A Legal Perspective on How to Navigate Unlawful Termination Under Sri Lankan Labour Law
Key Takeaways Introduction Under the Employment Law in Sri Lanka, employment termination generally falls into two main types: resignation by the employee and dismissal by the employer. Both are regulated by labour laws, with key legislation being the Termination of Employment of Workmen (Special Provisions) Act (TEWA), No. 45 of 1971, the Industrial Disputes Act, No. 43 of 1950. When considering about terminations of employees by employer there can be identity unlawful terminations in Sri Lanka. Unlawful termination occurs when an employer dismisses an employee in violation of labor laws or the terms of the employment contract. In Sri Lanka, an employer cannot arbitrarily dismiss a worker without just cause or without the legal procedures. Employers must have valid grounds to terminate employment. These include retrenchment due to economic reasons, restructuring, or closure of the business, serious misconducts of employee (Theft, fraud, or violent behaviour), poor performance etc. Procedures for Termination The Termination of Employment of Workmen (Special Provisions) Act, No. 45 of 1971 governs the termination of employees in Sri Lanka. Section 2 of the act mandates that employers cannot dismiss a worker without either obtaining the worker’s consent or receiving written approval from the Commissioner of Labour. Therefore, when terminating employment, employers must follow these procedural steps to ensure compliance with the law: What happens if termination is deemed unlawful? According to industrial dispute act, if an employer unlawfully terminates an employee, the Labour Tribunal or a competent court can: When considering case laws regarding this, Somawathie v Baksons Textile Industries Ltd (79 (1) NLR 204),the court found that termination due to gossiping was disproportionate to the misconduct. While reinstatement was not ordered, the worker was awarded compensation. Furthermore, in the case of Ceylon Ceramics Corporations v Weerasinghe (SC 24/76), the court tackled the issue of whether a wrongfully dismissed employee should always be reinstated. The general principle derived from this case is that reinstatement is the usual remedy in cases of wrongful dismissal. However, this principle is not absolute, and the court introduced the possibility of exceptional circumstances where reinstatement may not be appropriate. What should employees do if they face unlawful termination? If you believe you were unlawfully terminated, you should: Under the employment law in Sri Lanka, unlawful termination claims can lead to significant legal consequences for employers. Employers must ensure that all terminations are justified and follow the proper procedures under TEWA and the Industrial Disputes Act. On the other hand, employees who believe they have been wrongfully dismissed should promptly seek redress through the Labour Tribunal, which has the power to order reinstatement or compensation for unlawful terminations.