Termination of employment: employee rights and deadlines
Types of dismissal, the deadline for filing a claim and what to watch with severance pay.
Area 04
Employment law
We represent both employees and employers — because we know both sides of the relationship.
We help employees when it matters most: dismissal, unpaid wages or overtime, and violations of dignity at work. Employment-law deadlines are short — a request for protection of rights must be filed within 15 days — so a fast reaction is decisive.
For employers we prepare employment documentation: contracts, work bylaws, decisions and dismissal procedures — executed to withstand judicial review.
In labour disputes we represent clients before all courts, including claims for unlawful dismissal, severance and damages arising from employment.
Frequently asked questions
- I have been dismissed — what should I do first?
- Do not sign anything in haste and mind the deadline: a request for protection of rights must be submitted to the employer within 15 days of receiving the dismissal, and a court claim within a further 15 days. Keep the dismissal and all communication.
- Am I entitled to severance pay?
- If you are dismissed after at least two years of continuous employment (and the dismissal is not due to your misconduct), you are entitled to severance of at least one third of your average monthly salary per year of service.
- Do you also represent employers?
- Yes — we prepare documentation, run lawful dismissal procedures and represent employers in labour disputes. The same team that knows how an employee attacks a decision knows how an employer should make it.
Articles in this area
All articlesNeed a lawyer for this area?
Describe your case — we reply within one business day.