Notice Period by Country — Cross-Border Comparison

This comparison, including its text and figures, was compiled with the help of artificial intelligence.

Updated:

This table compares the statutory notice period an employer must give when dismissing a permanent employee across several European markets, shown in calendar days at 1, 5 and 10 years of service. The figures come from TrendBite's notice-period calculators, each checked against the national labour code. Periods set in months are shown at 30 days per month.

The longest notice at one year of service is in Czechia and Slovakia (60 days each, as of September 2026) and the shortest in Serbia (8 days, as of September 2026) — a 52-day gap.

#160 daysCzechiaNotice at 1 year (days)
#108 daysSerbiaNotice at 1 year (days)
#630 daysPolandNotice at 1 year (days)
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Czechia60 daysSlovakia60 daysBulgaria30 daysGreece30 daysCroatia30 daysPoland30 daysSlovenia30 daysRomania28 daysSpain15 daysSerbia8 days
#Notice at 1 year (days)Notice at 5 years (days)Notice at 10 years (days)
1Czechia606060
2Slovakia609090
3Bulgaria303030
4Greece3090120
5Croatia306074
6Poland309090
7Slovenia303646
8Romania282828
9Spain151515
10Serbia888

Methodology

Figures come from TrendBite's notice-period calculator pages, each verified against the national labour code linked in every row. Values are the statutory minimum notice an employer must give when dismissing a permanent employee on standard grounds, expressed in calendar days; statutory periods stated in months are converted at 30 days per month. Protective periods, probation and collective-agreement enhancements are not included. No currency conversion applies — every figure is a duration. Romania's labour code counts the dismissal notice in working days (20 working days); it is converted here to calendar days at seven days per five-day working week (28 calendar days), and the real span shifts with the weekday the notice starts on and grows further when a public holiday falls on a weekday inside it. For Serbia, the figure is the statutory minimum employer notice of 8 days, set by the employer's general act and not scaled by length of service. For Slovakia, the figure is for a dismissal on organisational or health grounds (Section 63(1)(a)–(c) of the Labour Code), where notice rises to three months from five years of service; on other employer grounds it stays at two months.

Sources