The legal management of every stage of the employer–employee relationship, from formation to termination.
Labor law is built on a logic that protects the employee. Because of this, even a small procedural error by the employer can trigger compensation in a termination that was substantively justified.
The most common problem in practice is that the grounds for termination were never documented — no defense statement taken, no minutes kept, no warning letter issued. Once litigation begins, these documents can't be created retroactively.
SBP Legal gives employers preventive support in day-to-day HR processes and handles mediation and litigation once a dispute arises.
What we do in this area
Employment contracts and side agreements
Fixed- and indefinite-term contracts, non-compete and confidentiality clauses, bonus and benefits protocols, remote-work agreements.
Termination management
Structuring the distinction between termination for just cause and valid cause, defense-statement procedure, minutes and warning processes.
Reinstatement and wage-claim lawsuits
Managing the mandatory mediation process, pre-litigation risk analysis, and representation in court.
HR process and policy audit
Personnel file organization, disciplinary regulations, workplace internal directives and setting up an ethics hotline.
Occupational health and safety
Auditing OHS obligations and managing the legal process and recourse actions following a workplace accident.
Subcontracting and collective relations
Reviewing subcontracting agreements for sham-employment risk, and handling unionization processes and collective bargaining negotiations.
Does this page speak to your situation?
If any of the following applies to you, now is the time to talk:
- You're planning to terminate an employee's contract.
- You've received a reinstatement lawsuit or a mediation invitation.
- A workplace accident has occurred at your business.
- Your HR records are out of date and you're preparing for an inspection.
Frequently asked questions
What's the difference between termination for just cause and for valid cause?
Termination for just cause applies to serious conduct contrary to morality and good faith — theft, insulting the employer — with no notice period and no severance pay owed. Termination for valid cause is based on incompetence, conduct, or operational requirements; a notice period is given (or notice pay is paid) and severance pay becomes due. In a just-cause termination, action must be taken within six working days of learning of the incident.
When is severance pay owed?
To an employee who has worked at least one year: when the employer terminates for valid cause, when the employee resigns for just cause, and on separation due to military service, retirement, or (within one year of marriage) a female employee's marriage. It's calculated at 30 days' gross wage — including fringe benefits — for each full year of service, subject to the statutory cap.
What happens if I don't attend mediation?
Mediation is a mandatory precondition for labor-claim and reinstatement disputes. A party that fails to attend the first meeting without valid excuse is held liable for the entire cost of litigation even if it ultimately wins the case outright, and is not awarded attorney's fees.
Is a non-compete clause enforceable?
It is, but within limits. The restriction must be defined in duration, geographic scope and line of business, must not jeopardize the employee's economic future, and the employee must have genuinely had access to the customer base or production secrets. Clauses written broadly and without limits are narrowed or invalidated by the courts.
This page was last updated on 20.07.2026. Content is for general informational purposes and does not substitute for legal advice.