Labor law is one of the most sensitive areas of business because every decision of the employer — employment, change of working conditions, warning, dismissal, reorganization or salary calculation — must be legally based, properly explained and documented.
Legal support in the field of labor law involves drafting and checking labor law documentation, risk assessment, conducting procedures, negotiations and representation in case of disputes.
Our goal is for labor relations to be regulated clearly, legally and practically — so that the employer can operate stably, and the employee can understand and protect his rights.
Areas of labor law in which we provide support
- Employment contracts and annexes to employment contracts
- Work regulations, systematization and other internal acts
- Termination of employment contract and warning before termination
- Agreeable termination of employment
- Technological redundancy and business reorganization
- Wages, compensations, bonuses and other income
- Work from home, hybrid work and flexible work models
- Mobbing, discrimination and protection of dignity at work
- Disciplinary responsibility and violations of work duties
- Labor inspection and labor disputes
- Other issues in the field of labor law, HR documentation and protection of rights from the employment relationship
Labor law risk most often arises not only because of a bad business decision, but also because of a wrong procedure, unclear explanation, missed deadline or insufficient documentation.That is why it is important to react before a decision is made or a dispute has already arisen.
How we can help you
Support for employers
We help companies and entrepreneurs to properly organize working relationships, prepare contracts, internal acts, decisions, warnings and solutions, with a risk assessment before every important step.
Employee Protection
We advise employees in relation to the employment contract, annex, warning before dismissal, illegal dismissal, unpaid wages, mobbing, discrimination and other violations of rights.
Redundancies, reorganizations and redundancy
We prepare documentation and lead procedures for termination of employment, including analysis of grounds, deadlines, evidence, explanations and the possibility of a peaceful solution.
Labour disputes and negotiations
We represent in disputes due to illegal dismissal, annulment of annexes, wages, damages and other claims, but we always consider the possibility of negotiations when it is in the client's interest.
Special support for employers
For employers, the most important thing is that every decision is made on time, properly documented and implemented through a legal procedure.That's why we don't look at labor law in isolation, but connect it with business goals, HR practice, data protection, trade secrets, intellectual property and reputational risk.
This is especially important for IT companies, service industries, startups, foreign founders and companies that are rapidly hiring, changing the organization of work or introducing work from home, hybrid work and flexible engagement models.
Frequently Asked Questions
Is every employer obliged to have a work regulation?
The Labor Rulebook is in practice a mandatory general act for the largest number of employers, except when rights, obligations and responsibilities from the employment relationship are regulated by a collective agreement with the employer.In contrast to the labor regulations, the regulations on the organization and systematization of work are related to the number of employees — an employer with more than 10 employees is obliged to adopt it.
Can the employer immediately cancel the employment contract?
With most reasons for dismissal, it is not enough to just come up with a solution.It is necessary to check whether there is a legal basis, whether the deadlines have been met, whether the employee has been given the opportunity to express himself and whether the decision is properly explained and supported by evidence.
What should an employee do if he receives a warning before dismissal?
The employee should check the deadline for the response, the statements from the warning, the evidence to which the employer refers and prepare a clear written response.A quality answer can be important for the outcome of the procedure, but also for a later labor dispute if it arises.
Is it better to start a labor dispute or try for an amicable solution?
It depends on the circumstances.In some cases, a peaceful solution saves time, costs and the reputation of both parties.In other cases, especially when there is a serious violation of rights or the other party rejects the agreement, court proceedings may be necessary.
Do you support both employers and employees?
Yes.We provide support to both employers and employees, with a preliminary check of possible conflicts of interest and a professional assessment of the specific case.
What should be sent with a legal inquiry?
It is enough to briefly describe the situation and submit the documentation you have: employment contract, annex, warning, dismissal decision, salary calculations, internal correspondence or other relevant documents.After the initial insight, we can assess the most practical next step.
Submit a legal inquiry
If you need help with an employment contract, termination, annex, rulebook, salary, mobbing, discrimination, redundancy or labor dispute, please send a brief description of the situation and the documentation you have.
Contact UsThis page is informative and does not constitute legal advice.For a concrete assessment, it is necessary to analyze all relevant facts, documentation, deadlines, actions of the parties and the goal to be achieved.