Employees and employment law · Czechia and Slovakia
Termination of employment
Are you considering a dismissal, reducing headcount or already facing an employment dispute? The highest-risk HR operation under control. Documents, procedure and communication for employment termination, with employer representation in Czechia and Slovakia.
What we'll do for you
Select an item to see the details.
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Assessing the situation
Notice, agreement or immediate termination — each route has different conditions and risks. We recommend the safest.
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Preparing documents
The notice or agreement itself, together with the supporting material underpinning the entire procedure.
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Procedure and timing
Step by step, including service rules — details and the order of steps decide termination cases.
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Communication script
How to conduct the employee discussion, what to say and what to avoid so you do not weaken your position.
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Negotiating an agreement
If termination by agreement is possible, we negotiate terms that protect the business and are manageable for both sides.
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Representation in a dispute
If the employee challenges termination, we take over the dispute and represent you in court in Slovakia and Czechia.
Deliverablecomplete documents, a step-by-step procedure and prepared communication
How it works
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- Rapid assessmentpromptly
You describe the situation and we explain your realistic options — ideally before you take any action or serve anything.
- Choosing the procedure and fee
We propose the safest procedure for your case and confirm the final fee in advance.
- Preparation
We prepare documents, timing and a script for communication with the employee.
- Implementation and support
We are available during and after service. If the employee challenges termination, we take over the dispute.
Termination of employment is the highest-risk operation an employer undertakes in HR. What matters is not whether you are right, but whether you followed the procedure. Incorrect grounds, a poorly timed step or a service error can overturn even a substantively justified termination and turn it into a lengthy invalidity dispute with compensation for lost pay.
We therefore treat termination as a process, not a single document. First, we assess the safest route in your situation — notice, agreement or immediate termination — and then prepare everything underpinning the procedure: supporting material, documents, timing and a script for the employee discussion. Most disputes arise from improvisation at a sensitive moment, rather than bad intentions.
We represent employers in Slovakia and Czechia. If you have employees in both countries, you need not find a different firm for each — we work with both employment law systems daily and handle any dispute through the courts in either country.
No-obligation enquiry
Ready to start?
Send us an enquiry. We reply within 24 hours with a price confirmation and next steps. The first 30-minute consultation is free and commits you to nothing.
- 1Send your enquiry via this form
- 2Within 24 h you get a price confirmation and plan
- 3We start work only after your approval
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What clients ask
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What do I risk if I get the notice wrong?
The employee can challenge termination in court. If successful, employment continues and the business generally owes compensation for lost pay during the dispute — and court cases take time. This is why proper preparation in advance is worthwhile, rather than corrections after service.
Is agreeing termination not simpler?
Often yes. A well-prepared termination agreement is the safest approach — quick, without disputed grounds and with claims clearly settled. We help negotiate and draft it so it cannot be reopened.
How quickly can you help?
We prioritise these situations, usually providing an initial assessment promptly. It is important not to rush into serving anything before we review the procedure; a hasty step is difficult to correct afterwards.
The employee works in Czechia and the company is Slovak — which law applies?
That depends on the employment relationship's structure and place of work. We know both systems in practice and are registered with both Bar Associations, so we assess which law applies and prepare the procedure accordingly.
Can I send notice by email?
Service in termination cases has strict rules, and errors are among the most common causes of invalidity. We therefore establish the method of service as part of the procedure — for the specific case, not from a general rule of thumb.
Can you also help with termination during probation?
Yes. Even apparently simple terminations have formal requirements and deadlines that can cause difficulties. A short advance check costs less than a later dispute.
Legal Q&A
Common questions on this topic
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How long is the notice period, and when does it start?
The notice period is at least one month. If employment has lasted at least one year when notice is served, it increases to at least two months; for notice on organisational or health grounds after at least five years of employment, it is at least three months. The notice period always starts on the first day of the calendar month following service of notice.
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When am I entitled to severance pay, and how much?
Statutory severance pay mainly applies when the employer terminates employment on organisational grounds (closure, relocation or redundancy) or health grounds. The amount increases with years of service, from one to four times average monthly earnings for termination by notice, or up to five times for termination by agreement. There is no statutory severance entitlement for dismissal for misconduct.
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How long can probation last, and how can employment end during it?
Probation may last up to three months, or six for managerial employees directly reporting to the statutory body, and must be agreed in writing or is invalid. It cannot be extended. During probation, either employer or employee may terminate employment in writing for any reason or without giving a reason; notification should generally be served at least three days in advance.
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Further reading
New social contributions for the self-employed: income test, contribution holidays and micro-contribution
From 1 July 2026, social insurance contributions for the self-employed follow new rules. Compulsory insurance arises only above the income threshold, EUR 2,876.90 for 2026; new businesses have a six-month holiday and low incomes attract a EUR 131.34 monthly micro-contribution. Acts No. 261/2025 and 122/2026 Z. z. introduced the reform.
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Disguised labour supply: why Czech labour inspectors impose multimillion-crown fines
In 2024, Czech labour inspectors identified 245 cases of disguised labour supply and imposed 161 fines totalling CZK 71.714 million. Another 81 fines totalling CZK 67.198 million went to clients enabling these arrangements. Calling labour hire a service can be a costly mistake, including for Slovak companies.
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Minimum wage 2026: EUR 915 is only the first of six grades
The minimum wage for 2026 is EUR 915 a month. Most jobs, however, are subject to a higher minimum wage entitlement according to their level of work complexity.
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