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Employment contract

Employment contracts should be in writing. The parties agree on the job description, place of work, date on which employment commences and the salary (unless this has been agreed in a collective bargaining agreement). Prior to signing the employment contract, the employer must inform the employee of the terms of the contract, the respective rights and duties under the contract, the employer's rules, health and safety regulations, and collective agreements, if any.

If the contract is for a fixed term, it may be concluded cumulatively for a maximum of two years; it can also be extended or concluded again within these two years only twice. Fixed term contract must be agreed upon in writing, otherwise the contract is deemed to be of indefinite duration, and can only be terminated on notice following the occurrence of a limited range of termination events. Fixed-term employment contracts exceeding two years may be prolonged and extended or concluded again only as follows:

substitution of the employee performance of work requiring substantial increase of the number of employees for a transitory period not exceeding eight months in a calendar year performance of work, dependant on change of seasons, repeating every year and it does not exceed eight months in a calendar year (seasonal work) performance of works in the field of science, research and development or when an artistic education is required reasons agreed upon in a collective bargaining agreement.

Fixed-term employment contracts where none of the above circumstances apply may also be extended beyond the two-year period and extended more than two times for certain categories of employees, e.g. executives, retired employees, etc.

Termination of employment contracts

An employment contract can be terminated in writing by:

mutual agreement termination by notice immediate termination termination in probationary period.

The expiry of a fixed-term labour contract is also a valid form of termination, although it should be borne in mind that in the case of a foreign national, the date of expiry of his or her residence permit (either by virtue of time or revocation) also serves as a valid termination of the contract of employment.

Both employer and employee may terminate the employment during the probationary period (maximum of three months) without having to give a reason. Written notice should be given and delivered to the other party at least three days before the day of stipulated termination.


©2010 KPMG Slovensko spol. s r.o. , a Slovak limited liability company and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative (“KPMG International”), a Swiss entity. All rights reserved.

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