Employees and employment law · Czechia and Slovakia
Employment disputes and out-of-court settlements
A former employee challenges the validity of notice, a current employee has caused damage, or a dispute is approaching that can still be prevented by agreement. Employment disputes have their own rules, and courts protect employees. We represent you throughout proceedings and in out-of-court settlement negotiations, explaining frankly when agreement is worthwhile and when to defend.
- Lawyer registered with both ČAK and SAK
- Court proceedings and out-of-court settlement
- Fees agreed in advance
What we'll do for you
In employment disputes especially, the cheapest dispute is one that never arises, and the most expensive is one that drags on. We therefore always assess the economics. Compensation for lost pay if you lose grows over time.
Select an item to see the details.
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Assessing the dispute
We evaluate evidence, litigation prospects and financial exposure — including growing compensation for lost pay — and recommend settlement or defence.
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Out-of-court settlement
We negotiate settlement with properly structured waivers, confidentiality and instalments — so the agreement actually ends the dispute.
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Defence in proceedings
Submissions, evidence and hearings in disputes concerning invalid termination, pay claims or discrimination — from the first response through to final judgment.
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Employee-caused damage
We claim damages within statutory limits — through a deductions agreement, acknowledgement of debt or court action; without a limit for intentional damage.
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Future prevention
We draw lessons from identified shortcomings — adjusting documentation and procedures to prevent the same dispute recurring.
Deliverablea resolved dispute: a negotiated settlement or court proceedings handled through to final judgment
How it works
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- Assessmentday 0
We review the documents and explain the prospects, risks and economics of the dispute.
- Attempting settlement
If appropriate, we negotiate a settlement — swift and final.
- Court proceedings
If agreement is impossible, we handle the entire dispute, including hearings.
- Outcome and remedy
We implement the judgment or agreement and establish future prevention.
No-obligation enquiry
Ready to start?
Send us an enquiry. We usually 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
- 2Usually within 24 h you get a price confirmation and plan
- 3We start work only after your approval
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Or email us about this matter.
What clients ask
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An employee has challenged notice in court. What do we face?
If you lose, invalid termination and compensation for lost pay during the dispute — increasing with every month of proceedings, so acting quickly and considering settlement is worthwhile. We build the defence on evidence of the termination grounds and a formally correct procedure, assessing it at the outset.
How much compensation can we claim from an employee?
For negligent damage, the law limits compensation to a multiple of the employee's earnings; no limit applies to intentional damage or damage caused under the influence of alcohol. We establish the precise calculation and safest route — deductions agreement or court action — according to the evidence of fault.
Is an out-of-court settlement worthwhile when our position is strong?
Often yes — even a successful case costs years and resources, with compensation for lost pay if something goes wrong. A settlement with proper waivers provides certainty and closure. The decision is yours; we provide the figures for both scenarios so it is informed.
An employee is spreading falsehoods about the business and taking clients. Does that belong here?
Partly — pay and employment claims are handled here; non-compete breaches and know-how protection are covered by our separate non-compete clause and trade secrets service, and reputational harm by unfair competition. We can coordinate these disputes simultaneously.
How much does representation cost?
We work in stages with fees agreed in advance — from assessment through settlement to court. We show you the economics of the dispute in figures before you decide.
Legal Q&A
Common questions on this topic
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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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An employee has challenged dismissal in court. What deadlines apply and what should we prepare?
The invalidity of termination must generally be claimed in court within two months of the date employment was due to end. If employment is extended under Section 64(2) because of a protected period under Section 64(1)(a), a special deadline applies: two months after the final day of that protection, but no later than six months after the original termination date. The court examines both the grounds and the statutory dismissal procedure. If the employee insists on continued employment, wage compensation is at risk; the option to reduce compensation beyond 12 months and the 36-month cap do not apply to termination during whistleblower protection under Section 79(3).
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An employee has caused us loss. Can we deduct it from their wages?
Not unilaterally. Deductions from wages towards compensation for loss may be made only on the basis of a written deduction agreement signed by the employee. Beforehand, the compensation sought must be discussed with the employee and notified to them within one month of discovering the loss and their liability; where negligence is involved, the compensation is capped at four times their average monthly earnings. If the employee does not acknowledge the obligation, court action remains.
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Further reading
A former employee has joined a competitor and taken clients with him: what the employer can claim
When a key employee leaves for a competitor and clients or company data follow, the employer has a non-compete clause, protection of trade secrets, unfair competition and damages at its disposal. Each instrument has different conditions and calls for different evidence. This article shows how to assess the situation and in what order to proceed.
Read more →
Equal pay disputes under the new rules: what an employer must be able to prove
Act No. 76/2026 Coll. has tightened the rules on equal pay disputes between men and women. An employer that has breached the new information and reporting duties must generally prove in the dispute that it did not discriminate, even where the employee produces no indications. The article is written for employers and HR staff who want to know what claims they face and how to prepare for a dispute.
Read more →
Agreement terminating employment: when it is safer than notice and what belongs in it
An agreement terminating employment requires no ground for notice, no notice period and no consultation with employee representatives. Even so, it has statutory requirements and can be challenged in court. This article shows when an agreement is the best route, what to put in it and what it may later founder on.
Read more →