Art. 37 LC states that the following shall serve as grounds for termination of a labour agreement: a) economic circumstances, technological, or organizational changes making it necessary to reduce workforce; b) expiry of the labour agreement; c) completion of the work provided for by a labour agreement; d) voluntary written application for resigning from a position/work by the employee; e) written agreement between the parties; f) incompatibility of the employee’s qualifications or professional skills with the position held/work to be performed by the employee; g) gross violation by the employee of his/her obligation under an individual labour agreement or a collective agreement and/or rules and regulations; h) violation by the employee of his obligation under an individual labour agreement or a collective agreement and/or rules and regulations, if any of the disciplinary actions under such an individual labour agreement or a collective agreement and/or rules and regulations has already been administered in relation to the employee for the last one year; i) unless otherwise provided for by the labour agreement, a long-term disability, if the period of disability exceeds 40 calendar days in a row, or the total disability period within six months exceeds 60 calendar days, and, at the same time, the employee has used the leave indicated in Article 21 of this Law; j) entry into force of a court judgment or decision precluding the fulfillment of work; k) the final decision of finding a strike illegal delivered by the court in accordance with Article 51(6) of this Law; l) death of an employer as a natural person or of an employee; m) commencement of liquidation proceedings of an employer as a legal entity; n) any other objective circumstance justifying termination of the labour agreement.
2. The violation of the obligation under the work rules and regulations set forth in Paragraph 1 (g) and (h) of this Article may serve as the basis for termination of a labour agreement only if the work rules and regulations are an integral part of the labour agreement.
Prohibited grounds: pregnancy; maternity leave; family responsibilities; temporary work injury or illness; race; colour; sex; sexual orientation; religion; political opinion; social origin; nationality/national origin; age; trade union membership and activities; disabilities; performing military or civil service; property; birth; exercise of the right to educational leave; lawfully taking leave; adoption leave; ethnic origin
Art. 2 LC
Workers enjoying special protection: pregnant women and/or women on maternity leave
Art. 36 LC on suspension of employment during which the employment cannot be terminated.