An employment contract may end above all based on a legal act toward its termination, made by one of the participants (employee or employer); an employment contract may be terminated based on an agreement on termination of employment, notice, immediate cancellation, or termination in the probation period.
An employment contract agreed for a definite period of time ends unless it was terminated prior to the agreed upon time period in a different manner subject to the Labour Code, at the time of expiration of the agreed upon period.
The employer may give notice of termination to an employee only for the following reasons:
a) if the employer’s undertaking, or its part, is closed down;
b) if the employer’s undertaking, or its part, relocates;
c) if the employee becomes redundant owing to the decision of the employer or the employer’s competent body to change the activities (tasks), plant and equipment, to reduce the number of employees for the purpose of increasing labour productivity (efficiency) or to introduce other organizational changes (restructuring);
d) if, according to a medical certificate issued by the occupational medical services provider or under a ruling of the competent administrative agency having reviewed the medical certificate, the employee is not allowed to perform his current work due to an industrial injury, an occupational disease or due to threat of an occupational disease, or if the employee’s workplace has been subjected to a maximum permissible level of some harmful exposure under a ruling of the competent agency concerned with public health protection;
e) if, according to a medical certificate issued by the occupational medical services provider or under a ruling of the competent administrative agency having reviewed the medical certificate, the employee has lost, long-term, his capability to perform his current work due to his state of health;
f) if the employee does not meet the prerequisites prescribed by statutory provisions for performance of the agreed work (job) or if, through no fault on the employer’s side, he does not meet the requirements for proper performance of such work; where the employee’s failure to fulfil these requirements is reflected in his unsatisfactory work performance results and where the employer called upon him in writing in the last 12 months to rectify the failure to meet the said requirements, and the employee has not done so within a reasonable period of time, the employee may be given notice of termination due to this reason;
g) if there are reasons on the employee’s side due to which the employer could immediately terminate the employment relationship, or if the employee has seriously breached some obligation arising from statutory provisions and relating to work performed by him; in case of ongoing but less serious breaches of some obligation that arises from statutory provisions and relates to the work performed by the employee, this employee may be given notice of termination by his employer provided that in the last six months the employer notified the employee of this possibility in writing (with regard to breach of some obligation that relates to work performed by this employee);
h) if the employee breaches another obligation pursuant to section 301a of the Labour Code in an especially gross manner.