CMS Expert Guide to Dismissals

Global comparison

1. Dismissal of employees

1.1 Reasons for dismissal

An employee may give notice of termination without providing cause. An employer, on the other hand, is only permitted to give notice of termination for one of the reasons explicitly stated in the Labour Code, which are as follows:

  1. organisational reasons – the employer’s enterprise shuts down or relocates, or the employee is made redundant; or
  2. health reasons − the employee no longer has the capacity to carry out his present work in a satisfactory manner; this must be confirmed with a medical certificate issued by the occupational medical services provider or under a ruling of the competent administrative agency having duly reviewed the medical certificate; or
  3. an employee no longer meets the requirements outlined for the work they are carrying out; or
  4. there are reasons for immediate termination of the employment relationship − the employee has committed a gross breach of duty or has been lawfully sentenced to prison for a crime; or
  5. the employee has seriously, or less seriously but repeatedly, breached a statutory duty relating to their work performance; or
  6. the employee breaches their obligation to observe the prescribed regime of an insured person being temporarily unfit for work in the first 14 calendar days of temporary incapacity for work due to sickness in an especially gross manner.

An employment agreement can be terminated by the employer and the employee can be dismissed in two different ways: with cause, when the employee has committed one of the breaches specified in the labour laws, or without cause, when the employee is dismissed at the employer’s discretion, due to redundancy or other reasons that do not necessarily need to be specified.

The difference between dismissal with cause and without cause lies in the severance payments that the employer must make to the employee upon dismissal (see below).

The labour legislation determines that an employee can be dismissed with cause for the following reasons:

  1. dishonesty;
  2. sexual harassment or inappropriate behaviour;
  3. the employee competes with the employer’s line of business or carries out other business prejudicial to the employee’s work, on his / her own or through third parties, without the permission of the employer;
  4. the criminal conviction of the employee, resulting in the employee being incarcerated and not able to attend work;
  5. poor performance;
  6. frequent drunkenness or drunkenness at work;
  7. disclosure of company secrets;
  8. insubordination or indiscipline;
  9. the employee abandons his work;
  10. insult, defamation or slander, or physical offence, carried out at work against any person, except in legitimate self-defence or in defence of a third party;
  11. insult, defamation or slander, or physical offence, carried out at work against the employer or superior, except in legitimate self-defence or in defence of a third party;
  12. frequent gambling;
  13. losing the professional qualification necessary to perform work due to the employee’s fault; and
  14. being involved in actions contrary to the national security, as duly evidenced through an administrative proceeding

The following employees have the right to stability, and cannot be dismissed without cause from their employment:

  1. pregnant employees cannot be dismissed without cause from the date the pregnancy is confirmed until five months after giving birth to the child;
  2. an employee who suffers an accident at work and is prevented from attending work for at least 15 days cannot be dismissed without cause for a period of one year, counted from the date the employee returns to work; and
  3. an employee elected president of the internal commission for accident prevention cannot be dismissed without cause from the date he registers to run for the position until one year after the end of his / her tenure.

In addition to dismissal of the employee with cause or without cause, the employer and the employee can amicably agree to terminate the employment agreement. In such a case, lower severance payments are due (see below).

1.2 Form

Written form is necessary; must be delivered to the other party (both employer and employee may terminate the employment relationship by notice of termination). Under certain circumstances a fiction of delivery applies (e.g. if the employee refuses to accept the notice when it is delivered personally to them or when delivered by a postal worker). Under specific and strict conditions, it is also possible to deliver the termination documents electronically.

The employer must notify the employee of the dismissal in writing. In addition, the parties must execute a term of termination, and the employer must register the dismissal in the employee’s employment booklet and inform the competent authorities.

1.3 Notice period

The statutory minimum notice period is set at two months, the period starting on the first day of the month after the month in which the notice of termination was delivered. 

It is possible to agree upon a probationary period of a maximum of three months (six months for managerial employees) with no statutory notice period. There is no notice period in cases of immediate termination of the employment relationship (i.e. in particular if an employee has committed a gross breach of duty or has been lawfully sentenced to prison for a crime).

Except in cases of termination with cause, where no prior notice is required, or if a longer notice period is stipulated in the employment agreement, employees must be notified of the dismissal at least 30 days in advance.

In addition to the 30-day notice period, the employee must receive payment in lieu of an additional “notice period” equivalent to the salary for three days per year of employment up to a maximum of 90 days. If no dismissal notice or less than a 30-day notice is given, the employer is obliged to pay the employee the salary that would otherwise be due for the full 30-day
notice period.

