Yemen

Yemeni law stipulates that an employer can dismiss a worker for harassment, incompetence, fraud, divulging company secrets, assault, disregarding safety rules, or such similar acts of gross misconduct.

Employees are only entitled to prior notice of termination if they’re dismissed because of medical incapacity, absenteeism, retirement, redundancy, or if they fail to abide with the terms of the employment contract.

In such cases, the notice period (or payment in lieu of notice) depends on how often the worker is paid, that is:

1. 30 days for workers who’re paid monthly

2. 15 days for workers who’re paid half-monthly, and

3. One week’s notice for hourly, daily, and weekly workers

There’s no notice required from both employer and employee if:

1. Both parties agree to end a contract

2. The contract expires without renewal

3. A labour arbitration judgement terminates the contract, or

4. If the worker dies

Employees who’re dismissed without just cause are entitled to severance benefits that will be decided by an Arbitration Committee, up to a limit of six months’ wages.

Probation periods must be stated in the employment contract and must not exceed six months. An employer cannot hire the same worker to work on a probationary basis more than once.