Guides for employers
The employer's side of Sri Lankan HR, explained plainly.
Straight answers on EPF and ETF, gratuity, discipline, termination, leave and the new reporting rules. Written for owners and HR managers who need to get it right, not a law lecture.
EPF and ETF: what an employer must do each month
The rates, the deadline, the acknowledgement to keep, and how the late-payment surcharge is calculated.
Read the guideHow gratuity works in Sri Lanka, with a worked example
Who owes it and who qualifies after five years, the half-month formula worked through, and why to provide for it year on year.
Read the guideEnding an employee’s job: TEWA, redundancy and VRS
Who TEWA covers, the consent or Commissioner approval it needs, the compensation scale with a worked example, and how redundancy and voluntary schemes work.
Read the guideWorking hours, overtime and holidays under the Shop and Office Act
What the eight-a-day and forty-five-a-week limits mean, overtime at one and a half times, factory and shift work, and how the holidays stack up.
Read the guideLeave: annual, casual, sick and probation, explained
How annual leave builds by joining quarter, why the seven casual days also cover illness, and what probation does not change.
Read the guideMaternity leave in Sri Lanka: an employer’s guide
Which law covers which employee, the eighty-four working days and how pay differs, and how to cover the absence.
Read the guideThe national minimum wage: what you must pay
The 2026 figures, how the old allowance was folded in, and why a Wages Board may set a higher figure for your trade.
Read the guideSri Lanka reporting standards: SLFRS, GRI, SASB and the rest, explained
Every standard behind an annual report and what each one covers, with the SLFRS S1 and S2 timeline.
Read the guideThe guides and answers on this site are general information for employers, not legal advice, and do not create a client relationship. Sri Lankan law changes, and how it applies depends on your circumstances, so take advice on your own situation before you act.
Reading about it is one thing. Having it in order is another.
When you want your own HR put right rather than explained, that is what the consultation is for.