1.4 Involvement of works council

No involvement in termination process except in collective redundancies.

Not necessary.

1.5 Involvement of a union

Employer must discuss in advance any notices of termination and any immediate termination of the employment relationship with the trade union. Trade union approval is only required where the employee is a trade union officer. Such approval can be substituted by a court decision if the approval was withheld and the employer cannot be justifiably required to continue employing the trade union officer.

No involvement normally, other than in the case of a program of collective voluntary dismissal (see below).

1.6 Approval of state authorities necessary

Approval of the state authorities is not required. The Labour Office need only be notified of a collective redundancy or the dismissal of a disabled person or of an employee who is not a Czech citizen.

Not necessary.

1.7 Collective redundancies

Collective redundancies are defined as dismissals within a 30-day period of:

  1. more than ten employees in an establishment of 20 − 100 employees; or
  2. 10% or more of the employees in an establishment of 101 − 300 employees; or
  3. at least 30 employees in an establishment of 300 or more employees. The total number of employees also includes those employees whose employment relationship was terminated by agreement between the employee and the employer based on the same grounds for which other employees are being dismissed, if at least 5 employees were dismissed by notice of termination.

The employer must inform the works council and trade union (or directly affected employees if there is no works council or trade union) of its intentions at least 30 days prior to giving notice of termination, and must enter into negotiations to reach a compromise or reduce the number of affected employees, etc.

The employer must simultaneously inform the Labour Office in writing:

  1. that it has discussed the collective redundancies and its implications (i.e. the later results of these discussions) with the trade union, works council or affected employees; and
  2. of the actions it has taken in cooperation with the trade union / works council in relation to the collective redundancies; and
  3. of the number, characteristics, professional qualification, etc. of the employees to be made redundant.

There is no requirement in Brazil for any specific measure to be taken in case of collective redundancies. However, the employer may elect to agree with the employees’ union to a programme of collective voluntary dismissal. Under such a programme, the employer can be authorised to make reduced severance payments for employees who voluntarily choose to adhere to it. From the employer’s perspective, the programme allows the employer to pay less than it would otherwise pay to employees who are dismissed without cause. For employees, the programme can be beneficial as they may be able to receive some indemnification that they would otherwise not have be entitled to had they decided to terminate their employment agreement themselves.

1.8 Summary dismissals

Immediate termination (without notice period) of employment by the employer is possible only if the employee has breached a statutory duty in an especially gross manner or for a lawful conviction of the employee, following the employee intentionally committing a crime which leads to unconditional imprisonment for a duration longer than one year (or six months in the case of crimes committed in connection with exercising their job).

The employer may immediately (with effect upon delivery to the employee) terminate the employment within a period of two months of learning the reason for immediate termination, but not later than one year from the date of occurrence of the respective reason for termination.

An employer cannot dismiss with immediate effect any employee who is pregnant or during the employee's maternity or parental leave.

An immediate termination must be made in writing and be delivered to the employee in accordance with the Labour Code, with the reasons for immediate termination being specified in such a way that prevents confusion with any other reason(s) for termination.

Summary dismissals (dismissals without notice) are only permitted for dismissals with cause. For dismissal without cause, a 30-day prior notice is generally required (see above). However, the employer may elect to provide financial compensation for the prior notice period. In this case, the employer has to pay to the employee the salary the employee would have earned during the 30-day prior notice, and the employee is not required to work during this period.

1.9 Consequences if requirements are not met

Termination may be held invalid by the court and the employment relationship reinstated if the employee files a claim to the court no later than two months after the date of the purported termination of the employment relationship, and the court finds the termination to be invalid.

The employee may have various claims against the employer related to his dismissal. For example, in case of dismissal for cause, the employee may have a claim for unfair dismissal and require payment of the severance dues that would have been payable for a dismissal without cause. In case of a dismissal without cause, the employee may have a claim with respect to the severance payments received, or other employment-related rights accrued during the employment term which were not paid.

Employment claims are made before specialised labour courts in Brazil.

1.10 Severance pay

Minimum statutory severance pay depends on the reason for dismissal and  /  or the length of employment, and ranges from one average monthly salary for any dismissals for organisational reasons (including collective redundancies) of employees whose employment lasted less than one year, to 12 times the average monthly salary for dismissals for health reasons. The parties may negotiate a larger severance payment, or the payment of severance pay in the case of dismissal for other reasons.

In case of dismissal for cause, no severance pay is due to the employee.

