Notice period

In Chile, the statutory notice period for termination is thirty days. This requirement applies when an employer terminates an employment contract for just cause, as defined under Article 161 of the Chilean Labor Code. The employer must provide written notice to the worker at least thirty days before the termination becomes effective, and must simultaneously submit a copy of this notice to the relevant Labor Inspectorate.

The thirty-day notice period is governed by Article 162 of the Código del Trabajo (Chilean Labor Code), administered by the Superintendencia de Seguridad Social (SUSESO). This provision ensures workers receive adequate advance warning of termination and allows the labor authority to monitor compliance with dismissal procedures.

The notice must be formal and documented. During the thirty-day period, the employment relationship continues, meaning the worker remains entitled to wages, benefits, and other contractual protections. The employer cannot shorten this period unilaterally, and failure to provide proper notice can expose the employer to legal claims for damages and potential reinstatement orders.

Employers and payroll teams must maintain clear records of all termination notices, including the date issued, the stated cause for dismissal, and proof of delivery to both the worker and the Labor Inspectorate. The notice should reference the specific grounds under Article 161 justifying the termination. Compliance with the thirty-day notice requirement is essential to avoid disputes and ensure the termination is legally valid under Chilean employment law.