The employment relationship is a legal minefield for both the employee and the employer, and the deadlines in labour disputes are among the shortest in the law. Dimov & Partners represents both employees and employers: from drafting contracts and internal acts to disputes over wrongful termination.
What does the service cover?
- Representation in wrongful termination cases: objection, lawsuit, reinstatement
- Recovery of unpaid salaries, social contributions and severance pay
- Protection from mobbing and workplace harassment
- For employers: employment contracts, rulebooks and internal acts
- Legally compliant terminations and disciplinary procedures
- Support during labour inspections
- Management contracts with confidentiality and non-compete clauses
Why Dimov & Partners?
- A two-sided perspective: we know the mistakes made by both employees and employers
- Fast reaction: deadlines in termination cases are counted in days, not months
- Preventive acts that stop disputes before they arise
Frequently asked questions
I was dismissed. How much time do I have to react?
Very little: the deadlines for filing an objection and seeking court protection in termination cases are short and preclusive, counted in days. A missed deadline means that even a clearly unlawful dismissal remains in force, so react immediately.
Must a dismissal be in writing?
Yes, a dismissal by the employer must be in written form, with a statement of the reason and an instruction on legal remedy. An oral dismissal or one without reasoning is a classic candidate for annulment.
I am an employer. How do I dismiss an employee without risk?
With a procedure carried out strictly according to the law: documented reasons, an opportunity for the employee to respond in cases of fault, and respected deadlines and form. One consultation before the decision costs incomparably less than a lost labour dispute.
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Labour dispute or prevention?
Bring the decision and the documentation: we will tell you honestly what the prospects are, before the deadlines expire.
Book a ConsultationThis text is general legal information and does not constitute legal advice for a specific case. For advice tailored to your situation, consult a lawyer.