Dismissal and notice periods in Suriname

An employer in Suriname can generally only dismiss an employee with a dismissal permit from the Dismissal Committee, followed by the statutory notice period. Without a permit the dismissal is void, apart from a few legal exceptions such as the probation period, mutual consent and summary dismissal. This guide explains how it works for employers and what you can do if you were dismissed.

How Surinamese dismissal law works

Since 1983 Suriname has had a "dual" system. The government checks in advance whether a dismissal is justified (the dismissal permit), and on top of that the Civil Code rules on notice, notice periods and compensation apply.

• Dismissal Act 2018 (Ontslagwet, S.B. 2018 no. 94): the ban on dismissal without a permit, the exceptions, the Dismissal Committee, reporting summary dismissals and review by the Labour Affairs Board (College van Arbeidszaken). It replaced the 1983 Dismissal Permit Act.
• Civil Code, Book 7, title 10 (since 1 May 2025): notice periods, dismissal bans, urgent reasons, compensation, manifestly unreasonable dismissal and dissolution by the cantonal court. With the new Civil Code the dismissal bans and the duty to hear the employee were moved word for word from the Dismissal Act (old articles 6 to 9) to articles 7:670 to 670c. The permit system itself did not change (Adaptation Act, S.B. 2024 no. 168).

The Minister has delegated permit decisions to the Dismissal Committee (Ontslagcommissie); reports of summary dismissal are assessed by the Head of the Labour Inspectorate. Since 16 July 2025 labour matters fall under the Ministry of Health, Welfare and Labour (S.B. 2025 no. 94). The Dismissal Act does not apply to civil servants (landsdienaren).

All the ways employment can end

Notice periods

Example: after 6 full years of service the employer's notice is 6 weeks and the employee's is 3 weeks (art. 7:672). Also:

• Notice after a permit. The employer may deduct the time the permit procedure took from its notice period, but at least one month must remain (art. 7:672(4)). Read literally, notice after a permit is therefore never shorter than one month. If in doubt, use the longer period: giving too little notice makes you liable for damages.
• Longer or shorter. Longer periods can be agreed in writing. The employee's period may be at most 6 months, and the employer's must then be at least double. The employer's period can only be shortened by a collective agreement (CAO) or government regulation.
• Effective date. Notice ends on the day set by the contract, company rules or custom, for example the end of the month. If nothing is set, any day (art. 7:672(1)).
• Consecutive contracts count: when fixed-term contracts convert into a permanent one, notice is calculated from the first contract (art. 7:667c(5)).
• Annual leave may not be offset against the notice period (art. 12 Annual Leave Act).

Work out an end date with Date calculator.

Dismissal with a permit: step by step

1. Check the dismissal bans. Is the employee sick, pregnant, on leave, a union representative, or did he just complain to the Labour Inspectorate? See the section on dismissal bans below.
2. Build your file. For performance or conduct, record warnings, meetings and agreements in writing. For economic reasons, document the figures and why this particular position is affected.
3. Hear the employee. For a reason related to the employee, he must first get the chance to respond orally or in writing, and must be given at least three working days for this. He may bring someone to assist him, such as the union (art. 7:670b). Do not wait too long: an employer who waits too long after learning of the reason loses the right to give notice for it (art. 7:670c).
4. Apply for the permit in writing to the Dismissal Committee, with clear reasons and evidence. Include at least the company details, number of employees, the employee's name, date of birth, start date, job and pay, and the reasons. Ask the ministry for the current form and where to file it. The committee can hear the employee.
5. Wait for the decision. The Dismissal Committee decides within 30 days, in writing and with reasons, and may attach conditions, such as a payment (art. 10 Dismissal Act). Unlike under the old law, the permit is not deemed granted when the deadline passes.
6. Give notice within 8 weeks. The permit is valid for 8 weeks from the written notification (art. 11). Give notice in writing, with the correct notice period and effective date. On request, give the reason in writing (art. 7:669).
7. Wrap up. Final pay with leave payout, payslip and, on request, a reference letter (see below).

Employer and employee can ask the Labour Affairs Board (College van Arbeidszaken) in writing to review a decision of the Dismissal Committee or the Head of the Labour Inspectorate within 7 working days; the Board decides within 3 weeks (art. 13 Dismissal Act). Ask the ministry where to file the request. Even with a permit, the employee can still go to the cantonal court if he considers the dismissal manifestly unreasonable.

