Employee Termination Rules in NGOs

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1.9 Prohibition on Outside Employment and/or Engagement

Full-time regular employees of NGO are not allowed to undertake outside employment.

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1.10 Termination of Employment

1.10.1 Conditions for Termination

Employees shall lose their jobs under any of the following conditions:

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(1) Voluntary Resignation

i. Personnel wishing to resign from post may do so by giving a resignation letter to the Executive Director stating the reasons for resignation and effective date of the same. One month of prior notice is required for such resignations.
ii. The date in which the resignation letter is received at the NGO office is considered the date on which notice of resignation is given. Failure to provide sufficient notice may be ground for forfeiture of all accrued employee benefits.

(2) Redundancy of the Position

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Depending on the nature and volume of its operation, NGO may declare certain positions redundant. Persons occupying those positions will therefore be forced to be separated from NGO with proper notice. While doing so, NGO will give at least 2 months notice in advance.

(3) Termination with Cause Grounds for employee termination are the following:

i. continuing inefficiency and gross negligence of duty.
ii. fund embezzlement.
iii. Misuse of office equipment, and other properties.
iv. repeated unauthorized absences and leaves
v. intoxication while on official business or within office premises
vi. unauthorized disclosure of official information

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(4) Retirement

When an employee reaches the age of retirement, according to the country’s law, the employment relationship comes to an end. NGO shall notify the employee by letter, stating the date the employment terminates.

The retiring employee shall receive salary up the date of departure and other allowances such as the Provident Fund, as specified in his/her agreement.

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(5) Death

When an employee dies, his/her salary and benefits will automatically be paid to his/her legal heirs.

1.10.2 Procedures for Termination and/or Disciplinary Action

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i. NGO will ask the employee for a written explanation on the offense deemed committed by the employee concerned, identifying the charges against him/her and the particulars of the facts relied upon to support it.
ii. The employee is given 3 working days to submit his/her explanations.
iii. Based on the written explanations submitted by the employee concerned and the strength of evidence presented, NGO may choose to decide on the charges or pursue further investigation of the case.
iv. NGO can, shall it feel necessary to, suspend the employee in question from duty during the period of investigation subject to the following conditions:
a. should the employee be in a position to tamper with the evidence against him/her.
b. should the employee’s continuing presence in the organization be deemed inimical to the interest of the organization.


1. Purpose and Categories of Personnel…..2. Volunteers and Personnel Recruitment…..3. Appointment Letter and Staff Orientation at the NGO…..4. Employee Salary Benefits in NGOs…..5. Travel Rules & Regulations at NGO…..6. Holidays and Leave in NGOs…..7. Employee Termination Rules in NGOs…..8. Conflict Management Policy in NGOs…..9. Settling Grievance Policy in NGOs…..10. Peformance Evaluation System Policy for NGOs…..11. Policy for Annual Performance Evaluation at NGOs

More NGO Operational Policies:

1. General Personnel Policy (also Human Resource Policy)
2. Communications Policy
3. Computer Policy
4. Procurement Policy
5. Fixed Assets Policy
6. Finance Policy