Workers who fall into one of the most common employment myths may lose part of their severance pay when they leave their company.

All employees have the right to terminate their contract and end their employment relationship with their company, although they must comply with the law to do so. Failure to comply with the law could lead to problems that could make their decision a less than positive outcome.

Because, although the Workers' Statute allows in its article 49 ( you can consult it at this link ) the resignation of employees, it is equally true that it refers to the fact that this decision will have to be communicated " with the prior notice indicated in the collective agreements or the custom of the place ."

It's common to hear that the company should be given 15 days' notice, more than enough time to take steps to replace us and ensure the company doesn't feel disadvantaged by the unexpected departure. But this isn't always the case.

This is a warning issued by the USO (Union Sindical Obrera), which addresses those workers who believe that 15 days' notice is sufficient. The answer is no: everything depends on the collective bargaining agreement between the worker and the company.

The 15-day notice period, USO claims, " is a common mistake " and " one of the most common labor myths " that, if followed as a "universal rule," can lead to problems for the employee leaving the company. Specifically, less severance pay.

"If you don't respect the deadline specified in your agreement, the company has the right to deduct the days you haven't given notice from your severance pay ," USO warns, taking the opportunity to ask workers to review their agreement "before making any decision."

This is because, although the notice period is often 15 days, "it could also be more or even less." In the second case, there would be no problem, but in the first, the employee would be skipping notice days, with the resulting reduction in their severance pay, as they are deemed to be leaving early.