Most employment disputes arise not from bad intent but from a mistake in form. A notice that describes the reason too loosely, a written warning that cannot be backed up, or work with a self-employed contractor that in reality looks like employment. Mistakes like these can be caught before the document reaches the employee.
For employers, we draft employment contracts, agreements and workplace rules, review terminations before they are delivered and represent companies during labour inspections and in court. Companies with ongoing needs can use a legal retainer from €500 a month excluding VAT, with no minimum term. At the start, we review your existing employment documentation.
Under Slovak law, an employer may give notice only on the grounds listed in Section 63 of the Labour Code, such as redundancy or a breach of work discipline.
It is possible for a serious breach of work discipline or a final conviction for an intentional crime (Section 68 of the Labour Code), within two months of the day the employer learned of the reason.
If a court finds a termination invalid and the employee has said they want to keep working, they are entitled to compensation of wages under Section 79 of the Labour Code, for up to 36 months.
If a working relationship shows the features of dependent work under Section 1(2) of the Labour Code, it may amount to illegal employment.
Articles are in Slovak.
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.
