Indicator 3.2.5

The word ‘directly’ means an employee who is employed by the UoC, rather than by a recruitment agency.
The UoC is responsible for ensuring that any employees who are working at the UoC, but recruited and/or contracted by a recruitment agency are also allowed to terminate their own employment.
The UoC should also be aware of and comply with local labour laws and regulations related to employment termination.
The UoC has fair and transparent employment agreements (see Criterion 3.7) that are:
- documented
- specify termination conditions, which may include:
  - providing written notices
  - maintaining records of the process.
Examples of unacceptable terms and conditions relating to terminating employment are:
- a defined period where employees are not allowed to resign or terminate their employment
- employees are not allowed to resign without permission from management
- employees are required to pay fees in order to resign or terminate their employment
- anything in the terms and conditions that is contrary to local labour laws and regulations.
- To ensure that any disagreements or conflicts about termination are reported without fear of retaliation, and resolved, it is also important that there are accessible and effective grievance mechanisms in place (see Criterion 3.12).

employee contracts that include conditions for termination of employment
records of resignation
evidence that recruitment agencies allow employees to terminate their employment.

whether or not employees are aware of how they can terminate their employment if they wish, and what the terms and conditions are for doing so.