Blog

According to the Slovak labour law, employment may be agreed between the parties for a definite or indefinite period. Employment for a definite period may be agreed (in principle) for no more than two years. Such employment may be extended or repeatedly agreed no more than twice within a period... Read More

As each legal system is a little different, it is only natural that some of rules prescribed by Slovak laws can be a little less understandable for our foreign clients. When drafting employment contracts, our foreign clients often need more detailed explanation of Slovak legal rules and instruments. Of course,... Read More

Under the Slovak Commercial Code, managing directors are obliged to exercise their powers with professional care and in accordance with the interests of the company and all its shareholders. In particular, they are obliged to obtain and take into account in their decision-making all available information relating to the subject... Read More

In case the employer wishes to terminate the employment relationship with the employee by notice, they should be aware of the so-called ban on notice. According to Section 64 of the Slovak Labour Code, the employer may not (with certain exceptions) give notice to the employee during the so-called protected... Read More

According to the Slovak law, an employer may terminate employment by notice only for the reasons explicitly stipulated in the Labour Code. One of the reasons for termination most frequently used by employers is the so-called redundancy of an employee. The concerned reason for termination is stipulated in Section 63... Read More

According to the Slovak law, managing directors (as statutory bodies of limited liability company) are banned from performing certain activities that have competitive character with respect to the company in which they perform their function of managing director. Unless additional limitations arise from memorandum of association/foundation deed or articles of... Read More