Employment law

The termination of employment, especially with immediate effect, can only be carried out safely if the decision is appropriately prepared. The legality of this measure can only be ensured if not only the adequately chosen legal basis, but also the reasoning complies with the legal requirements and the relevant court practice.
Only professionals who deal with such issues as part of their daily routine are best positioned to address them appropriately. We have been collecting experience in this field for more than a decade.
If termination is unavoidable, we prepare the necessary documentation and, if needed, negotiate with the other party and assist in communicating the decision.
Thus, we help to find the possibility for inappropriate verbal reasoning and additions and make no room for unauthorized audio recordings.

Collective redundancies are a particular type of dismissal. The difficulties of interpretation associated with the "52-day rule", the methodology for selecting "leavers" and "stayers” and making the process humane and smooth simultaneously also require adequate experience. If employees are made redundant in a winding-up procedure, our team is skilled to handle the administration of the wage guarantee scheme and help both parties access funds fast.

Temporary employment is the most widespread and complex form of atypical employment. It is essential that the contract between the employment agency and the employer regulates the relationship between the parties in sufficient detail, so it is fortunate to have our firm involved before temporary employment starts.
Not only establishing this type of relationship but also its maintenance requires continuous professional support and additional administration.
A hard-wired error in the system, such as an incorrectly defined benefit scheme, lack of regulation of the risk of loss or damage in a contract or a failure to comply with the principle of equivalence, affects the work of many people and can therefore be very costly.
Ask for our assistance if your company provides or receives such a service. Our practice covers various industries extensively.
Our firm also arranges the establishment and registration of temporary employment agencies and helps organise the cross-border employment of workers.

The conditions of employment of employees in executive positions differ from non-executives. It is often not obvious who can or cannot qualify as an executive. A carefully prepared and drafted management contract can ensure a solid employment relationship. A common anomaly is the lack of elabouration or ambiguity of the related incentive scheme, the confusion of different types of bonuses and benefits, the inadequate definition of the calculation method and the due date of benefits, and the unsatisfactory application of specific rules of termination of employment.

Even labour and HR professionals who have gained the necessary experience in atypical employment regularly seek support when faced with atypical contracts. Such can be fixed-term contracts, multi-employer contracts, remote work contracts or contracts with publicly owned employers.
Our clients often want to make sure whether specific employment arrangements can be lawfully maintained in a relationship not covered by the Labour Code.
If yes, clients need a combination of contracts to cover such conditions.
This is usually possible in the case of couriers, accountants, professional service providers or other highly autonomous work activities. Still, due to delimitation difficulties, it is advisable to seek legal assistance in preparing such contracts.

Preparing lawful and effective health industry employment schemes is one of labour law's most complex and demanding tasks. For example, HR staff in private healthcare providers face serious challenges when assessing whether an activity is subject to an operating licence or when deciding whether to employ a person as a personal assistant, an assisting third party or a freelancer.
We can help you with all delimitation issues, assisting with drafting contracts and safely handling labour law concerns that arise regarding employment in the health industry.

Under current labour market circumstances, the legal tools for retaining the workforce have become increasingly valuable. Nowadays, not only "white collar" manpower needs to be "protected" from competition. However, it is useless to have a non-competition agreement between the parties or a non-competition clause in an employment contract if the terms and conditions drawn up make it invalid or if the desired legal effect cannot be achieved for lack of thorough attention.
We have prepared hundreds of such agreements over the years and from the feedback, each of our clients have managed so far to terminate relationships amicably.

Collective bargaining agreements can be concluded between the employer, the employer's representative organisation, based on the members' authorisation, on the one hand, and by the trade union or trade union association, on the other hand.
The importance of a collective bargaining agreement lies in the fact that it allows the parties to significantly deviate from the regulations of the Labour Code beyond the general rules, thus providing greater flexibility to manage the terms and conditions applicable to employment relationships between the parties.
An offer to conclude a collective bargaining agreement cannot be rejected under the Labour Code. Therefore, if such an offer is made, it is a task requiring considerable expertise and experience. Our office has an extensive practical experience in the field of collective labour law and can support our clients from the negotiation phase until the conclusion of the contract.

It is essential in the life of every employer that within the organisation the responsible manager and HR team have the appropriate understanding of labour law, which, if maintained and developed appropriately, can significantly contribute to the effective operation of the business and to ensuring compliance with applicable regulations.
It is not widely known what contractual freedom and how many derogations from the standard terms are made available by the Labour Code.
Our team is pleased to hold small and large group presentations or even individual presentations and training sessions on the subject, whether for employees, managers or business owners.

Several senior members of our team are qualified employment lawyers with decades of experience. This enables us to provide legal assessment of problems that arise individually or regularly. This may occur during an inspection by an authority, before commencing litigation or upon the request of a business partner or auditor. We will provide a nuanced view of all the relevant aspects of your legal issue, exploring it from several aspects and, if appropriate, outlining possible solutions.