{"id":410,"date":"2025-02-13T11:08:15","date_gmt":"2025-02-13T11:08:15","guid":{"rendered":"https:\/\/pmadvokati.com\/?p=410"},"modified":"2026-03-26T10:13:16","modified_gmt":"2026-03-26T10:13:16","slug":"nezakonit-otkaz-u-srbiji-prava-zaposlenih","status":"publish","type":"post","link":"https:\/\/pmadvokati.com\/en\/illegal-termination-of-employee-rights-in-serbia\/","title":{"rendered":"Employee&#039;s rights in case of dismissal - what you need to know?"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"410\" class=\"elementor elementor-410\">\n\t\t\t\t<div class=\"elementor-element elementor-element-2dc83e6d e-flex e-con-boxed e-con e-parent\" data-id=\"2dc83e6d\" data-element_type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-a88835f elementor-widget elementor-widget-heading\" data-id=\"a88835f\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h1 class=\"elementor-heading-title elementor-size-default\">Employee&#039;s rights in case of dismissal - what you need to know?<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f173ca9 elementor-widget elementor-widget-image\" data-id=\"f173ca9\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"2560\" height=\"1920\" src=\"https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/Otkaz-Ugovora-o-radu-scaled.jpg\" class=\"attachment-full size-full wp-image-1512\" alt=\"Termination of employment contract\" srcset=\"https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/Otkaz-Ugovora-o-radu-scaled.jpg 2560w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/Otkaz-Ugovora-o-radu-300x225.jpg 300w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/Otkaz-Ugovora-o-radu-1024x768.jpg 1024w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/Otkaz-Ugovora-o-radu-768x576.jpg 768w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/Otkaz-Ugovora-o-radu-1536x1152.jpg 1536w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/Otkaz-Ugovora-o-radu-2048x1536.jpg 2048w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/Otkaz-Ugovora-o-radu-16x12.jpg 16w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-051c62f elementor-widget elementor-widget-text-editor\" data-id=\"051c62f\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>The termination of the employment relationship, namely by the termination of the employment contract by the employer, is a particularly important topic in the field of labor law because it carries with it consequences that can be of existential importance for the employee and his family members. Although the relationship between employer and employee is often seen as a relationship between two unequal parties, as a relationship between a &quot;gigantically strong&quot; employer and a &quot;weak&quot; employee, the laws in the Republic of Serbia, and above all the Labor Law, which regulates the field of labor relations to the greatest extent, provide for the entire body of legal rights of the employee in case of dismissal <a href=\"https:\/\/pmadvokati.com\/en\/ugovor-o-radu\/\">employment contract<\/a>, as well as in the case of illegal dismissal.<\/p><p>It should always be kept in mind that, although companies seem to have a dominant position in relation to the employee, they have the obligation to comply with valid legal regulations in their operations, and especially in their relations with employees. The question arises, how to protect yourself from illegal termination of an employment contract, and what to do if the aforementioned unwanted and stressful situation occurs, so we will try to explain what the employee's legal rights are, as well as what steps should be taken, in order to protect yourself from illegal termination of the employment contract.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a9f5d3e elementor-widget elementor-widget-html\" data-id=\"a9f5d3e\" data-element_type=\"widget\" data-widget_type=\"html.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>\r\n.pm-cta-wrapper {\r\n    background: #1f6fb2;\r\n    color: #ffffff;\r\n    padding: 40px 30px;\r\n    border-radius: 12px;\r\n    text-align: center;\r\n    margin: 50px 0;\r\n}\r\n\r\n.pm-cta-wrapper h2 {\r\n    font-size: 28px;\r\n    margin-bottom: 15px;\r\n}\r\n\r\n.pm-cta-wrapper p {\r\n    font-size: 16px;\r\n    line-height: 1.6;\r\n    max-width: 700px;\r\n    margin: 0 auto 25px auto;\r\n}\r\n\r\n.pm-cta-button {\r\n    display: inline-block;\r\n    background: #ffffff;\r\n    color: #1f6fb2;\r\n    padding: 14px 28px;\r\n    font-size: 16px;\r\n    font-weight: 600;\r\n    border-radius: 8px;\r\n    text-decoration: none;\r\n    transition: all 0.3s ease;\r\n}\r\n\r\n.pm-cta-button:hover {\r\n    background: #e9f1f9;\r\n    color: #164f7f;\r\n}\r\n<\/style>\r\n\r\n<div class=\"pm-cta-wrapper\">\r\n    <h2>Illegal dismissal? You can get legal protection!