{"id":136268,"date":"2026-04-07T13:44:12","date_gmt":"2026-04-07T13:44:12","guid":{"rendered":"https:\/\/my.legal500.com\/guides\/?post_type=comparative_guide&#038;p=136268"},"modified":"2026-04-07T13:44:12","modified_gmt":"2026-04-07T13:44:12","slug":"bermuda-employment-and-labour-law","status":"publish","type":"comparative_guide","link":"https:\/\/my.legal500.com\/guides\/chapter\/bermuda-employment-and-labour-law\/","title":{"rendered":"Bermuda: Employment and Labour Law"},"content":{"rendered":"","protected":false},"template":"","class_list":["post-136268","comparative_guide","type-comparative_guide","status-publish","hentry","guides-employment-and-labour-law","jurisdictions-bermuda"],"acf":[],"appp":{"post_list":{"below_title":"<div class=\"guide-author-details\"><span class=\"guide-author\">Carey Olsen<\/span><span class=\"guide-author-logo\"><img src=\"https:\/\/my.legal500.com\/guides\/wp-content\/uploads\/sites\/1\/2021\/01\/carey-olsen-jersey.jpg\"\/><\/span><\/div>"},"post_detail":{"above_title":"<div class=\"guide-author-details\"><span class=\"guide-author\">Carey Olsen<\/span><span class=\"guide-author-logo\"><img src=\"https:\/\/my.legal500.com\/guides\/wp-content\/uploads\/sites\/1\/2021\/01\/carey-olsen-jersey.jpg\"\/><\/span><\/div>","below_title":"<span class=\"guide-intro\">This country specific Q&amp;A provides an overview of Employment and Labour Law laws and regulations applicable in Bermuda<\/span><div class=\"guide-content\"><div class=\"filter\">\r\n\r\n\t\t\t\t<input type=\"text\" placeholder=\"Search questions and answers...\" class=\"filter-container__search-field\">\r\n\t\t\t<\/div>\r\n\r\n\t\t\t\r\n\r\n\r\n\t\t\t<ol class=\"custom-counter\">\r\n\r\n\t\t\t\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Does an employer need a reason to lawfully terminate an employment relationship? If so, state what reasons are lawful in your jurisdiction?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>An employer must have a valid reason to terminate an employee&#8217;s contract of employment under Bermuda&#8217;s Employment Act 2000 (Employment Act).<\/p>\n<p>A valid reason for termination must relate to:<\/p>\n<ul>\n<li>the employee&#8217;s ability;<\/li>\n<li>the employee&#8217;s performance;<\/li>\n<li>the employee&#8217;s conduct; or<\/li>\n<li>the operational requirements of the employer&#8217;s business.<\/li>\n<\/ul>\n<p>The Employment Act also sets out additional procedural requirements for dismissals connected to probationary period, repeated or serious misconduct, unsatisfactory performance, and redundancy. A dismissal without a valid reason and\/or without following the applicable statutory procedure may give rise to a claim of unfair dismissal.<\/p>\n<p>The Employment Act\u2019s protections apply to &#8220;employees&#8221; as defined in the legislation. Where a worker falls outside that definition, the statutory unfair\u2011dismissal regime does not restrict the ability to terminate.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, additional considerations apply if large numbers of dismissals (redundancies) are planned?  How many employees need to be affected for the additional considerations to apply?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The Employment Act does not prescribe different procedures for individual compared to multiple redundancies. There is no collective redundancy regime under Bermuda law. For any proposed redundancy, at least 14 days before giving notice of dismissal the employer must:<\/p>\n<ul>\n<li>inform affected employees (and any relevant trade union) of the existence of the redundancy situation (for example, a business reorganisation), the reasons for the potential termination, the number and categories of employees likely to be affected and the period over which the dismissals are likely to be carried out; and<\/li>\n<li>consult with affected employees (and their trade union or other representatives, if applicable) on measures to avert or minimise the adverse effects of redundancy and on steps to mitigate the impact on affected employees.<\/li>\n<\/ul>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, additional considerations apply if a worker\u2019s employment is terminated in the context of a business sale?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There are no additional considerations under Bermuda law where an employee&#8217;s employment is terminated by reason of a business sale.\u00a0 There is no equivalent legislation to the European Acquired Rights Directive (2001\/23\/EC) or the UK&#8217;s Transfer of Undertakings (Protection of Employment) Regulations 2006 (&#8220;TUPE&#8221;).<\/p>\n<p>However, if, on a business sale, an employee leaves their original employer\u2019s pension plan and joins a plan provided by a successor employer, the employee will:<\/p>\n<ul>\n<li>retain entitlement to benefits accrued in the original employer&#8217;s plan up to the effective date of the sale;<\/li>\n<li>receive credit for their total membership period in the original and successor employers&#8217; plans when determining eligibility for membership and benefit entitlements; and<\/li>\n<li>have their defined contribution pension account balance transferred to the successor employers&#8217; plan.<\/li>\n<\/ul>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Do employees need to have a minimum period of service in order to benefit from termination rights?  If so, what is the length of the service requirement?