commissioner level go to the Industrial Relations Tribunal under the Industrial Relations Act, Chapter 89:01.
The Tribunal can order reinstatement, compensation and back pay.
Probation
Not mandated by statute — it is set in the contract. The market norm is three months, with up to six months used for skilled technical and managerial roles.
During probation, either party may terminate with shorter notice, often one week, provided the contract states this clearly.
If your contract is silent on probation notice, the shorter period does not automatically apply.
Work permits
Non-citizens require work authorisation. Permits are issued by the Labour Division, applications are employer-sponsored, and they are valid for one year and renewable.
A work permit confers residency if employment exceeds six months.
What to keep
Your contract, the written notice with its stated reason, payslips, and your DSS contribution record.
The Labour Division enforces both Acts through the Labour Commissioner and a small inspectorate — your documentation is what makes a complaint actionable.