<\/h2>\r\n    <p>\r\n        If your employer unfairly or illegally terminated your employment contract, you have rights as an employee that you can protect. Our team of employment law attorneys can help you understand your legal options and obtain appropriate compensation or reinstatement.\r\n    <\/p>\r\n    <a href=\"https:\/\/pmadvokati.com\/en\/#kontakt\" class=\"pm-cta-button\">\r\n        Contact us and protect your rights\r\n    <\/a>\r\n<\/div>\r\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7fc640e elementor-widget elementor-widget-heading\" data-id=\"7fc640e\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Types of dismissal and how they affect the employee&#039;s rights<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-83320f1 elementor-widget elementor-widget-text-editor\" data-id=\"83320f1\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>First of all, it is necessary to delineate the various reasons for the termination of the\nemployment relationship, provided by the Labor Law. The employment relationship\nends:<\/p><ol><li>Upon expiry of the term for which it was established;<\/li><li>When the employee reaches the age of 65 and has at least 15 years of insurance\nexperience, unless the employee and the employer agree otherwise;<\/li><li>Agreement between employee and employer;<\/li><li><em><span style=\"text-decoration: underline;\"><strong>Termination of the employment contract by the employer or the\nemployee;<\/strong><\/span><\/em>;<\/li><li>At the request of a parent or guardian of an employee under the age of 18;<\/li><li>Death of the employee;<\/li><li>In other cases established by law.<\/li><\/ol><p>On the basis of the aforementioned legal article, it can be concluded that the\ntermination of the employment contract by the employer is only one of several ways of\nterminating the employment relationship. Considering the importance of this reason for\ntermination, we will pay special attention to it.<\/p><p>What are the reasons that the law recognizes as justified, due to which the employer\nhas the right to terminate the employment contract of the employee? The law stipulates\nthe following: An employer may terminate an employee&#039;s employment contract if there\nis a <em><span style=\"text-decoration: underline;\"><strong>justified reason for doing so related to the employee&#039;s ability to work and\nhis behavior,<\/strong><\/span><\/em> namely:<\/p><p>1) if he does not achieve the results of his work or does not have the necessary\nknowledge and abilities to perform the tasks he is working on;<\/p><p>2) if he has been legally convicted of a criminal offense at work or in connection with\nwork;<\/p><p>3) if he does not return to work for the employer within 15 days from the date of expiry\nof the period of suspension of employment from Article 79 of the Labor Law, i.e. unpaid\nleave from Article 100 of the Labor Law.<\/p><p>The employer can cancel the employment contract of an employee who, <em><span style=\"text-decoration: underline;\"><strong>through his\nown fault, violates his work obligations,<\/strong><\/span><\/em>namely:<\/p><p>1) if he negligently or negligently performs his work duties;<\/p><p>2) if he abuses his position or exceeds his authority;<\/p><p>3) if he uses the means of work inappropriately and irresponsibly;<\/p><p>4) if he does not use or does not use the provided means or equipment for personal\nprotection at work;<\/p><p>5) if he commits another violation of the work obligation determined by the general act,\ni.e. the employment contract.<\/p><p>The employer may terminate the employment contract of an employee <em><span style=\"text-decoration: underline;\"><strong>who does not\nrespect work discipline, namely:<\/strong><\/span><\/em>namely:<\/p><p>1) if he unjustifiably refuses to perform tasks and carry out the orders of the employer\nin accordance with the law;<\/p><p>2) if he fails to submit a certificate of temporary incapacity for work in the sense of\nArticle 103 of the Labor Law;<\/p><p>3) if he abuses the right to leave due to temporary inability to work;<\/p><p>4) due to coming to work under the influence of alcohol or other intoxicants, that is, the\nuse of alcohol or other intoxicants during working hours, which has or may have an\nimpact on the performance of work;<\/p><p>5) if he provided incorrect information that was decisive for establishing an employment\nrelationship;<\/p><p>6) if an employee who works in jobs with increased risk, in which a special health\ncondition has been determined as a special condition for work, refuses to be subjected\nto a health condition assessment;<\/p><p>7) if he does not respect the work discipline prescribed by the employer&#039;s act, i.e. if his\nbehavior is such that he cannot continue working for the employer.