The situation
The facts behind a decision to end an employment contract
A shared-service provider is closing its accounts-receivable team in Ostrava and moving the work to Katowice. Two Ostrava employees will be let go for organisational reasons, and in Katowice an employee on a fixed-term contract will be let go as two roles are merged. The HR lead has to send three letters that will survive a challenge.
The decision is made. The letter is where it fails: a ground that does not match the statute, a reason too vague to test, a notice period counted wrongly, a missing instruction on how to appeal. Each country has its own list, and the letters have to be right first time.
What the research has to settle
The rules behind the answer
- Czech law: only statutory grounds
- A Czech employer may give notice only on a ground listed in the Labour Code, such as organisational changes that make the employee redundant. The notice must be in writing, state the ground so that it cannot be confused with another, and be delivered.
- Czech notice and severance
- The Labour Code sets the minimum notice period and when it starts, and severance for organisational reasons depends on length of service. Recent amendments changed some of these rules, so check the version in force on the day of delivery.
- Poland: the reason must be real and specific
- A Polish employer giving notice on an employment contract, fixed-term or indefinite, must state the reason in writing. The courts require the reason to be specific and true. Where a trade union represents the employee, it may need to be consulted first.
- Poland: tell the employee how to appeal
- The Polish notice must inform the employee of the right to appeal to the labour court and the time limit for doing so. The notice period depends on length of service with the employer.
How it runs in azta
From the question to the document
The question, as you would type it
Czech employer closing a team in Ostrava; two employees become redundant. What ground and wording must the notice use, what notice period and severance apply for employees with 4 and 9 years of service, and how must the notice be delivered?
You start with
The facts behind a decision to end an employment contract
- 01
Set out the facts
Give the contract type, length of service, the reason and the date of delivery. azta searches the Czech and Polish labour codes and the case law on the same ground.
Cited research· Free - 02
Draft the letter
Ask for the letter with the ground, notice and required instructions. Edit it in Canvas, and translate it for the employee if needed.
Canvas · Ask azta· Pro - 03
Use the company letter template
On Enterprise, firm templates apply the company letterhead and standard wording, so every termination letter has the same form.
Firm templates· Enterprise - 04
Export for signature
Export to Word for the managing director’s signature and delivery.
Word export· Pro You send
A termination letter that meets the statutory grounds, form and content
What you get
A termination letter that meets the statutory grounds, form and content
Termination letter · draft
Notice of termination of employment
Dear Ms Novotná, the company gives you notice of termination of your employment contract of 3 March 2017 for organisational reasons. By decision of the managing director of 2 October 2026, the accounts-receivable team in Ostrava is being dissolved and its work transferred to the company’s centre in Katowice. As a result, your position no longer exists and you have become redundant.
Your employment will end at the end of the notice period of two months. You are entitled to severance pay for organisational reasons in the amount the Labour Code provides for your length of service, paid with your final salary.
Please contact the HR team about the handover of your work and your final settlement. This notice is handed to you in person at the workplace; please confirm receipt by signing the copy.
Outcomes on your numbers
What azta is worth on this task
Pro pays for itself after
21 minutes a month
At €80 an hour, that is all the time Pro (€27 a month) has to take off your desk to cover its price.
Example figures. Replace them with your own.
- Hours back a year
- 22
- Capacity at your rate
- €1,728
- More termination letters a quarter
- 2.2
- Return on Pro
- 5.3×
- Research
- Drafting
- Your review
A scenario you set, not a promise. The hours that come back go to another client, or deeper into this one.
Want these numbers on your team’s real workload?
Book a demoWhat stays with you
- The decision to terminate and the facts behind it.
- Consulting employee representatives where required.
- Delivering the letter and keeping proof of delivery.
Frequently asked questions
- Does azta decide whether the dismissal is lawful?
- No. It researches the requirements and drafts the letter. You decide whether the facts support the ground.
- Can the letter be in Czech or Polish?
- Yes. Ask for it in the employee’s language, or select the text in Canvas and translate it.
- Can every letter follow our company format?
- On Enterprise, firm templates apply your letterhead, fonts and standard wording to every document.