Summary dismissal (on the spot)

For an urgent reason the employer may end the contract immediately, without a permit and without notice. An urgent reason is conduct that means the employer cannot reasonably be expected to continue the contract (art. 7:678). The law gives examples, including: false diplomas or references when applying, theft, embezzlement or fraud, assault or serious threats against colleagues or the employer, drunkenness or drug use despite a warning, deliberately damaging company property, leaking business secrets and persistently refusing reasonable instructions.

1. Act immediately and state the reason at the same time as the dismissal, preferably in writing. Dismissing without an urgent reason, or without stating the reason at the same time, makes you liable for damages (art. 7:677).
2. Report within 4 working days in writing to the Head of the Labour Inspectorate, stating the urgent reason (art. 2(2) Dismissal Act).
3. The dismissal is suspended until the Head of the Labour Inspectorate decides there is no objection. That decision follows within 14 working days and applies retroactively to the day of dismissal (art. 5).
4. No report, or an objection? Then the dismissal is void (art. 12) and the employment continues.

Probation period

During a valid probation period employer and employee can end the contract immediately, without a permit, notice or compensation (art. 7:676). Probation is only valid if agreed in writing, equal for both parties and no longer than two months, including any earlier probation period (art. 7:652). If any of these conditions is not met, there is no probation at all and a dismissal needs a permit. Even during probation you may not dismiss for a prohibited reason, such as pregnancy or discrimination.

Termination by mutual consent

If employer and employee agree, no permit is needed (art. 4 Dismissal Act). Either side may take the initiative. Record the terms in a signed termination agreement that covers at least:

• The end date, and whether the employee works until then or is released from duties.
• Pay up to the end date and payout of untaken leave days with the leave allowance.
• Any payment and when it will be made.
• The reference letter and what it will say.
• Return of company property, and whether a non-compete clause still applies.
• That neither party owes the other anything afterwards (full and final settlement), if that is intended.

As an employee: do not sign under pressure. Ask for time to think and have the offer checked by your union or a lawyer. An employer who pressures an employee into signing risks having the agreement challenged later.

Fixed-term contracts

• A fixed-term contract ends automatically on its end date (art. 7:667). Under the Dismissal Act, ending without a permit only applies to the contract entered into for the first time (art. 4(b)). For a renewed or follow-on fixed-term contract, the end does not fall under that exception. In that case, ask the ministry beforehand whether you need a permit.
• Prior notice is only needed if agreed in writing, if law or custom requires it, or if the contract was tacitly continued. If the employee simply keeps working after the end date without objection, the contract is renewed for the same term, up to one year (art. 7:668).
• Early termination is only possible if agreed in writing for both parties (art. 7:667(3)).
• After more than three consecutive contracts or more than 24 months (gaps of up to three months count), the contract is permanent (art. 7:667c). Alternating between hiring someone on fixed-term contracts and borrowing the same person through an agency to avoid this is prohibited (art. 7:667g).

Restructuring and collective dismissal

The Dismissal Act 2018 has no separate procedure for collective dismissal. An older 1994 ministerial order that covered it has lapsed (Piroe, Surinaams Juristenblad 2023). So in a restructuring you still need a dismissal permit for each employee, unless an exception applies. Ask the ministry how to file several applications together. Also note:

• A collective agreement (CAO) may contain rules on consulting the union, selection order and payments.
• Departing from an applicable ratio or seniority rule without serious grounds risks the court finding the dismissal manifestly unreasonable (art. 7:681(2)).
• Dismissal because of a strike is prohibited unless a court has declared the strike unlawful (art. 7:670(2)).

Dismissal bans: when you may not dismiss

The employer may not give notice:

• During sickness or after an accident, unless the incapacity has lasted at least 6 weeks (with a doctor's statement) or started only after the permit application was received (art. 7:670(3)). The ban lapses if the employee refuses without good reason to cooperate with recovery or suitable work (art. 7:670a).
• During pregnancy, maternity leave and after return to work, except for an urgent reason or if the formal dismissal procedure began before the pregnancy was reported (arts. 7:633g and 670(4)).
• Because an employee requested or took paternity leave (art. 7:633g(4)).
• Because of union membership, union activities or the role of employee representative (art. 7:670(1)).
• During a legal or government duty in the interest of security or public order (art. 7:670(5)).
• Because the employee filed a complaint, took legal action against the employer or contacted the Labour Inspectorate (art. 7:670(6)).
• On grounds of race, colour, sex, sexual orientation, religion, political opinion, origin, health (including chronic conditions), marital status or age, except pension rules (art. 7:670(6) and the Equal Treatment in Employment Act).
• Because the employee withdrew from life-threatening work and reported it immediately (art. 7:670(6)).
• Because the employee reported or testified about violence or sexual harassment. Such acts are void by law (art. 3 Violence and Sexual Harassment at Work Act).

