Employment.
law
Attorney Poznań · Pniewy · Wielkopolska
The employee–employer relationship is asymmetric by nature. My role is to level the playing field before the labour court and at the negotiating table.
Book a consultationDismissals and reinstatement
Appeals against notice of termination and termination without notice (including disciplinary dismissal). The court may reinstate you or award compensation. The deadline to appeal to the labour court is 21 days from service of the notice of termination or dismissal.
- —appeal against termination
- —appeal against disciplinary dismissal
- —reinstatement to work
- —compensation for unlawful termination
- —amending notices of working conditions
Unpaid wages and benefits
Pursuing unpaid salary, holiday pay equivalent, regulatory bonuses, overtime and severance. Pre-court demands and court proceedings.
- —unpaid salary
- —overtime
- —holiday pay equivalent
- —severance pay
- —bonuses and commissions
- —reimbursement of business travel costs
Mobbing and discrimination
Mobbing cases require documenting long-term, persistent conduct by the employer. I help gather the evidence, estimate the harm and conduct the proceedings.
- —mobbing
- —discrimination
- —harassment
- —unequal treatment in employment
- —gender discrimination
- —age discrimination
Advisory for employers
Work and pay regulations, non-compete agreements, anti-mobbing policy, representation of the employer in disputes with employees.
- —work regulations
- —pay regulations
- —non-compete agreements
- —anti-mobbing policy
- —defence of the employer in court
Questions about
employment law.
Concrete, free of legal jargon.
How long do I have to appeal against a notice of termination?
21 days from service of the notice. The deadline is strict — after it the court will reject the claim without examining the merits. It is worth contacting an attorney immediately after receiving the notice.
What am I entitled to after an unjust disciplinary dismissal?
You have the right to demand reinstatement with pay for the time out of work, or compensation amounting to 1–3 months' salary. The choice depends on your life situation and your relationship with the employer.
How do I prove mobbing in court?
A reversed burden of proof applies — the employee only has to make the harassment plausible, and it is the employer who must prove that no mobbing occurred. Helpful evidence includes: e-mail/SMS correspondence, witness testimony, recordings, a psychologist's opinion and medical records. Effectiveness depends on how complete the material is, so it is worth gathering it from the outset.
When is overtime due and at what rate?
For any work beyond the working-time norms set by law or the contract. Rate: 50% extra for overtime on working days, 100% extra for overtime on Sundays, public holidays, days off and for night work.
Is a post-employment non-compete always valid?
No. A non-compete after the end of employment requires written form and adequate compensation (at least 25% of salary for the duration of the ban). It is often drafted too broadly — I effectively challenge its scope or the whole clause.
Your case calls for
a precise assessment.
The first conversation is about understanding the situation and outlining the options. No obligations, no corporate jargon.