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>No minimum period of service is required to benefit from unfair dismissal protections under the Employment Act. However, the employee\u2019s contract must provide for at least 15 hours of work per week and more than three months of work in a year to be considered an &#8220;employee&#8221; and benefit from the protections afforded to employees under the Employment Act.<\/p>\n<p>Employers may require a probationary period of up to nine months (subject to limited exceptions). During probation, an employer may dismiss without notice for reasons relating to performance, performance review, conduct or the operational requirements of the business.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, is the minimum notice period to terminate employment?  Are there any categories of employee who typically have a contractual notice entitlement in excess of the minimum period?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Notice periods are usually set by contract. Senior employees and executives typically have longer contractual notice periods ranging from three to twelve months. Where no notice period is specified, the Employment Act requires the following minimums:<\/p>\n<ul>\n<li>one week\u2019s notice where the employee is paid weekly;<\/li>\n<li>two weeks\u2019 notice where the employee is paid every two weeks; and<\/li>\n<li>one month\u2019s notice where the employee is paid less frequently than every two weeks; or<\/li>\n<li>such longer period as may be customary for the nature and functions of the role.<\/li>\n<\/ul>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is it possible to make a payment to a worker to end the employment relationship instead of giving notice?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>An employer may pay in lieu of the statutory notice period. In that case, the employer must pay the wages and other remuneration that would have been due up to the end of the notice period and provide all benefits that would have accrued during that period.<\/p>\n<p>This entitlement is subject to any contractual notice provisions. Many contracts include an express payment-in-lieu clause which also specifies how the payment is calculated.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Can an employer require a worker to be on garden leave, that is, continue to employ and pay a worker during their notice period but require them to stay at home and not participate in any work?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>An employer may place an employee on garden leave where this has been agreed under the terms of their employment contract. Typically, a well drafted garden leave clause will also set parameters such as requirements for any contact with colleagues and clients, access to the employer&#8217;s IT network and whether annual leave continues to accrue.<\/p>\n<p>Attempting to impose garden leave without the employee\u2019s agreement risks a claim for breach of contract and\/or constructive unfair dismissal.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Does an employer have to follow a prescribed procedure to achieve an effective termination of the employment relationship? If yes, describe the requirements of that procedure or procedures. Is an employee entitled to appeal against their termination?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There is no single prescribed procedure for all dismissals. However, the risk of claims increases where statutory or contractual procedures are not followed. The Employment Act requires, among other things:<\/p>\n<ul>\n<li>appropriate notice of termination;<\/li>\n<li>in redundancy cases, termination only after appropriate consultation;<\/li>\n<li>in repeated misconduct cases, dismissal only if the employee has received an appropriate written warning within the preceding six months, or three appropriate warnings within the preceding year;<\/li>\n<li>in unsatisfactory performance cases, dismissal only if the employee has received an appropriate written warning within the preceding six months; and<\/li>\n<li>that employers act reasonably in disciplinary matters.<\/li>\n<\/ul>\n<p>There is no statutory right of appeal against termination, although employers may provide an appeal right in their internal policies.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">If the employer does not follow any prescribed procedure as described in response to question 8, what are the consequences for the employer?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>When assessing fairness, the Employment Tribunal will consider the employer&#8217;s compliance with statutory procedures and any applicable internal policies. If an unfair dismissal claim succeeds, the Employment Tribunal may order:<\/p>\n<ul>\n<li>reinstatement (treating the employee as if never dismissed);<\/li>\n<li>re-engagement (engagement in a comparable role or other suitable work); and\/or<\/li>\n<li>compensation of up to 26 weeks\u2019 wages, subject to minimums of: (i) three weeks\u2019 wages for each completed year of continuous employment for employees with no more than two years\u2019 continuous service; or (ii) four weeks\u2019 wages for each completed year of continuous employment in other cases.<\/li>\n<\/ul>\n<p>In assessing compensation, the Tribunal considers the extent to which the employee\u2019s loss resulted from the employer\u2019s actions and the extent to which the employee caused or contributed to the dismissal.