The rule of thumb is that an employee who resigns is not entitled to receive severance pay and that an employee whose employment was terminated is entitled to receive severance pay. It should be noted that there are various exceptions to this rule. Among other exceptions:
* If the employee / employer passes away
* resignation to care for a child (up to nine months after birth)
* A woman who was staying (near the resignation) in a shelter for battered women
* moving far away from the place of employment due to certain circumstances (for example marriage)
* worsened working conditions
* poor health of the employee or a close relative
* the employee reached retirement age
An employee is entitled to severance pay only after one year of work, either for the same employer or at the same place of work. Unless proven otherwise, dismissal taking place close to that time will be still be regarded as a dismissal entitling the worker to severance pay.
The law also defines the minimum amount of severance pay. In the vast majority of cases severance pay equals the final salary of the employee time the number of years that he worked for the employer. Sometimes, severance pay may be higher than that defined by law, for example in special agreements relating to early retirement.