The specific regulations depending on the type of contract are:

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How should the notice be communicated (letter, email, verbally)?
The probation notice must be communicated in a formal manner to be valid. The most common methods include:

Written letter: signed by both parties and delivered by hand or by certified mail.
Email: with return receipt.
Verbal: Although less common and less recommended, it can be accepted in certain contexts, but should always be followed by written confirmation by qualified technicians.
Legal framework for notice
Notice is regulated by various labour regulations that vary by country and region. In Spain, Article 14 of the Workers' Statute and specific collective agreements establish the requirements and periods of notice.


Indefinite : Indefinite contracts usually have longer notice periods.
Temporary contract : Temporary contracts may have shorter terms, depending on the duration of the contract and the provisions of the collective agreement.
What are the implications of a lack of notice?
If an employee fails to respect the notice period, he or she may face penalties such as losing part of his or her severance pay or having days' pay deducted in proportion to the time not given.

If the employer fails to provide adequate notice in an objective dismissal, he may be required to pay additional compensation to the employee, equivalent to the days of notice not respected.

Exceptions and particularities of notice
There are certain situations where notice is not required during the list of usa cell phone number probationary period, such as in the case of fair dismissal , probationary period, and some situations of force majeure, including:

Maternity: Employees on maternity leave have additional protections that may exempt them from notice.
Illness: In cases of serious illness, advance notice may not be required.
Fair dismissal: In a fair dismissal, the employer is not obliged to give notice.

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Conclusion
It is essential for employers and employees to be well informed about their rights and obligations regarding notice.

Consulting with Human Resources and carefully reading the employment contract and collective bargaining agreement can avoid misunderstandings and legal issues. Keeping communication clear and documented is always the best practice for both parties.

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