In such cases the employer must only make payments related to rights the employee accrued during the employment period, which can include pro-rata payment for accrued holiday entitlements (1 / 12 of the employee’s holiday pay for each month of the incomplete holiday accrual period at the time of dismissal (such holiday pay being, in full, equivalent to one monthly salary plus an additional 1 / 3 of monthly salary), proportional 13th salary (1 / 12 of one monthly salary for each month worked in the then current calendar year), as well as double payment for any overdue holiday periods (i. e., holiday periods not enjoyed by the employee within 12 months of the employee acquiring the right to enjoy such holiday period).

If the employee is dismissed without cause, the employer must pay to the employee, in addition to the payment of accrued rights and as a penalty for unfair dismissal, an amount equal to 40 % of that which the employer has deposited into the employee’s severance compensation fund (“FGTS”) during his / her employment. In addition, the employer must pay a further 10 % of the amount deposited into the FGTS to the government. Every month, employers are required to deposit 8 % of the employee’s monthly salary into his / her FGTS account, which is managed by the Federal Savings Bank on behalf of the employee. Thus, this penalty will depend on the length of employment and on the amount of the employee’s monthly salary.

If the dismissal is amicably agreed to between the employee and the employer, the employer will have to pay half of (a) the financial compensation for prior notice, if the parties agree that the prior notice will be financially compensated for instead of the employee actually working during such period, and (b) the penalty equivalent to 40 % of the amount the employer has deposited into the employee’s FGTS (i. e., 20 % of the amount deposited into the FGTS).

All other termination payments, such as amounts due in respect of accrued rights, should be fully paid.

In cases of fixed term employment contracts where there is no provision allowing the parties to terminate the agreement early without cause and the employer opts for early termination without cause, the employer must pay the employee half of the amount the employee would otherwise have been entitled to receive during the remainder of the agreement term.

1.11 Non-competition clauses

A post-contractual non-competition clause may be agreed upon between the employer and the employee and, if agreed, it must be in written form and must not last for more than one year. The agreement may be included in the employment agreement. Monetary compensation from the employer must, as a minimum, equal half the employee’s average monthly salary (i.e. of the wage / salary that the employee had prior to termination of the employment relationship) for each month during which the employee met the obligation not to compete stated in the clause. If the agreement sets out a financial penalty for breach of the clause by the employee, the employee’s obligation not to compete is discharged upon the payment of the penalty sum. The agreement is automatically terminated if the employer fails to pay the monetary compensation to the employee when it falls due. An employer may only withdraw from the non-competition clause during the term of employment. As far as case law is concerned, the withdrawal is only effective if it has been explicitly agreed upon, and such a provision is only enforceable if it contains reasons for the withdrawal, provided, in addition, such reasons are legitimate.

The law does not deal with the validity of non-compete clauses. Currently, the validity of such clauses is still being debated at the labour courts. On the one hand, some courts understand that non-compete clauses breach the constitutional rights of all persons to carry out any work, profession or activity of their own choosing, provided the professional qualifications are met. On the other hand, other decisions have confirmed the validity of non-compete clauses, provided some restrictions are included, such as:

  1. the non-compete clause shall be reasonably limited in time and to a certain geographic area;
  2. the restriction shall be related to the activities the performed during his / her employment, and it shall be necessary and reasonable to protect a relevant interest of the employer;
  3. the employee shall be entitled to receive financial compensation if he / she is restricted from work due to the non-compete provision; and
  4. the non-compete clause shall be agreed on at the outset of the employment.

1.12 Miscellaneous

The employer may not give notice of termination during a ‘protection period’ (i.e. where an employee is temporarily unfit for work, a night-shift employee is temporarily unfit to perform night work, an employee is conscripted or released from work to exercise a public office, or during pregnancy, maternity or parental leave), unless the termination is for organisational reasons due to the closure or relocation of the enterprise. There are several exceptions to this rule.

The above rules and guidelines apply to private employment agreements. Public officials and public employees are generally subject to a specific employment regime which, among other things, provides for employee stability, meaning that they cannot be dismissed without cause after a probation period.

2. Dismissal of managing directors

In Brazil, the rights and obligations of a ‘director’ are the same whether they are for a ‘managing director’ or any other type of director. Although this is not the normal practice, a director may also be an employee of the company. If that is the case, the relationship between the company and the director will be subject to labour laws, as well as to the legal / statutory rules applicable to the appointment / dismissal and duties / responsibilities of directors. This table only covers the removal of managing directors from their positions as director, and does not cover termination of any contract of employment or other employment issues.

2.1 Reasons for dismissal

In the Czech Republic managing directors are not considered employees, therefore labour law protection does not apply to them. The relationship between the managing director and the company is of a commercial nature, not an employment one. An appointment as managing director (as a statutory body or a member of a statutory body of an entity, i.e. not as an employee) may be revoked without stating any reason.