A clause ending the contract on marriage, pregnancy or childbirth is void (art. 7:667h). Notice given in breach of art. 7:670(1) to (5) (union, strike, sickness, pregnancy, public duty) can be annulled by the employee within two months by informing the employer (art. 7:677(5)). Notice in breach of the maternity and paternity leave rules is void (art. 7:633g(5)). For dismissal over a complaint, discrimination or refusing dangerous work, the employee can go to the cantonal court, for example for manifestly unreasonable dismissal.

Severance and compensation

Book 7 and the Dismissal Act 2018 provide no fixed severance payment per year of service. Money can still be owed in these cases:

A dismissal is manifestly unreasonable, among other cases, if no reason or a false reason is given, if the consequences for the employee are too serious compared with the employer's interest, or if it is connected with sickness (art. 7:681).

Final pay and reference letter

• Pay up to and including the last day, with overtime and allowances, and a payslip.
• Annual leave: untaken days are paid out with the leave allowance. For a dismissal that is not for an urgent reason, the current year also counts: as many twelfths as full months worked (art. 12 Annual Leave Act). Check it with Annual leave and leave allowance.
• Contract or CAO terms, such as a pro-rata bonus or thirteenth month, if agreed. For wage tax on such special payments see Income tax 2026.
• Set-off against the employee's debts is allowed, but never against the part of pay protected from seizure (arts. 7:632 and 632a).
• Reference letter (getuigschrift): mandatory at the employee's request (art. 7:656). It states the type of work, the hours per day or week and the start and end dates. Only if the employee asks does it say how he performed, how the employment ended and, if the employer gave notice, the reason. An employer who refuses, or deliberately includes false information or hidden signals, is liable for the damage.

Resigning as an employee

An employee does not need a permit to resign. He observes his own notice period (see the table) and what the contract or CAO says; with less than two full years of service the law itself sets no minimum in weeks. Leaving immediately without an urgent reason makes the employee liable for pay over the notice period (arts. 7:677 and 680), and the employer may mention it in the reference letter. An employee may leave immediately for an urgent reason (art. 7:679), for example when wages are not paid on time, in case of assault or gross insults, or when the work involves serious danger that was not clear when he was hired. State the reason immediately and in writing.

Dismissed? What you can do

The Dismissal Committee and the Labour Inspectorate may hear employees about an application or report (art. 3 Dismissal Act); ask to be heard yourself if you disagree with the stated reason. For a case at the cantonal court, go to a lawyer or your union. At the request of either party the court can also dissolve the contract for serious reasons; the hearing starts no later than the fifth week after filing (art. 7:685). General rules on work and pay are in Labour law basics.

Common mistakes

• Giving notice without a permit because "it is a small business". The Dismissal Act applies to every employer with an employee.
• Not reporting a summary dismissal within 4 working days. The dismissal is then void and wages continue.
• Using a three-month or verbal probation period to let someone go.
• Letting a second or third fixed-term contract expire without checking whether a permit is needed.
• Not hearing the employee before applying for the permit, or waiting months after an incident.
• Letting the permit expire: after 8 weeks you must apply again.
• Offsetting leave days against the notice period.
• As an employee, signing a termination agreement on the spot without knowing your rights.

Sources

• Ontslagwet 2018 (S.B. 2018 no. 94)
• Burgerlijk Wetboek Boek 7 (S.B. 2024 no. 164), titel 10, afdeling 9 Einde van de arbeidsovereenkomst
• Aanpassingswet nieuw Burgerlijk Wetboek (S.B. 2024 no. 168), onderdeel DD Ontslagwet
• Vacantiewet 1975
• Wet Geweld en Seksuele Intimidatie Arbeid (S.B. 2022 no. 136)
• Wet Gelijke Behandeling Arbeid (S.B. 2022 no. 137)
• G. Piroe, Modernisering van het Surinaams ontslagrecht, Surinaams Juristenblad 2023
• Presidentieel Besluit departementen (S.B. 2025 no. 94)
• Ministerie van Volksgezondheid, Welzijn en Arbeid: contact

Checked on 21 October 2026. General information, not legal advice. For an actual dismissal, get advice from the ministry, your union or a lawyer.