One of the most common grounds for termination is employee redundancy. This involves an organisational change within the employer that results in a specific employee becoming redundant. An employee may be lawfully declared redundant only if all statutory conditions are fully met.
This article continues our examination of the individual grounds for termination when assessing the invalidity of a dismissal under Czech employment law. We now turn to the termination ground based on the relocation of the employer or one of its units, and the conditions under which an employment relationship may be lawfully terminated for this reason.
The content focuses on defining an invalid termination in cases where the employer or a part of its operations is dissolved — meaning an employee’s employment relationship is unlawfully terminated for these reasons. Not every dissolution of an employer gives rise to a right to terminate the employee’s position.
A termination of employment (dismissal) is considered invalid if it does not meet the legal conditions established by law. This article outlines the basic legal principles governing terminations, enabling employees to better determine whether a given dismissal was lawful or constitutes an invalid termination. We will also examine the specific grounds on which an employer may lawfully terminate an employment relationship, as well as the most common errors that may render such termination invalid.
A workplace injury is harm to an employee’s health (or even death) caused by sudden, short-term external factors while performing work tasks or in direct connection with them, occurring independently of the employee’s will (the employee does not intend to cause harm to themselves). Simply put, it is damage to an employee’s health in connection with performing work for an employer.
Immediate termination of employment is known as the dismissal of an employee "on the spot." It represents the strongest right an employer has to terminate an employment contract. In this case, the employment relationship is terminated with immediate effect. The employer chooses this measure as a sanction for a significant breach of the employee's duties.
Termination is a one-sided method of ending an employment relationship. It’s a situation where the employer wants to end the relationship, but the employee doesn’t want to (or is unaware that they should want to).
An employee is considered the weaker contractual party by law. Employment law is characterized by significant protection of the employee's rights in relation to employers. Theoretically, the employee should be the stronger party in a dispute. However, in practice, this concept faces a range of issues, which we will briefly explore in this article.
Employees often reach out to us with questions about what a warning letter is and how to defend against it. Due to the frequency of these inquiries, we have decided to prepare an article addressing these issues and answering your basic questions. This topic is related to one of the reasons for dismissal, where an employer may terminate the employment relationship by giving notice to the employee.
O vaše práva zaměstnance se stará Advokátní kancelář Ing. Mgr. Ladislav Šmarda, se sídlem v Olomouci a Praze, ČAK 18060
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