Labour law for business, advisory, documents and support during inspections
We provide ongoing support in labour law and HR law for employers. We help select and correctly construct contracts, determine the most advantageous form of employment, and find the best solutions for ending employment. We draft internal workplace rules, procedures and documents that are essential for lawful work, and we help during inspections by public authorities.
How we help
We support Clients at every stage related to employment: we recommend optimal solutions for establishing and ending the employment relationship and help with day-to-day HR decisions. We track the regulations on an ongoing basis and inform about changes, and we take part in PIP, ZUS and other public-authority inspections.
- Selecting the form of employment and drafting employment, civil-law, management and non-compete contracts.
- Indicating optimal solutions for ending the employment relationship.
- Drafting and updating rules: work rules, remuneration rules, ZFŚS, remote work, sobriety checks.
- Monitoring changes in the regulations and informing the Client about their impact on the business.
- Preparing and implementing documents for collective redundancies (employees, trade unions, labour offices).
- Designing and updating anti-mobbing and anti-discrimination procedures.
- Drafting procedures for reporting irregularities and protecting whistleblowers.
- Support in building pay systems, bonus rules and benefits.
- Rules for using work tools (company car, computer, phone) and property entrusted to employees.
- Advisory on legalising the work of foreigners and documentation for employing foreign nationals.
- Advisory on posting employees abroad and preparing the related documents.
Notice periods for an employment contract
The length of the notice period depends on the type of contract and length of service with the given employer. For fixed-term and indefinite contracts (art. 36 of the Labour Code):
| Service with the employer | Notice period |
|---|---|
| Under 6 months | 2 weeks. |
| At least 6 months | 1 month. |
| At least 3 years | 3 months. |
For a probationary contract, the notice period is (art. 34 of the Labour Code):
| Probationary contract | Notice period |
|---|---|
| Under 2 weeks | 3 working days. |
| At least 2 weeks | 1 week. |
| 3 months | 2 weeks. |
Why work with us
Our knowledge of labour law, our experience and our command of employee and HR matters translate into practical HR and payroll work. These two fields are under one roof with us. We react quickly to employers' needs, recommending simple, ready solutions tailored to individual requirements, and we stay up to date with all changes in labour law.
Related services: HR administration, salary calculation, work rules and ZFŚS and full payroll and HR services.
Frequently asked questions about labour law
How does labour-law support help?
We support employers on matters related to labour law, offering practical and clear solutions. We help in situations that require a quick reaction, advise on day-to-day HR matters, support employers in safely terminating employment contracts, and prepare internal documentation and rules for the workplace.
What internal documents do you prepare?
We prepare employment and civil-law contracts, work rules, remuneration rules, ZFŚS rules, remote-work rules, procedures and scopes of duties, and documents related to employment compliant with the Labour Code.
What are the notice periods for an employment contract?
The notice period for an employment contract for an indefinite and a fixed term depends on length of service with the given employer: 2 weeks for service under 6 months, 1 month for service of at least 6 months, and 3 months for service of at least 3 years (art. 36 of the Labour Code).
What is the notice period for a probationary contract?
The notice period for a probationary contract is: 3 working days for a contract concluded for less than 2 weeks, 1 week for a contract concluded for at least 2 weeks, and 2 weeks for a contract concluded for 3 months (art. 34 of the Labour Code).
Do you help during a National Labour Inspectorate (PIP) inspection?
Yes. We prepare documentation for a PIP inspection, point out risk areas, help draft responses to findings and orders, and implement the inspector's recommendations to avoid repeat shortcomings.
Does the advisory cover GDPR in employment?
Yes. We advise on processing the personal data of employees and candidates, the scope of data the employer may request, information clauses, and authorisations to process personal data in line with the GDPR and the Labour Code. We prepare the relevant documentation.
When a mandate contract, and when an employment contract?
If work is performed at a set place and time under the employer's direction, an employment contract should be concluded. Employing someone on a mandate contract under conditions typical of an employment relationship risks being challenged by PIP and ZUS. We help choose the right form.
Do you help with dismissals and employee disputes?
Yes. We advise on terminating contracts, from choosing the mode and grounds, through the wording of the notice, to correct settlement. We point out the possibility and merits of ending the employment relationship by mutual agreement, by notice, or with immediate effect.
Do you update documents after changes in the law?
Yes. We track changes in labour law and update rules, contract templates and procedures, so that the company's documentation stays compliant with the law in force.
Employ safely and lawfully
We will advise you and prepare your company's HR documents. Free initial consultation.