<\/p><p>The employer may send the employee to an authorized health institution designated by\nthe employer, at his own expense, for an appropriate analysis in order to determine the\ncircumstances referred to in paragraph 3. item. 3) and 4) of this article or to determine\nthe existence of the mentioned circumstances in another way in accordance with the\ngeneral act. The employee's refusal to respond to the employer's invitation to perform\nan analysis is considered a breach of work discipline in the sense of paragraph 3 of this\narticle.<\/p><p>An employee can terminate his employment relationship <em><span style=\"text-decoration: underline;\"><strong>if there is a justified reason\nfor this, related to the needs of the employer, namely:<\/strong><\/span><\/em> namely:<\/p><p>1) if due to technological, economic or organizational changes, the need to perform\ncertain work ceases or there is a reduction in the scope of work;<\/p><p>2) if he refuses to conclude the annex to the contract in the sense of Article 171,\nparagraph 1, point. 1-5) of the Labor Law.<\/p><p>The aforementioned legal articles clearly provide that the employer is not completely\nfree to make a decision on the termination of the employment contract, but the\ntermination of the employment contract must be <em><strong><u>preceded by the existence of a\nreason<\/u><\/strong><\/em> due to which the employer decides to terminate the employee. This further\nmeans that the employer cannot just state any legal reason for the termination of the\nemployment contract, but the reason <em><span style=\"text-decoration: underline;\"><strong>it must really exist.<\/strong><\/span><\/em>\u00a0 The employer is obliged to state the reason for the dismissal in question and to explain it. Any termination of the employment contract that is not done for the reasons and in the manner provided by law represents <em><span style=\"text-decoration: underline;\"><strong>illegal termination of the employment contract.<\/strong><\/span><\/em>.<\/p><p>It is especially important to note that the Labor Law provides for cases of <em><span style=\"text-decoration: underline;\"><strong>special protection against termination of the employment contract.<\/strong><\/span><\/em>\u00a0This means that during pregnancy, maternity leave, leave from work for child care and leave from work for special child care, the employer <em><span style=\"text-decoration: underline;\"><strong>cannot<\/strong><\/span><\/em> the employment contract. It is important to note that for an employee who is in one of the above-mentioned situations, the period for which he has contracted a fixed-term employment relationship is extended until the expiration of the right to leave.<\/p><p>If a situation occurs where the employer, despite knowing of the existence of the above-mentioned circumstances in which dismissal cannot be given, still gives notice to the employee, such a solution will be <em><span style=\"text-decoration: underline;\"><strong>null and void.<\/strong><\/span><\/em>Also, the decision will be null and void in a\nsituation where the employer gives notice to the employee, and the employee informs\nthe employer about the existence of the aforementioned circumstances within 30 days\nfrom the date of termination of employment, by submitting the appropriate document in\nthe form of a certificate from an authorized doctor or other competent authority.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f8beae9 elementor-widget elementor-widget-image\" data-id=\"f8beae9\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"800\" height=\"534\" src=\"https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-tara-winstead-8386732-1024x683.webp\" class=\"attachment-large size-large wp-image-749\" alt=\"What to do if you get fired?