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">How, if at all, are collective agreements relevant to the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Collective agreements may prescribe procedures applicable to termination and will be taken into account by the Employment Tribunal when assessing whether a dismissal was fair.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Does the employer have to obtain the permission of or inform a third party (e.g local labour authorities or court) before being able to validly terminate the employment relationship? If yes, what are the sanctions for breach of this requirement?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Employers are not required to inform or obtain permission from third parties before terminating an employment relationship<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What protection from discrimination or harassment are workers entitled to in respect of the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Under the Employment Act, a dismissal or disciplinary action is unfair if it is for any of the following reasons:<\/p>\n<ul>\n<li>an employee\u2019s race, sex, religion, colour, ethnic origin, national extraction, social origin, political opinion, disability or marital status;<\/li>\n<li>an employee\u2019s age (subject to any other law or relevant collective agreement regarding retirement);<\/li>\n<li>pregnancy-related reasons, unless the absence exceeds the employee\u2019s allocated leave entitlement;<\/li>\n<li>trade union activity;<\/li>\n<li>temporary absence due to sickness or injury (unless frequent and exceeding allocated leave entitlement);<\/li>\n<li>absence for specified public duties;<\/li>\n<li>leaving a work situation the employee reasonably believes presents an imminent and serious danger to life or health;<\/li>\n<li>participation in lawful industrial action;<\/li>\n<li>filing a complaint or participating in proceedings alleging violations of the Employment Act; or<\/li>\n<li>making a protected disclosure.<\/li>\n<\/ul>\n<p>Separately, the Human Rights Act 1981 (Human Rights Act) prohibits discriminatory dismissals for reasons including race, place of origin, colour, ethnic or national origins, sex or sexual orientation, marital or domestic partnership status, disability, family status, religion or beliefs, political opinions, or (subject to limited exceptions) criminal record.<\/p>\n<p>Prohibited forms of discrimination in dismissal prohibited by the Human Rights Act include:<\/p>\n<ul>\n<li>direct discrimination \u2013 dismissal of an employee or candidate because of a protected characteristic;<\/li>\n<li>indirect discrimination \u2013 application of a condition to all employees which causes disproportionate and unjustifiable detriment to persons sharing a specific protected characteristic (selection for redundancy based on sickness-related absences that disproportionately affects disabled employees);<\/li>\n<li>harassment \u2013 vexatious and persistent comment or conduct by an employer or their agent which they ought to know is unwelcome;<\/li>\n<li>sexual harassment \u2013 vexatious sexual comment or conduct by an employer or their agent which they ought to know is unwelcome; and<\/li>\n<li>disability discrimination \u2013 including, dismissal by reason of a worker&#8217;s disability or a failure by the employer to make reasonable modifications to working arrangements would have allowed continued employment.<\/li>\n<\/ul>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What are the possible consequences for the employer if a worker has suffered discrimination or harassment in the context of termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>An employee alleging dismissal for a reason protected by the Employment Act may bring an unfair\u2011dismissal claim to the Employment Tribunal (see potential remedies above).<\/p>\n<p>An employee alleging a form of discrimination may bring a complaint to the Human Rights Tribunal. If successful, the Tribunal may award uncapped compensation for financial loss and injury caused by the discrimination (subject to the complainant taking reasonable steps to mitigate loss), which may include compensation for injury to feelings.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are any categories of worker (for example, fixed-term workers or workers on family leave) entitled to specific protection, other than protection from discrimination or harassment, on the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The Employment Act\u2019s protections apply to full-time employees and do not apply to:<\/p>\n<ul>\n<li>persons under 16 years old;<\/li>\n<li>casual workers who do not seek the rights or obligations of an employment contract;<\/li>\n<li>part-time employees employed for fewer than 15 hours per week;<\/li>\n<li>full-time students employed on a Saturday, public holiday or during a vacation period;<\/li>\n<li>temporary employees employed for no more than three months in any year by an employer;<\/li>\n<li>voluntary workers for a charity or other philanthropic organisation; or<\/li>\n<li>independent contractors.<\/li>\n<\/ul>\n<p>An employer may not give notice of termination during an employee\u2019s vacation, maternity, paternity, bereavement or sick leave (except for sick leave extending beyond six weeks).