On the employee's rights in this matter

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The employer has committed a serious breach of basic obligations. If the employee assesses that the employer has committed a serious breach of regulations, he or she should submit a declaration of termination of the employment contract without notice, this should be done in writing, specifying the reason justifying the termination of the contract. In the opinion of PIP, if such a reason does not appear in the submitted declaration, it does not invalidate it. If the employer does not agree with the employee on this issue.


The only option is to go to court, which means filing a lawsuit with the labor court. Summary philippines photo editor The topic of terminating an employment contract without notice is most often raised and discussed in the context of the employer, but in today's publication we focused . We already know in what cases an employee may terminate an employment contract immediately, without notice. While the issue of a medical certificate of incapacity to work.

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In the position previously held is quite clear, the diagnosis of a "serious violation of the regulations" by the employer may raise doubts and many questions. In such situations, if an employee has a dilemma, he or she can contact the National Labor Inspectorate with an inquiry, either by phone or via e-mail. Each voivodeship has a District Labor Inspectorate and assigned telephone numbers and e-mail addresses. Additionally, you can also take advantage of free legal advice in the field of labor law.