The determination of reasonable notice for termination of employment is a question of fact, not an exercise of discretion, and accordingly the appellate standard is whether the finding was wrong rather than the House v The King standard. There is no presumption of reciprocity such that a notice period specified for the employee applies equally to the employer. The employer's financial circumstances are irrelevant to reasonable notice. Damages for wrongful termination include superannuation contributions the employer would have made during the notice period.
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