A managing director may be dismissed at any time for any reason, unless the articles of association or bylaws of the company provide otherwise.

2.2 Form

A valid shareholder resolution at a general meeting is required. There must be a simple majority of shareholders present, unless stated otherwise in the relevant company’s statutory documents. Apart from cases when entities have a sole shareholder, revocation of an appointment as managing director must be on the programme of the invitation to the general meeting. If not, the appointment may only be revoked, if all shareholders are present and agree to change the programme to include the revocation.

The dismissal of the managing director will require the resolution of the shareholders or board of directors of the company, as applicable, which shall be recorded in a written document, such as the minutes of a shareholders’ / board of directors’ meeting, or an amendment to the articles of incorporation. In order for the dismissal to be effective before third parties, such minutes or amendment must be registered at the Companies’ Registry and, in the case of a corporation, published in local newspaper.

If the company is incorporated as a limited liability company (“limitada”), the removal of the directors is subject to the following voting thresholds, depending on (i) whether the elected director is also a shareholder or not, and (ii) whether the director was appointed in the articles of association or in a separate document, such as the minutes of a shareholders’ meeting:

  1. if the director was appointed in a separate document, whether also a shareholder or not, the removal will require the decision of a majority of the capital holders;
  2. if the director is also a shareholder appointed in the articles of association, the removal will require the approval of 2 / 3 of the capital holders, unless the articles of association provides differently; and
  3. if the director is not a shareholder, but was appointed in the articles of association, the removal will require the approval of 3 / 4 of the capital holders.

If the company is incorporated as a corporation, the managing director can be appointed either by the shareholders or by the board of directors (if any), as determined in the bylaws of the company. If managing directors and other executive officers are appointed by the board, their removal normally requires the approval of a majority of the board, unless the bylaws provide for a different threshold. If appointment is made by the shareholders, removal usually requires the approval of the holders of a majority of the company’s share capital, unless the bylaws stipulate a higher threshold.

2.3 Notice period

Not applicable.

Removal as a director is immediate unless otherwise specified in the articles of association, bylaws of the company, or the shareholders’ / board of directors’ resolution

2.4 Involvement of works council

No involvement.

No involvement.

2.5 Involvement of a union

No involvement.

No involvement.

2.6 Approval of state authorities necessary

Not required.

However, revocation of a managing director from his/her office must be filed in the Commercial Register without undue delay. The appropriate court managing the Commercial Register may review the revocation in order to verify whether the revocation was done in accordance with applicable laws and the relevant entity’s statutory documents.

Not necessary.

2.7 Collective redundancies

Not applicable.

Not applicable.

2.8 Summary dismissals

Not applicable.

No special rules apply.

2.9 Consequences if requirements are not met

Invalidity of revocation.

The removal of the director is void.

2.10 Severance pay

No statutory severance pay.

Not applicable.

2.11 Non-competition clauses

May be agreed in a performance agreement usually concluded with a member of a statutory body. The requirements set out in the Labour Code do not apply to managing directors unless explicitly agreed.

If the managing director is also an employee, a non-competition clause could be agreed upon in the employment agreement. The law does not deal with the validity of non-compete clauses, and the validity of such clauses is currently being debated at the labour courts. On the one hand, some courts understand that non-compete clauses breach the constitutional right of all persons to carry out any work, profession or activity of their own choosing, provided the professional qualifications are met. On the other hand, other decisions have confirmed the validity of non-compete clauses, provided some restrictions are included, such as:

  1. the non-compete shall be reasonably limited in time and to a certain geographic area;
  2. the restriction shall be related to the activities the employee performed during his employment, and it shall be necessary and reasonable to protect a relevant interest of the employer;
  3. the employee shall be entitled to receive financial compensation if he is restricted from work due to the non-compete provision; and
  4. the non-compete clause shall be agreed on at the outset of the employment.

If the managing director is not an employee, and the non-compete  clause has been established in a corporate document (bylaws, minutes   of shareholders’ or board of directors’ meeting), courts are normally more inclined to uphold its application. However, the court would here evaluate specific aspects of the relation and assess whether, despite the director not being an employee, the non-competition clause could diminish the managing director’s employment capacity.

2.12 Miscellaneous

Managing directors shall not enter into employment contracts with companies, unless the type of work performed under the employment contract is materially different from the role of managing director. Instead, they should conclude an agreement on the performance of the office of the managing director. Such an agreement will not be governed by Czech Labour Code. 

Not applicable.