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Policy: Termination of employment


To inform staff of the conditions relating to termination of employment with the University.


Policy outlining the conditions relating to termination of employment with the University.


This Policy applies across the University.

Policy statement


  1. The University has a range of provisions for termination. Staff members may terminate their employment through:
  1. Resignation, or
  2. Election to retire (which may be through an early retirement scheme). or
  3. Absenting him / herself from the work place (abandonment of employment)
  1. A staff member (other than casual) resigning from the University will provide the following notice period unless otherwise documented in the Enterprise Agreement or Offer of Employment:

Position Classification and Stream

Minimum notice period

General Staff up to and including ANUO8

4 weeks

General Staff at SM1 and above

8 weeks

All Academic Staff

6 months

  1. A shorter period of notice will be agreed by the delegate where this can be done without a demonstrable adverse effect on University operations and in particular meeting teaching and research commitments.
  2. Termination of a staff member's employment will occur automatically at the end of a fixed-term or casual period of employment, unless there is mutual agreement to enter into a new period of employment.
  3. The University may, in writing, terminate a staff member’s employment on the basis of:
  1. Annulment – in relation to probation
  2. Redundancy
  3. Voluntary retirement schemes
  4. Cessation of external funding
  5. Early completion of a task or project for which the staff member has been employed
  6. Underperformance
  7. Misconduct (including serious misconduct)
  8. Ill health of the staff member, where it is demonstrated that the staff member will not be able to return to duty within a reasonable time frame.
  9. loss of a licence or qualification results in the staff member becoming incapable of performing the duties of his or her position for an unreasonable period of time.
  10. Abandonment of employment
  1. Periods of notice and severance payments will apply to most forms of termination, as specified.
  2. The termination of a staff member’s employment will be effective from the date at which the notice period expires.
  3. Where a staff member’s employment is terminated for any of the following reasons, the corresponding minimum notice period will apply:

Reason for termination of employment

Minimum notice period

Annulment of probation

5 weeks

Underperformance, misconduct

5 weeks

Redundancy – standard, academic appointment, RASCE

5 weeks

Redundancy – standard, general staff appointment

6 weeks

Ceasing employment on the grounds of ill health

6 months

  1. A staff member’s employment may be terminated without notice for serious misconduct.
  2. Where a fixed term period of employment expires and the University does not intend to enter into a new period of employment the following notice periods will apply:

Period of continuous service

Minimum notice period

Less than 3 years

2 weeks

3 years but less than 5 years

3 weeks

5 years or over

4 weeks

  1. In addition, a staff member over 45 years of age at the time of giving notice who has not less than 2 years’ continuous service is entitled to an additional week’s notice.
  2. Where a staff member has been suspended, with or without pay the Vice-Chancellor may direct that the suspension continue during the notice period.

Termination of Casual Employment

  1. Casual staff members’ employment may be terminated by the University, or the staff member by giving one hour’s notice, or by the University paying, or the staff member forfeiting one hour’s salary in lieu of notice.

Voluntary Early Retirement Schemes

  1. The University may implement early retirement schemes from time to time to encourage certain groups or categories of staff to retire early or resign from the University. The University will consult with the USCC-SC prior to making the offer to staff.


Printable version (PDF)
Title Termination of employment
Document Type Policy
Document Number ANUP_000472
Version 6
Purpose To inform staff of the conditions relating to termination of employment with the University
Audience Staff
Category Administrative
Topic/ SubTopic Staff - Employment of Staff
Effective Date 12 Oct 2010
Review Date 31 Dec 2017
Responsible Officer Director, Human Resources
Approved By: Vice-Chancellor
Contact Area Human Resources Division
Authority ANU Enterprise Agreement 2017 – 2021
Australian National University Act 1991