The employment contract and legal basis for termination must match the actual working arrangements and records. An incorrect ground, process, or evidence can create reinstatement, payment, and dispute risks.
Termination must rely on a statutory ground and follow the required procedure. Protected employees, trade-union rules, notice, and payment requirements are checked for the specific case.
This content was checked against official sources on 20 August 2026. Requirements may vary with the facts and later legislative changes.
Employment documents, grounds, notices and final payments should be coordinated with the statutory termination procedure.
Before work begins we clarify the facts, available documents, intended outcome, and relevant deadlines. Contracts, correspondence, and authority decisions prepared in advance make the initial review more precise.
The initial review is followed by an explanation of the legal options, the principal risks, and the recommended sequence of actions, together with agreement on scope and timing.
