Leaving a job requires the applicable notice period.

A period of notice must fit a permitted end date.

Section 622 subsection 1 states the statutory basic rule of four weeks to the fifteenth or the end of a calendar month. “Four weeks” and “one month” are not identical. The permitted termination date can matter as well.

Other valid rules may apply, for example during an agreed probationary period or under a collective agreement. Longer contractual periods are also possible. The particular provision should therefore be read before a firm date for changing jobs is planned.

The other three answers

The other terms can matter in employment, but do not name the timing rule sought.

Being on time does not by itself satisfy formal requirements.

Under section 623, termination of employment requires written form and electronic form is excluded. An ordinary email or chat message is insufficient. Legal receipt by the recipient also matters, not just the date on the letter or its dispatch.

Fixed terms, particular contractual provisions and other ways of ending employment can raise additional questions. The exercise tests the concept of a notice period. It does not determine when a particular employment relationship actually ends.