\" srcset=\"https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-tara-winstead-8386732-1024x683.webp 1024w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-tara-winstead-8386732-300x200.webp 300w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-tara-winstead-8386732-768x512.webp 768w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-tara-winstead-8386732-1536x1024.webp 1536w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-tara-winstead-8386732-scaled.webp 1920w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-tara-winstead-8386732-18x12.webp 18w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0a9b09e elementor-widget elementor-widget-heading\" data-id=\"0a9b09e\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Procedure for termination of the employment contract<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e0474b4 elementor-widget elementor-widget-text-editor\" data-id=\"e0474b4\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Is the procedure for terminating an employment contract the same regardless of the\nreason for termination provided by law? It&#039;s not. Depending on the reason for\ntermination, the employer has different obligations. Therefore, if there is a reason for\ntermination that belongs to the group of terminations due to the <em><span style=\"text-decoration: underline;\"><strong>existence of a\njustified reason related to the employee&#039;s ability to work and his behavior,<\/strong> <strong>existence of a\njustified reason related to the employee&#039;s ability to work and his behavior,<\/strong><\/span><\/em>the employer is not obliged to provide the employee with a written warning about the stated reasons before terminating the employment contract.<\/p><p>On the other hand, if it is a reason for termination that belongs to the group of termination due to <em><span style=\"text-decoration: underline;\"><strong>violation of\nwork obligations due to the fault of the employee,<\/strong><\/span><\/em>as well as due to a <em><span style=\"text-decoration: underline;\"><strong>violation\nof work discipline,<\/strong><\/span><\/em>the employer will be obliged to inform the employee of the\nexistence of the reason for the termination of the employment contract before the\ntermination, and to give him a deadline that must not be shorter than that prescribed\nby law, so that the employee has the opportunity to <em><span style=\"text-decoration: underline;\"><strong>respond to the aforementioned\nwritten notice.<\/strong><\/span><\/em>This notification must be such in terms of content, that the employee\nis clearly presented with the grounds, as well as the facts, on the basis of which the\nemployer considers that the employee should resign. If the employer does not submit\nsuch a notification, or if it is submitted without the specified necessary elements, such\ntermination cannot be considered legal.<\/p><p>In the event that there are legal grounds for dismissal, the employer makes a decision\non the termination of the employment contract, which is made in writing, and which\nnecessarily contains an explanation and instructions on the right to appeal against that\ndecision.<\/p><p>After the employee has been dismissed, the employer is obliged to <em><span style=\"text-decoration: underline;\"><strong>pay the employee\nall unpaid wages,<\/strong><\/span><\/em>salary allowances and other income earned by the employee up to\nthe date of termination of the employment relationship, within the period stipulated by\nlaw. An employee whose employment relationship has ended, also has the right to\nrequest from the employer a <em><span style=\"text-decoration: underline;\"><strong>certificate<\/strong><\/span><\/em> containing the date of establishment and\ntermination of the employment relationship and the type or description of the jobs he\nworked on.<\/p><p><em><span style=\"text-decoration: underline;\"><strong>Severance pay<\/strong><\/span><\/em> is the amount of money that the employer is obliged to pay to the\nemployee in case of termination of the employment contract by the employer, and in the event that the employee is dismissed for a justified reason related to the employer's\nneeds, specifically, if due to technological, economic or organizational changes, <em><span style=\"text-decoration: underline;\"><strong>the\nneed to perform a certain job ceases or there is a reduction in the scope of\nwork,<\/strong><\/span><\/em>as well as <em><span style=\"text-decoration: underline;\"><strong>if the employee refuses to conclude an annex <\/strong><\/span><\/em>annex to the employment contract offered to the employee in accordance with the law.