Notice period

Costa Rica's notice period requirement establishes mandatory advance notification periods that employers and employees must observe when terminating employment contracts. After one year of continuous work, either party must provide one month's written notice before ending the employment relationship. For workers aged fifty-five or older who have completed ten years of continuous service, the notice period extends to a minimum of four months, providing enhanced job security protections for senior workers with substantial tenure.

These requirements are governed by Costa Rica's Labor Code (Código de Trabajo), as administered by the Ministry of Labor and Social Security (Ministerio de Trabajo y Seguridad Social). The regulations reflect Costa Rica's commitment to protecting worker stability and ensuring adequate transition time for both employers and employees.

Employers and payroll teams operating in Costa Rica must carefully track employee tenure and age to determine which notice period applies. For employees with less than one year of service, notice periods may differ and should be verified against current labor regulations. Documentation of notice delivery is essential, as failure to comply with statutory notice periods can result in legal liability and severance payment obligations. Employers should maintain clear records of employment start dates and communicate notice requirements transparently to all staff members. When terminating employment, written notice must be provided in accordance with the applicable period based on the employee's length of service and age, ensuring compliance with Costa Rican labor law and avoiding potential disputes or penalties.