Notice Periods, Termination & Final Settlement: Getting the Ending Right
How to part ways with dignity — the notice you owe, the dues you must pay, and the paperwork that keeps things clean.
Endings, in any employment, are harder than beginnings. Domestic help is no exception — perhaps more so, because the work happens inside your home and often involves people you have grown attached to. A calm, well-handled parting protects both sides. A rushed or angry one leaves damage that lingers for years.
Notice periods, by arrangement
Notice should be proportional to the length and intimacy of the arrangement. As a working guide:
- Part-time help under six months: seven days on either side.
- Part-time help over six months: fifteen days on either side.
- Full-time live-out: fifteen to thirty days.
- Live-in staff: at least thirty days — because they need time to find both a job and a place to live.
The notice period is a two-way street. If you ask for thirty days from a worker who wants to leave, be prepared to give thirty days when you want them to leave. If you prefer they not serve out the notice, pay in lieu — the full salary for the notice period, in a lump sum.
Grounds for immediate termination
There are situations where notice is neither reasonable nor safe. Theft, verified physical harm to a child or elder, or serious breach of trust are legitimate grounds for immediate dismissal. Even then, follow a short process:
- Document what happened, with dates, times, and any evidence.
- Speak to the worker in the presence of a witness before acting.
- Pay all dues to the day of termination — earned salary, unused leave, any pending bonus. Never withhold dues as a form of punishment; it is both unethical and, in most cases, unlawful.
- If a criminal matter is involved, file a police complaint. Do not attempt to handle it privately — that protects neither of you.
A worker fired without dues on a Friday night is a worker forced to make bad choices by Monday. Pay what is owed, on time, always.
The final settlement
On the last day, the settlement should include, at a minimum:
- Salary earned to the last working day, prorated if mid-month.
- Any pending festival bonus that has already accrued.
- Cash value of unused paid leave for the year.
- Return of any personal items — ID copies, uniforms, keys.
- A signed settlement note, kept by both sides.
Writing a fair reference
A future employer will call. Answer honestly — and answer with care. If the worker left on good terms, say so clearly; a warm reference costs you nothing and can change a person's next year. If there were problems, be factual, name only the specific issue, and avoid character judgments. "She was reliable with cleaning but struggled with cooking" is fair. "She was lazy" is not.
The complete framework for hiring, contracts, and endings is bundled in our Complete Hiring & Verification Kit — including a ready-to-use settlement note template.
