Termination Notice Letter (Carta de Aviso de Término)

TERMINATION NOTICE LETTER (CARTA DE AVISO DE TÉRMINO)

Employee: ✓Employee name Position: Position Prepared on: Prepared on Termination date: Termination (dismissal) date

1. LEGAL BASIS — ARTICLE 162 CÓDIGO DEL TRABAJO (CT) 1.1. This notice states the ground invoked, by reference to Articles 159, 160 or 161 CT, and the facts supporting it, as required for a lawful termination. 1.2. Legal ground (causal): Legal ground invoked (causal — Art. 159/160/161 CT) 1.3. Facts (hechos): Facts supporting the ground (hechos) 1.4. ⚠️ Under Article 168 CT, if the ground invoked is later found not to apply, the indemnización owed to the employee INCREASES by 30% to 100%.

2. PRIOR NOTICE / SUBSTITUTE INDEMNIFICATION 2.1. 30-day prior notice or substitute indemnification — necesidades de la empresa (Art. 161) requires either 30 days' prior written notice or payment of 1 month's salary in lieu (indemnización sustitutiva).

3. ⚠️ SOCIAL-SECURITY CONTRIBUTIONS (COTIZACIONES) — "LEY BUSTOS" 3.1. State of cotizaciones as of the termination date: State of social-security contributions (cotizaciones). If contributions are unpaid, the dismissal is treated as NULL for these purposes and the employer remains liable to pay wages until they are regularised.

4. ⚠️ DELIVERY AND MANDATORY REGISTRATION 4.1. Delivery method: Method of delivery, to Employee's address (per the contract). 4.2. A copy of this notice must be sent to the Inspección del Trabajo within 3 BUSINESS DAYS of delivery to the employee (6 business days in case of caso fortuito or fuerza mayor). 4.3. The termination must also be registered on the Mi DT portal (Ley 21.327).

Employer/manager ______________ Delivered to employee on: ______________

— — — ⚠️ This is a boilerplate template, not legal advice. Chilean labour, social-security, data-protection and consumer-protection law (the Código del Trabajo — CT — including its Article 9 written-form deadlines, Article 11 amendment rule, Article 154 No. 10 RIOHS-based sanctions, Articles 159–163 bis termination regime, Article 162 aviso de término formalities, Article 168 increased indemnización for a wrongly invoked causal, Article 177 finiquito/ratificación ante ministro de fe requirement, and Article 211-A Ley Karin mandate; Ley 21.327 — Registro Electrónico Laboral / Mi DT; Ley 21.361 — finiquito, 10-business-day deadline, "Ley Bustos"; Ley 21.561 — Ley de 40 horas, phased 45→44→42→40h; Ley 21.643 "Ley Karin" and its DS 21/2024 investigation procedure; Ley 16.744 and DS 44/2024 — gestión preventiva, in force since 01.02.2025; DS 977/96 — Reglamento Sanitario de los Alimentos; Ley 19.628 and its successor Ley 21.719 — protección de datos personales, fully in force from 01.12.2026, Agencia de Protección de Datos Personales; Ley 19.496 and Ley 21.398 — Ley del Consumidor / LPC — and DS 6/2021 — Reglamento de Comercio Electrónico; Ley 21.368 — plásticos de un solo uso, fully in force since 13.02.2026; and Ley 20.918 — propina sugerida) is highly procedural, tied to fixed statutory deadlines (e.g. 15 business days — 5 for obra/faena — to put a contract in writing and register it in Mi DT, 10 business days for a finiquito, 3 business days to send a copy of a termination letter to the Inspección del Trabajo, 30 days for a Ley Karin investigation) and to penalties denominated in UTM (Unidad Tributaria Mensual, re-indexed monthly by the SII), not in ingreso mínimo. ⚠️ ADDITIONAL CONTEXT TO VERIFY WITH YOUR ADVISORS: (1) the statutory workweek is being cut in stages under Ley 21.561 — 45h until 25.04.2024, 44h from 26.04.2024, 42h from 26.04.2026 (already in force), 40h from 26.04.2028 — confirm your contracts and anexos reflect the stage in force and that pay was not reduced; (2) Ley Karin (in force since 01.08.2024) requires EVERY employer, including a single-worker business, to have a written harassment-prevention protocol and investigation procedure — confirm yours is current with DS 21/2024; (3) DS 44/2024 replaced DS 40/1969 and DS 54/1969 on 01.02.2025 and offers simplified tools for employers with fewer than 25 workers, while the RIOHS itself is only mandatory from 10 workers (Art. 153 CT) — confirm which regime applies to you; (4) Ley 21.719 fully replaces Ley 19.628 from 01.12.2026 and creates the Agencia de Protección de Datos Personales, with fines up to 20,000 UTM (up to 4% of annual turnover on repeat breaches); empresas de menor tamaño (Ley 20.416) get a 12-month written-warning grace period from 12.2026 to 12.2027 — this is not a blanket exemption; (5) Ley 21.368 fully bans non-certified single-use plastics in dine-in service from 13.02.2026, with fines of 1–5 UTM PER ITEM handed out, enforced by municipalities; (6) boleta/factura electrónica, DTE and SII filings are issued through your accountant's (contador) authorised systems and are OUT OF SCOPE for this template — a contador is a de facto mandatory partner for any business with employees. This English text is a DRAFTING AID ONLY. It must be reviewed, translated into Spanish where required for validity/enforceability, and adapted by a Chilean labour/commercial lawyer (abogado) and accountant (contador) — and checked against current guidance from the Dirección del Trabajo (DT), the SEREMI de Salud, SERNAC and (from 01.12.2026) the Agencia de Protección de Datos Personales — before use.