Dismissal, retrenchment and severance: what an employer must give, what the Industrial Court will ask, and who is covered. Each question below is answered on its own page.
These questions belong to Civil Litigation, the practice page that sets out how such a matter is run.
Last reviewed 22 September 2026
Questions on employment law
- What is the difference between retrenchment and dismissal, and how is severance calculated? Retrenchment is ending a job because of surplus labour. Ending it for another reason, such as misconduct or poor performance, is not retrenchment and earns no statutory severance. A retrenched worker covered by the Retrenchment and Severance Benefits Act gets at least half a month's basic pay (2 weeks if paid hourly, daily or weekly) for each completed year up to the fourth, and three-quarters of a month (3 weeks) from the fifth year on.
- Can I be fired without a reason in Trinidad and Tobago? Under the contract, usually yes, if the employer gives the notice the contract requires or reasonable notice (public officers are different). Too little notice usually gives a claim only for the missing notice pay. But most private-sector employees are "workers" under the Industrial Relations Act, and the Industrial Court can remedy a "harsh and oppressive" dismissal. Usually only a union or the employer can report that dispute, and normally within 6 months of the dismissal.
Important notice. This page is general information about the law of Trinidad and Tobago. It is not legal advice, and reading it does not create an attorney-client relationship. The law changes, and how it applies depends on the facts, so take advice on your own situation before you act. Court decisions are cited for the principle they state; similar results cannot be guaranteed, and a decision may be subject to appeal or change.
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Commentary / Employment
Employment Law in Trinidad and Tobago
By Suraj Sakal, Attorney-at-Law, called to the Bar of the Republic of Trinidad and Tobago