Labour Law Archives | Sri Lanka Labour Law & HR Resources

“Resignation vs. Termination: What Is the Difference?”

by Chandimal GunasekaraHuman Resources, Labour Law September 23, 2026September 27, 2026No Comments

Understanding the difference between resignation and termination is important for both employers and employees in Sri Lanka. Although both can bring an employment relationship to an end, the circumstances, legal implications, and available remedies can be different. What Is Resignation? Resignation occurs when an employee voluntarily decides to end the employment relationship. For example, an …

Domestic Inquiry in the Workplace

by Chandimal GunasekaraHuman Resources, Labour Law September 23, 2026October 4, 2026No Comments

A domestic inquiry is a formal internal process used by an employer to examine allegations of employee misconduct and provide the employee an opportunity to respond. It helps an organization establish the facts before making a disciplinary decision. A proper domestic inquiry generally involves identifying the allegation, conducting a preliminary investigation, framing charges, giving the …

Constructive Termination – When Resignation May Become a Legal Issue

by Chandimal GunasekaraHuman Resources, Labour Law, Laws September 28, 2024September 27, 2026No Comments

Constructive termination Constructive termination refers to a situation where an employee resigns, but the circumstances leading to the resignation are alleged to have been created by the employer. In a normal resignation, the employee voluntarily chooses to end the employment relationship. In a constructive termination situation, the employee may argue that they had no reasonable …

Disciplinary Actions

by Chandimal GunasekaraArticles, Human Resources, Labour Law September 25, 2024September 27, 2026No Comments

Importance of Natural Justice: What You Need to Know Disciplinary Action – Importance of Natural Justice in Sri Lanka In Sri Lankan employment practice, natural justice is a key principle of a fair disciplinary process. An employee should know the allegations against them and be given a reasonable opportunity to explain, defend, and challenge the …