Newfoundland and Labrador Severance Pay Calculator
Estimate the statutory minimum termination pay in Newfoundland and Labrador from your length of service and weekly pay.
Below the minimum service of 3 months, there may be no statutory entitlement.
Newfoundland and Labrador termination pay rules
Newfoundland and Labrador's Labour Standards Act requires written notice of termination (or pay in lieu) once an employee has three months of continuous service: 1 week rising to a maximum of 6 weeks after 15 years. There is no separate statutory 'severance pay' beyond this notice entitlement.
- 1 week after 3 months; 2 weeks after 2 years; 3 weeks after 5 years; 4 weeks after 10 years; 6 weeks after 15 years of continuous employment.
- The employer may give the equivalent written notice instead of pay in lieu.
- No statutory notice is required in the first three months of employment, or where there is just cause for dismissal.
This estimates the NL statutory minimum notice/pay in lieu. NL adds no separate severance pay on top, but common-law reasonable notice for non-unionized employees is frequently much higher — often around a month per year of service. Confirm with an employment lawyer before a dismissal.
Termination pay by length of service
| Completed service | Weeks' pay |
|---|---|
| 3 months+ | 1 week |
| 2+ years | 2 weeks |
| 5+ years | 3 weeks |
| 10+ years | 4 weeks |
| 15+ years | 6 weeks |
Frequently asked questions
It is based on length of service — broadly one week's pay per year, up to a maximum of 6 weeks. You generally qualify after 3 months of employment. The calculator multiplies the weeks owed by your weekly pay.
No. This is the statutory minimum set by employment standards. Non-unionized employees can often claim common-law reasonable notice instead, which is frequently much higher — sometimes around a month of pay per year of service. The statutory amount is a floor, not a ceiling.
Yes. Employers can usually provide the equivalent period of written working notice, pay in lieu, or a combination. Termination pay is what is owed when sufficient notice is not given.
The statutory termination entitlement is capped at 6 weeks' pay. Additional entitlements (such as Ontario's separate ESA severance pay or common-law notice) can exceed this.