<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are workers who have made disclosures in the public interest (whistleblowers) entitled to any special protection from termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>A dismissal or disciplinary action is unfair if it is because of a protected disclosure. A disclosure is protected if, it is made in good faith to a listed person, and confirms the worker has reasonable grounds to believe that:<\/p>\n<ul>\n<li>their employer or a colleague has committed, is committing or is about to commit a criminal offence or breach of a statutory obligation related to the employer\u2019s business;<\/li>\n<li>they have been directed by the employer or a supervisor to commit such an offence or breach; or<\/li>\n<li>information tending to show any of the above has been, is being or is likely to be altered, erased, destroyed or concealed.<\/li>\n<\/ul>\n<p>Listed persons include, among others, the worker\u2019s employer, manager or supervisor, police officers and certain public authorities.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">In the event of financial difficulties, can an employer lawfully terminate an employee\u2019s contract of employment and offer re-engagement on new less favourable terms?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There is no provision under Bermuda law that permits an employer to lawfully terminate on basis of dismissal and re-engagement. However, the parties may agree to modify the employee\u2019s terms to avoid redundancy.<\/p>\n<p>An employer may only terminate for redundancy where the termination forms part of a reduction in the workforce. If a redundant employee rejects an offer of an alternative role on less favourable terms, they will still be entitled to a statutory severance allowance (i.e. redundancy payment).\u00a0 If their employer then seeks to hire another person to perform the redundant employee&#8217;s same duties on less favourable terms, there is a risk of an unfair dismissal claim.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, if any, risks are associated with the use of artificial intelligence in an employer\u2019s recruitment or termination decisions? Have any court or tribunal claims been brought regarding an employer\u2019s use of AI or automated decision-making in the termination process?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>There have been no reported Bermuda Court or Tribunal claims addressing the use of artificial intelligence or automation in recruitment or termination decisions.<\/p>\n<p>Potential risks will include discrimination claims due to algorithmic bias, unfair dismissal claims where decisions are made without sufficient transparency or human oversight, and privacy \/ confidentiality breaches where company or personal information is shared with software providers.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What financial compensation is required under law or custom to terminate the employment relationship? How is such compensation calculated?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>On termination, an employer must provide notice (or payment in lieu) and pay all wages, remuneration and benefits accrued to the termination date (including payment in lieu of accrued vacation). Payment must be made within seven days of termination or on the next regular payroll date if later.<\/p>\n<p>Additionally (save for limited exceptions), a statutory severance allowance is payable where employment ends due to redundancy, the employer\u2019s winding up or insolvency, the employer\u2019s death, or the employee\u2019s death from an occupational disease or accident. Severance is calculated as two weeks\u2019 wages for each completed year of continuous employment up to the first ten years, and three weeks\u2019 wages for each completed year thereafter, subject to a maximum of 32 weeks\u2019 wages.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Can an employer reach agreement with a worker on the termination of employment in which the employee validly waives his rights in return for a payment? If yes, in what form, should the agreement be documented?  Describe any limitations that apply, including in respect of non-disclosure or confidentiality clauses.<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>The parties may document agreed termination terms in a separation or settlement agreement under which the worker waives employment\u2011related claims in exchange for compensation exceeding statutory and contractual entitlements. Such agreements are subject to the ordinary rules governing contracts and deeds. Note that this is common practice, however, the Employment Act does expressly prohibit the waiver of any requirements. There are no reported cases where the use of a waiver of claims under the Employment Act has been challenged.<\/p>\n<p>The parties may include non\u2011disclosure and confidentiality provisions, but these cannot waive the minimum requirements of the Employment Act or prevent a person from making a protected disclosure under the Employment Act.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is it possible to restrict a worker from working for competitors after the termination of employment? If yes, describe any relevant requirements or limitations.