<\/p><p>The question of how much severance pay is paid to an employee naturally arises. The law stipulates that the amount of severance pay is determined by a general act or employment contract, while the law stipulates the minimum severance pay that the employer is obliged to pay.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3371a1a elementor-widget elementor-widget-heading\" data-id=\"3371a1a\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">What actions to take in case of termination of the employment contract?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0349ccc elementor-widget elementor-widget-text-editor\" data-id=\"0349ccc\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>It goes without saying that getting fired is not only a source of great dissatisfaction, but also a circumstance that affects an individual&#039;s existence in an economic sense. Therefore, it is important to &quot;cool-headedly&quot; interpret the circumstances that led to the dismissal, and it is recommended <a href=\"https:\/\/pmadvokati.com\/en\/#about-us\">to hire a lawyer<\/a> who will review all documentation on the termination of the employment contract, and observe whether there are any illegalities in the employer&#039;s actions. It is especially important to recognize whether the employer has given the opportunity to make a statement on the warning about the existence of reasons for the termination of the employment contract, as well as the appropriate deadline for making a statement.<\/p><p>If the employee, alone or with the professional help of a lawyer, comes to the\nconclusion that it is an illegal dismissal, he has the right to <em><span style=\"text-decoration: underline;\"><strong>initiation of legal proceedings.<\/strong><\/span><\/em>\u00a0If the court determines that the employee&#039;s employment relationship has ended without legal grounds, it will decide, at the request of the employee, that the employee return to work, that he be paid compensation for damages and payment of the corresponding contributions for mandatory social insurance for the period in which the employee did not work.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5355b1e elementor-widget elementor-widget-image\" data-id=\"5355b1e\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"768\" height=\"512\" src=\"https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-kampus-8428076-min-768x512.jpg\" class=\"attachment-medium_large size-medium_large wp-image-751\" alt=\"What is a voluntary termination?\" srcset=\"https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-kampus-8428076-min-768x512.jpg 768w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-kampus-8428076-min-300x200.webp 300w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-kampus-8428076-min-1024x683.webp 1024w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-kampus-8428076-min-1536x1024.jpg 1536w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-kampus-8428076-min-2048x1365.jpg 2048w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-kampus-8428076-min-18x12.jpg 18w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/pexels-kampus-8428076-min-scaled.webp 1920w\" sizes=\"(max-width: 768px) 100vw, 768px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9584cf4 elementor-widget elementor-widget-heading\" data-id=\"9584cf4\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Problems regarding the termination of the employment contract<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ebc51b3 elementor-widget elementor-widget-text-editor\" data-id=\"ebc51b3\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Although we came to the conclusion at the beginning of this blog that, legally, the position of employer and employee is not a relationship of superiority and subordination, but a relationship of two completely equal parties, practice indicates that employers often use their status and economic power to the detriment of employees.\u00a0<\/p><p>Employers often in an immoral way put the employee in a position to agree to some circumstances of the termination of the employment relationship, such as signing an agreement on the termination of the employment relationship, which otherwise he would not have done. In those situations, it happens that the employer uses the weakness and powerlessness of the employee in order to influence his actions.