Labor Law

The situation

An employee with years of service was dismissed “for performance” after a short meeting, with little documentation. Severance and unused leave were unpaid. The company insisted the decision was final.

How we approach it

We checked the labor contract, internal rules, disciplinary records, and whether consultation or notice rules were followed. We calculated statutory amounts due and opened dialogue for reinstatement or a negotiated exit package before filing at the competent labor authority or court.

Possible outcome

The employer agreed to a settlement covering unpaid amounts and an enhanced exit package, with a clean reference letter. Both sides avoided a lengthy labor lawsuit.

The situation

An employee resigned and discovered months of overtime had never been paid. The employer claimed “package salary” covered everything, but the contract and timesheets told a different story.

How we approach it

We compared the contract, payroll, and timesheets; calculated statutory overtime due; and opened a claim path through dialogue, then labor authorities if needed.

Possible outcome

The company paid a negotiated overtime amount with a release letter. Both sides avoided a formal labor lawsuit.