You go to work regularly and do your job, but your salary is late. The employer promises that it will be paid “next week”, and then an even more serious question arises – were contributions paid for that period at all?
You stay at work an extra hour every day. You work on Saturdays when a project deadline is approaching. You answer your employer’s requests after regular working hours, yet the same amount appears on your payslip every month.
Termination of employment often raises a question that is important to both employees and employers: does the employee have the right to severance pay and how much is the severance pay?
Changing the workplace with the same employer may at first glance seem like a common organizational decision. However, for the employee, it can mean completely different jobs, lower earnings, loss of responsibility or moving to a position that he perceives as professional degradation.
Termination of employment represents one of the most sensitive situations between an employee and an employer. The Labor Law stipulates that the employer has the right to terminate an employee’s employment contract when there is a legal reason for doing so, but the existence of a reason in itself is not always sufficient. Termination must also be carried out through the appropriate procedure.
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