<\/p><p>It is important to know that employees have a whole range of rights in case of termination of the employment contract, and that they have complete freedom to seek legal assistance <a href=\"https:\/\/pmadvokati.com\/en\/\">labor law attorney<\/a>, in order to realize their rights in full, and prevent potential illegal actions of the employer.<\/p><p>If any of the readers find themselves in the situation of termination of the employment\ncontract, and at the same time have doubts about the legality of it, we hereby invite\nyou to contact us and ask any question that interests you regarding the matter in\nquestion, and we will try to answer the same and provide you with all the necessary\nlegal assistance in order to eliminate all the negative consequences of the termination.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b35b553 elementor-widget elementor-widget-heading\" data-id=\"b35b553\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">FAQ<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-94dc4dc elementor-widget elementor-widget-heading\" data-id=\"94dc4dc\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">1. CAN CANCELLATION BE GIVEN ORALLY?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8472e33 elementor-widget elementor-widget-text-editor\" data-id=\"8472e33\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>In short, termination cannot be given orally. The employer must notify the employee of the dismissal in writing.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c57ae71 elementor-widget elementor-widget-heading\" data-id=\"c57ae71\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">2. Can I be fired during pregnancy?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3b44cf6 elementor-widget elementor-widget-text-editor\" data-id=\"3b44cf6\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>An employee who is on leave due to pregnancy, maternity leave or child care leave is not allowed to resign.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ea0136f elementor-widget elementor-widget-heading\" data-id=\"ea0136f\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">3. How long is the notice period?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-dd1e7d9 elementor-widget elementor-widget-text-editor\" data-id=\"dd1e7d9\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>The notice period cannot be longer than 30 days, but it can be shorter, depending on the Employment Agreement.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-e217c5e e-flex e-con-boxed e-con e-parent\" data-id=\"e217c5e\" data-element_type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-abec63b elementor-widget elementor-widget-link-in-bio\" data-id=\"abec63b\" data-element_type=\"widget\" data-widget_type=\"link-in-bio.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"e-link-in-bio e-link-in-bio\">\n\t\t\t<div class=\"e-link-in-bio__content\">\n\n\t\t\t\t\t\t<div class=\"e-link-in-bio__identity\">\n\t\t\t\t\t\t\t\t\t<div class=\"e-link-in-bio__identity-image e-link-in-bio__identity-image-profile has-style-circle\">\n\t\t\t\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"200\" height=\"300\" src=\"https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/DM-slika-1-200x300.webp\" class=\"e-link-in-bio__identity-image-element\" alt=\"Attorney Dimitrije Mijailovi\u0107 - PM Attorneys Dimitrije Mijailovi\u0107 Attnorney at Law\" srcset=\"https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/DM-slika-1-200x300.webp 200w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/DM-slika-1-683x1024.webp 683w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/DM-slika-1-768x1152.webp 768w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/DM-slika-1-1024x1536.webp 1024w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/DM-slika-1-scaled.webp 1280w, https:\/\/pmadvokati.com\/wp-content\/uploads\/2025\/02\/DM-slika-1-8x12.webp 8w\" sizes=\"(max-width: 200px) 100vw, 200px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<div class=\"e-link-in-bio__bio\">\n\t\t\t\t<h2 class=\"e-link-in-bio__heading\">Dimitrije Mijailovic<\/h2>\t\t\t\t<h3 class=\"e-link-in-bio__title\">Lawyer<\/h3>\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<div class=\"e-link-in-bio__icons has-size-small\">\n\t\t\t\t\t\t\t<div class=\"e-link-in-bio__icon is-size-small\">\n\t\t\t\t\t<a href=\"https:\/\/www.instagram.com\/dimitrijem98\/\" target=\"_blank\" rel=\"noopener \" aria-label=\"Instagram\" class=\"e-link-in-bio__icon-link\">\n\t\t\t\t\t\t<span