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An employee can terminate his/her employment immediately if: there is a serious threat to his/her health and the employer does not reassign him/her to some other suitable position, within 15 days of the submission of the opinion of a medical expert the employer did not pay him/her wage, compensatory wage, travel expenses, compensation for stand-by work, compensation for temporary sick leave or their part within 15 days from the due date the life or health of the employee is in immediate jeopardy.

To be effective, however, the employee must terminate the contract within one month of becoming aware of the situation. When a contract is ended this way, the employee is entitled to two months severance allowance (calculated based on the monthly average wage of the employee).

An employer can cancel an employment relationship immediately in exceptional circumstances if:

an employee has been convicted of an intentional criminal act, or there was a serious breach of work discipline by the employee.

For termination on this basis to be effective, notice must be given within two months of the employer becoming aware of the grounds for immediate dismissal and at the latest within one year of the day on which those grounds arose. Cancellation of the employment contract must be in writing and the grounds for the immediate dismissal stated so they are not interchangeable with other grounds for dismissal.

Finally, both employer and employee may terminate an employment contract by providing written notice. An employee may terminate the employment contract for any reason or without stating any reasons for termination. On the other hand, an employer may terminate the employment contract by notice only in cases defined by the Labour Code as follows:

if the employer's business or a part thereof is wound-up or relocated if the employee is made redundant by virtue of change in duties, technical equipment, reduction in the number of employees with the aim of increasing work efficiency, or other organizational changes if, according to medical assessment, the employee’s health condition has caused the long term loss of his/her ability to perform his/her previous work or if he/she can no longer perform such works as a result of an occupational illness or the risk of such illness or if he/she has already received maximum permitted level of exposure in the work place as determined by a decision of a competent public health body if the employee does not meet legal requirements for due performance of the agreed work (e.g. a driver who loses his license to drive), or if the employee fails to meet the requirements for proper performance of the job or in case of poor performance


©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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