<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Post\u2011termination restrictions may be agreed provided they go no further than reasonably necessary to protect the employer\u2019s legitimate business interests (for example, confidential information, trade connections or workforce stability) and are reasonable having regard to multiple factors, including, the employee&#8217;s role and seniority, industry standards, the employee&#8217;s access to confidential information, geographic scope, duration, and the public interest. Such restrictions are usually included in employment contracts and\/or settlement agreements, with longer non\u2011compete periods more common for senior employees and executives. There is no requirement under Bermuda law for the departing employee to receive any payment in return for ensuring that the restriction is valid and enforceable.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Is it possible to restrict a worker from soliciting customers or clients, or employees of the employer, after the termination of employment? If yes, describe any relevant requirements or limitations (including any payments that must be made to the worker for the restriction to be valid and enforceable).<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Non\u2011solicitation and non\u2011poaching restrictions may be agreed on the same principles as non-compete restrictions: they must be no wider than necessary to protect legitimate business interests (for example, trade connections) and reasonable in the circumstances. Employers often seek longer restriction periods for more senior employees and executives. Typically, to increase the prospect of enforceability, these types of restrictions should be no longer than twelve months in duration and should be limited to persons with whom the worker had material contact within the twelve months prior to termination and who could materially damage the business interest of the employer should they move to a competing business.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Can an employer require a worker to keep information relating to the employer confidential after the termination of employment?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>Employees are prohibited from misusing and disclosing trade secrets both before and after termination.<\/p>\n<p>Additionally, employers and employees commonly agree broader confidentiality obligations (not limited to trade secrets) in employment contracts and\/or separation agreements.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are employers obliged to provide references to new employers if these are requested?  If so, what information must the reference include? What duties apply to employers giving references?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>On termination, an employee is entitled (on request) to a certificate of termination stating:<\/p>\n<ul>\n<li>the name and address of the employer;<\/li>\n<li>the nature of the employer\u2019s business;<\/li>\n<li>the length of the employee\u2019s continuous employment;<\/li>\n<li>the capacity in which the employee was employed;<\/li>\n<li>the wages and other remuneration payable at the date of termination; and<\/li>\n<li>if the employee so requests, the reason for termination.<\/li>\n<\/ul>\n<p>If an employer decides to offer a more substantive reference (i.e. not simply a factual one) then it owes a duty to take reasonable care to ensure the information it contains is true, accurate, fair, and not misleading. The primary risk is a claim for negligent misstatement from the recipient but this can be mitigated by the inclusion of an appropriate disclaimer.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">What, in your opinion, are the most common difficulties faced by employers in your jurisdiction when terminating employment and how do you consider employers can mitigate these?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>International businesses often face difficulties applying global policies to Bermuda personnel. Such policies may provide fewer protections than required by the Employment Act (for example, \u2018at\u2011will\u2019 employment) or, conversely, may confer rights that would not otherwise apply locally (for example, a right to appeal disciplinary decisions). Businesses should seek local legal advice before implementing global disciplinary, redundancy, or termination policies in Bermuda.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\t\t\t\t\t<li class=\"question-block filter-container__element\">\r\n\t\t\t\t\t\t<h3 class=\"filter-container__match-html\">Are any legal changes planned that are likely to impact the way employers in your jurisdiction approach termination of employment? If so, please describe what impact you foresee from such changes and how employers can prepare for them?<\/h3>\r\n\t\t\t\t\t\t<button id=\"show-me\">+<\/button>\r\n\t\t\t\t\t\t<div class=\"question_answer filter-container__match-html\" style=\"display:none;\"><p>No planned legal changes are currently expected to substantially affect how employers in Bermuda approach termination of employment.<\/p>\n<\/div>\r\n\r\n\r\n\t\t\t\t\t<\/li>\r\n\r\n\t\t\t\t\r\n<div class=\"word-count-hidden\" style=\"display:none;\">Estimated word count: <span class=\"word-count\">3411<\/span><\/div>\r\n\r\n\t\t\t<\/ol>\r\n\r\n<script type=\"text\/javascript\" src=\"\/wp-content\/themes\/twentyseventeen\/src\/jquery\/components\/filter-guides.js\" async><\/script><\/div>"}},"_links":{"self":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/comparative_guide\/136268","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/comparative_guide"}],"about":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/types\/comparative_guide"}],"wp:attachment":[{"href":"https:\/\/my.legal500.com\/guides\/wp-json\/wp\/v2\/media?parent=136268"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}