class=\"e-link-in-bio__icon-svg\">\n\t\t\t\t\t\t\t<svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fab-instagram\" viewbox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.1 141c-63.6 0-114.9 51.3-114.9 114.9s51.3 114.9 114.9 114.9S339 319.5 339 255.9 287.7 141 224.1 141zm0 189.6c-41.1 0-74.7-33.5-74.7-74.7s33.5-74.7 74.7-74.7 74.7 33.5 74.7 74.7-33.6 74.7-74.7 74.7zm146.4-194.3c0 14.9-12 26.8-26.8 26.8-14.9 0-26.8-12-26.8-26.8s12-26.8 26.8-26.8 26.8 12 26.8 26.8zm76.1 27.2c-1.7-35.9-9.9-67.7-36.2-93.9-26.2-26.2-58-34.4-93.9-36.2-37-2.1-147.9-2.1-184.9 0-35.8 1.7-67.6 9.9-93.9 36.1s-34.4 58-36.2 93.9c-2.1 37-2.1 147.9 0 184.9 1.7 35.9 9.9 67.7 36.2 93.9s58 34.4 93.9 36.2c37 2.1 147.9 2.1 184.9 0 35.9-1.7 67.7-9.9 93.9-36.2 26.2-26.2 34.4-58 36.2-93.9 2.1-37 2.1-147.8 0-184.8zM398.8 388c-7.8 19.6-22.9 34.7-42.6 42.6-29.5 11.7-99.5 9-132.1 9s-102.7 2.6-132.1-9c-19.6-7.8-34.7-22.9-42.6-42.6-11.7-29.5-9-99.5-9-132.1s-2.6-102.7 9-132.1c7.8-19.6 22.9-34.7 42.6-42.6 29.5-11.7 99.5-9 132.1-9s102.7-2.6 132.1 9c19.6 7.8 34.7 22.9 42.6 42.6 11.7 29.5 9 99.5 9 132.1s2.7 102.7-9 132.1z\"><\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"e-link-in-bio__icon is-size-small\">\n\t\t\t\t\t<a href=\"https:\/\/www.linkedin.com\/in\/dimitrije-mijailovic-2b806a263\/?originalSubdomain=rs\" target=\"_blank\" rel=\"noopener \" aria-label=\"LinkedIn\" class=\"e-link-in-bio__icon-link\">\n\t\t\t\t\t\t<span class=\"e-link-in-bio__icon-svg\">\n\t\t\t\t\t\t\t<svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fab-linkedin-in\" viewbox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M100.28 448H7.4V148.9h92.88zM53.79 108.1C24.09 108.1 0 83.5 0 53.8a53.79 53.79 0 0 1 107.58 0c0 29.7-24.1 54.3-53.79 54.3zM447.9 448h-92.68V302.4c0-34.7-.7-79.2-48.29-79.2-48.29 0-55.69 37.7-55.69 76.7V448h-92.78V148.9h89.08v40.8h1.3c12.4-23.5 42.69-48.3 87.88-48.3 94 0 111.28 61.9 111.28 142.3V448z\"><\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\n\t\t<div class=\"e-link-in-bio__ctas has-type-button\">\n\t\t\t\t\t\t\t<a href=\"https:\/\/pmadvokati.com\/en\/ugovor-o-radu\/\" target=\"_blank\" rel=\"noopener \" class=\"e-link-in-bio__cta is-type-button has-corners-rounded\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"e-link-in-bio__cta-text\">\n\t\t\t\t\t\tEmployment Agreement\t\t\t\t\t<\/span>\n\t\t\t\t<\/a>\n\t\t\t\t\t<\/div>\n\t\t\n\t\t\t<\/div>\n\t\t\t<div class=\"e-link-in-bio__bg\">\n\t\t\t\t<div class=\"e-link-in-bio__bg-overlay\"><\/div>\n\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Prava zaposlenog u slu\u010daju otkaza \u2013 \u0161ta treba znati? Prestanak radnog odnosa, i to otkazom ugovora o radu od strane poslodavca, je posebno va\u017ena tema u oblasti radnog prava jer sa sobom nosi posledice koje mogu biti od egzistencijalnog zna\u010daja za zaposlenog i \u010dlanove njegove porodice. Iako se odnos poslodavca i zaposlenog neretko posmatra kao [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":1512,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[16],"tags":[50,38,45,36,44,48,52,51],"class_list":["post-410","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-radno-pravo","tag-advokat-za-radno-pravo","tag-nezakonit-otkaz","tag-otkaz-od-strane-poslodavca","tag-prava-zaposlenog","tag-radni-sporovi","tag-tuzba-zbog-nezakonitog-otkaza","tag-zakon-o-radu-srbija","tag-zalba-na-otkaz"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/pmadvokati.com\/en\/wp-json\/wp\/v2\/posts\/410","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pmadvokati.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/pmadvokati.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/pmadvokati.com\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/pmadvokati.com\/en\/wp-json\/wp\/v2\/comments?post=410"}],"version-history":[{"count":64,"href":"https:\/\/pmadvokati.com\/en\/wp-json\/wp\/v2\/posts\/410\/revisions"}],"predecessor-version":[{"id":2054,"href":"https:\/\/pmadvokati.com\/en\/wp-json\/wp\/v2\/posts\/410\/revisions\/2054"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/pmadvokati.com\/en\/wp-json\/wp\/v2\/media\/1512"}],"wp:attachment":[{"href":"https:\/\/pmadvokati.com\/en\/wp-json\/wp\/v2\/media?parent=410"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/pmadvokati.com\/en\/wp-json\/wp\/v2\/categories?post=410"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/pmadvokati.com\/en\/wp-json\/wp\/v2\/tags?post=410"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}