Termination of employment on notice

No. An employer may give notice only on grounds expressly permitted by the Labour Code and must specify them factually in the notice. Employees have greater freedom — they may give notice for any reason or without stating one. This asymmetry often surprises people and explains why employer notice requires more preparation than a one-page letter.

No. The stated grounds are binding and are the only ones assessed in a dispute — they cannot subsequently be changed or supplemented with facts absent from the document. It is therefore worth getting the wording right first time: what you omit from notice will not help in court later.

These are periods when an employee has special protection against employer notice — particularly incapacity for work, pregnancy, maternity and parental leave, and other statutory situations. The law also recognises exceptions. We assess whether a protected period applies and its implications for timing from your specific documents.

For certain grounds — typically organisational — the employer must offer alternative work: notice is permitted only if continued employment is not possible or the employee refuses suitable work offered. Failure to fulfil this duty is among the most common reasons courts set notices aside. We check whether it applies and how to fulfil it demonstrably.

Invalid termination must generally be challenged in court within two months of the date employment was due to end. Where employment is extended due to incapacity for work, a special rule under § 77 of the Labour Code applies. This is a strict deadline — once it expires, the right is extinguished and cannot be revived. Contact us as soon as you receive notice, not after the notice period ends. Disputes are covered by Invalid termination of employment.

Severance is payable on statutory termination grounds — particularly organisational and health grounds — and its amount depends on length of employment. A collective agreement or employment contract may provide more. We calculate entitlement and amount from your documents so settlement contains neither omissions nor excesses.

Notice must be written and served; it takes effect only on service, and errors are among the most common causes of invalidity. An ordinary email is generally insufficient. We therefore establish service for the specific case — including how to prove it if the employee later denies receipt.

Yes, Czech law has its own list of grounds and deadlines, although the logic is similar. We are registered with both the Slovak and Czech Bar Associations, so we assess which law applies to your relationship and prepare notice accordingly — without handing the matter to another firm.

The fee depends on whether this is a single notice or a wider process, and whether negotiations or a dispute are included. We confirm it in advance — and the agreed terms apply.