Investor Presentaiton
Employment Contracts
Employers are required to conclude written employment
contracts with their employees. The contract must at least
describe the type of work, the date when the employee will
commence working, and where the work will be performed.
Trial periods may generally not be longer than three months,
except for managerial positions, where a trial period of up to
six months can be agreed.
A fixed-term employment contract may be concluded for up
to three years, and may only be renewed twice (with certain
exceptions).
An employment contract concluded for an indefinite period
or a fixed term may be terminated:
A fixed-term employment contract also terminates upon the
expiry of the agreed period. An employment relationship
with a foreigner also terminates by the expiry of their work or
residency permit.
If employment is terminated with notice, a two months'
notice period applies (unless agreed otherwise).
The employee can give notice without stating any reason.
However, if the notice is given by the employer, it must specify
one of the reasons stated in the Labour Code, such as:
•
The employer (or its part) is being liquidated or is ceasing
to carry on business.
•
The employer's operations (or its part) are relocating.
.
•
by agreement
•
by notice
•
by immediate termination
•
anytime during the trial period.
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.
•
The employee has become redundant following the
employer's organisational change.
The employee is no longer healthy enough to perform
work.
The employee has committed a serious breach of
obligations (or several less serious breaches).
The employee has failed to fulfil the prerequisites for the
performance of the job or their work performance is poor.View entire presentation