Labour dispute resolution services.
Ending the contract without any cause.
On the other hand, the following situations can be considered as a wrongful dismissal:
- The immediate dismissal without a clear and full explanation of the reason or the termination of the agreement without serious cause nor severance pay
- The termination of the agreement without payment of the unused annual leave
- The termination of the agreement based on the (claimed) violation of the work regulations by the employee without any prior warning
One way of resolving the wrongful dismissal from the employee’s perspective is to commission the Labour inspection Officer to investigate the situation directly at the workplace. Their authority enables them to collect any necessary documents that could contribute to settling the case.
If this step does not yield any results, the employee can then file a complaint with the Labour Inspection Officer of the locality, in which the employee is working or domiciled. After a detailed examination of the facts at hand, the Labour Inspection Officer will consequently notify both parties about the outcome of the investigation and whether the employee is entitled to receive any compensation. Should the dispute not reach a settlement at this stage, it then proceeds to Labour Court or even later to Supreme Court.