A dismissal that came out of nowhere, with a reason that does not add up. Wages that have not arrived for the second month running. Bullying by a manager or an accident at work. Employees come to us when their income, and sometimes their health, is at stake. Employers, on the other hand, want to end an employment correctly, set up contracts and workplace rules, or prepare collective redundancies that will stand up to an inspection and in court.
With a dismissal, we check whether the reason matches Section 63 of the Slovak Labour Code and whether the employer followed the procedure, such as a prior written warning or a protected period. We calculate severance and compensation for lost wages, write to the other side and, if no agreement is reached, file a claim. For employers we prepare documents so that disputes are less likely to arise, and we represent them during labour inspections.
We act for employees, employers and people working under agreements outside an employment contract. Our office is in Žilina, but we conduct employment disputes before district courts throughout Slovakia. Consultations can take place at our office or online, in Slovak, Czech or English, and in a dispute the client usually needs to attend in person only for the hearing. Other documents are exchanged by email and we keep you informed of every filing.
Bring the dismissal letter, your contract, payslips or emails. We work out when the deadline started to run and explain your options.
We calculate severance, lost wages or unpaid pay and send a written demand to the other side. Often an agreement is possible, such as ending the employment by mutual consent with severance.
If no agreement is reached, we file a claim within the statutory deadline and represent you in court. At first instance an employment dispute typically takes 6 to 12 months.
After the judgment we check that the awarded sums have been paid and, if not, apply for enforcement. Our invoice reflects the fee agreed at the start.
A claim that an employment was ended invalidly must be filed in court within two months of the day the employment was due to end (Section 77 of the Slovak Labour Code). After that, the right lapses.
During sick leave, pregnancy, maternity or parental leave, an employer generally may not give notice (Section 64 of the Labour Code). The law allows exceptions, for example when the employer is wound up.
If wages are not paid within 15 days of falling due, the employee may resign with immediate effect (Section 69(1)(b) of the Labour Code) and is entitled to pay in lieu of a two-month notice period.
Articles are in Slovak.
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In a consultation we assess your situation, suggest a way forward and tell you what costs to expect.
€90 incl. VAT, 30 minutes, in person or online
This page is for general information, reflects Slovak law at the time of writing and is not a substitute for advice on your particular matter.
