Labour Standards sets the conditions, Protection of Employment handles the ending

By Equipo Saplic Published on 12/08/2026 Updated on 12/08/2026

Knowing which one applies saves looking in the wrong place.

For guidance only

The amounts and deadlines in this guide can change by law. Always check the update date and the official sources cited below. For a specific case, consult the labour authority or a professional.

In this guide
  1. The Labour Standards Act, Chapter 89:05
  2. The Protection of Employment Act, Chapter 89:02
  3. The Industrial Relations Act, Chapter 89:01
  4. Who enforces
  5. Notice must state the reason
  6. How employment can end
  7. Redundancy has extra steps
  8. Probation

Dominica's employment framework rests on a small set of laws that have been on the books for decades and are still actively enforced.

The Labour Standards Act, Chapter 89:05

The core statute for working conditions: hours, leave, overtime and wages.

If your question is about how much leave you get or how overtime is paid, this is the Act.

The Protection of Employment Act, Chapter 89:02

Governs termination: notice rules, redundancy formulas and unfair dismissal protections.

If your question is about how a job ends and what you are owed, this is the Act.

The Industrial Relations Act, Chapter 89:01

Establishes the Industrial Relations Tribunal, which handles disputes that cannot be resolved at Commissioner level.

The Tribunal has the power to order reinstatement, compensation and back pay.

Who enforces

The Labour Division of the Ministry of National Security and Home Affairs, through its Labour Commissioner and a small inspectorate.

The two Acts together form the floor that every Dominica employer, foreign or local, must respect.

Notice must state the reason

A specific requirement worth knowing: notice must be in writing and must state the reason or reasons.

A termination notice with no stated reason does not meet the requirement.

How employment can end

Contracts may end by resignation, dismissal for misconduct or incapacity, redundancy for economic reasons, mutual agreement, or expiry of a fixed term.

Redundancy has extra steps

For redundancy and collective situations, there are procedural steps — consultation and notification — and re-employment preference rules.

That last point matters: if the employer rehires for the role you were made redundant from, preference rules may apply to you.

Probation

Not mandated by statute. It is set in the contract itself, with a market norm of three months and up to six for skilled technical and managerial roles.

During probation either party may terminate with shorter notice, often one week, provided the contract states this clearly.

Frequently asked questions

Which Act covers working conditions?
The Labour Standards Act, Chapter 89:05, which sets minimum standards on hours, leave, overtime and wages.
Which Act covers termination?
The Protection of Employment Act, Chapter 89:02, which sets out notice rules, redundancy formulas and unfair dismissal protections.
What can the Industrial Relations Tribunal do?
It handles disputes that cannot be resolved at Commissioner level and has power to order reinstatement, compensation and back pay.
Does my termination notice have to give a reason?
Yes. Notice must be in writing and must state the reason or reasons. A notice with no stated reason does not meet the requirement.
Is probation set by law?
No, it is contractual. The market norm is three months, up to six for skilled technical and managerial roles, with shorter notice during probation if the contract says so.

Sources

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