Labour law

Labour law deals with an employment relationship from entering into a labour agreement util ending of an employment relationship.

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Labour law deals with an employment relationship from entering into a labour agreement util ending of an employment relationship.
HUGO clients have had issues with obligations of an employer and an employee, an unpaid salary, a right to terminate agreement and respective compensations.

HUGO lawyers will help in understanding rights, drafting, and reviewing claims, agreements, or other documents. We also represent you in court and Labour Dispute Committee.

Ending labour agreement

Labour agreement can be terminated in case of event of default or without it. Usually disputes arise from lawfulness of a termination i.e. an employee is of an opinion that there was no basis for a termination. Problems are created also by a following formalities, a time required for termination notification and a payment of a compensation. Assistance is sought by employees wishing to protect their rights as well as employers seeking guidance in following the law.

Salary dispute

Salary dispute mainly arises from a claim of an unpaid salary. This shall be referred to a court or Labour Dispute Committee. If necessary, employee shall prove that he/she had an employment relationship. Absence of written agreement does not mean that an employment relationship was not established. Agreement is executed by commencing of working which is presumed to be payable. Disputes may arise in connection with a payment of salary in absence of work or a decrease of salary.

Establishment of employment relationship

An establishment of employment relationship is necessary when there is no written agreement, but a person is actually working. This issue may also arise if relation is formalized with a wrong agreement i.e. service agreement. Employment agreement grants employee better protection and social guarantees. Establishment of an employment relationship can be claimed in a court or Labour Dispute Committee.

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