Employment termination means the end of employment relationship. Employment relationships may be dissolved or terminated in a number of ways.

The questions and answers in this chapter mainly explain the following practical issues: the way of lawful resignation, the identification of forced resignation, the issue of whether economic compensation is available due to employer relocation, the treatment of disputed reasons of termination, compensations for illegal resignation of employees, training service agreements, determination of employees’ statutory retirement age, termination of employees who have reached retirement age, treatment of employees who have reached retirement age during medical care leave, treatment of employees who are incompetent for the work after the expiration of the medical care leave, automatic extension of the fixed-term employment contract due to medical care leave, medical treatment allowance for disability due to illness or non-work-related injury, notification of trade union to terminate the employment contract by employer, termination in case of employee’s serious violation of company rules, termination in case of economic redundancy and major changes in objective situation and the differences between them, termination protection for special types of employees and female employees during the three protected periods, management of employees who committed crime, termination due to gross negligence and corruption, treatment of employee’s multiple employment relationships, invalidity of employment contract, calculation and heedful issues for economic compensation and punitive damages, payment in lieu of notice, validity of compensation agreement between both parties, conditions and amount of unemployment insurance benefits, and personal liability of shareholders of employers for labor dispute debts.