Reviewing dismissals in time
The date of receipt matters first. A dismissal protection claim generally must be filed within three weeks of receiving written notice. Discussions with the employer do not preserve the deadline. I examine the grounds and personal and workplace circumstances.
The assessment may include service length, business size, previous warnings and special dismissal protection. Continued employment may be the goal. Any agreed termination is discussed separately; severance pay is not automatically due.
Drafting termination agreements
A termination agreement concerns more than the final working day. I review pay, release from duties, holiday, references and waiver clauses, as well as possible social security consequences before signature.
For warnings and ongoing conflicts, allegations and evidence must be distinguished carefully. I assist with the response and prepare litigation if needed, guided by your actual employment objective.
Practical examples
These examples describe typical situations. The appropriate response depends on the facts of each case.
Documents for the initial assessment
Have your employment contract, amendments, dismissal with proof of receipt, warnings and relevant payslips ready. For a termination agreement, provide the full draft. Include your start date, business size and ongoing negotiations.
Frequently asked questions
Should I wait for the employer’s reply first?
Do not wait for an informal response when a court deadline is running. Potential agreement and preserving the deadline are assessed in parallel.
Does every dismissal entitle me to severance pay?
No. Entitlement may arise from specific grounds, but severance is often negotiated. The legal position and parties’ objectives are decisive.