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Wrongful termination in Mława is governed by national Polish employment law - principally the Kodeks pracy - and by related national and European non-discrimination rules. Termination claims are heard by labour courts - sądy pracy - and enforcement or inspection is carried out by the Państwowa Inspekcja Pracy. In practice, disputes over dismissal in Mława follow the same legal framework as the rest of Poland, but local courts and offices are where you will file claims and seek practical help. The most common forms of termination include termination with notice, termination without notice - often called disciplinary dismissal - expiry of a fixed-term contract, and mutual termination agreements. Some employees and situations receive special protection under the law - for example pregnant employees and employees on certain types of leave.
Employment law disputes often involve short procedural deadlines, technical legal arguments and the need to gather or preserve evidence fast. You may need a lawyer if:
- You believe your dismissal was unlawful - for example, based on discrimination, retaliation for exercising rights, or in breach of protected-status rules.
- Your employer did not follow formal requirements such as giving written notice, providing grounds for dismissal where required, or consulting on collective redundancies.
- You are part of a protected group - such as a pregnant employee, employee on maternity or parental leave, a trade union representative or an employee representative - and your employer claims to have valid reasons for dismissal.
- You want to seek reinstatement, higher compensation or to negotiate a severance settlement and need someone to evaluate offers and represent you in negotiations or in court.
- You need assistance with immediate steps - preserving evidence, calculating compensation or lost wages, or filing a claim with the labour court within the applicable time limit.
- Governing law - The primary source is the Polish Labour Code - Kodeks pracy. Other important sources include anti-discrimination provisions in national law and relevant EU directives as implemented in Poland.
- Types of dismissal - Dismissal may be by notice, immediate dismissal without notice in disciplinary cases, termination by mutual agreement, or non-renewal or expiry of a fixed-term contract. Each type has different formal and substantive requirements.
- Notice periods - Notice periods depend on the type of contract and the employee's length of service. Typical notice periods range from a few weeks up to three months. The exact period is set out in the Labour Code and in the employment contract.
- Special protections - Certain employees have enhanced protection against dismissal. Examples include pregnant employees and employees on maternity or parental leave, trade union representatives, and employee representatives. In many cases the employer must obtain consent from a competent body or follow a strict procedure before dismissal is lawful.
- Remedies - If a court finds a dismissal invalid or unlawful, typical remedies include reinstatement, payment of compensation or damages, and a declaration of invalidity of the termination. The amount and type of remedy depend on the case and judicial assessment.
- Enforcement and inspection - The Państwowa Inspekcja Pracy handles workplace inspections and can advise on rights. Labour courts handle litigation. Local authorities and courts in Mława are where proceedings and inspections are initiated.
Wrongful termination is any firing or termination that violates the Labour Code, equality and anti-discrimination law, contractual terms, or statutory protections. Examples include dismissals that breach notice rules, dismissals motivated by discrimination or retaliation, and dismissals of employees who enjoy special legal protection without required consent or procedure.
Employers can dismiss without notice only in specific circumstances set by the Labour Code - commonly in disciplinary cases involving serious breaches of duties. Even then, formal requirements must be met. If you are dismissed without notice and believe the reason was unjustified, you can challenge the dismissal in court.
Yes. Pregnant employees and those on maternity leave have special protections under Polish law. Employers usually cannot terminate their employment during pregnancy or maternity leave without meeting strict legal conditions. In many cases an employer must obtain prior consent from a competent authority or follow statutory procedures for the dismissal to be valid.
Gather and preserve documents - employment contract, written notice, correspondence, pay slips, medical certificates and any evidence of the reason given for dismissal. Note the exact date you received the termination. Contact a lawyer or legal advisor promptly because statutory deadlines to challenge dismissals are short. Consider contacting the Państwowa Inspekcja Pracy or local free legal aid to understand immediate options.
There are strict time limits to bring claims related to dismissal. Deadlines vary depending on the type of claim and the grounds alleged. In many cases you must act quickly - typically within a matter of weeks from the date of termination. Because the exact deadline can differ by case, seek legal advice immediately to avoid losing the right to challenge the dismissal.
Possible remedies include reinstatement to your previous job, financial compensation for lost earnings, and a declaration that the termination was invalid. The court decides on the appropriate remedy based on the circumstances. Courts may also approve negotiated settlements if both parties agree.
You can try to negotiate a settlement or accept a severance offer from your employer. Many disputes are resolved by agreement before or during court proceedings. A lawyer can help evaluate any offer and negotiate terms. If negotiation fails, you can file a claim in the labour court.
A lawyer experienced in Polish employment law can improve your chances by ensuring procedural deadlines are met, preparing strong evidence, presenting legal arguments effectively in court or negotiations, and advising on realistic remedies. Lawyers can also represent you in hearings and help secure interim protections if needed.
Yes. Poland operates a system of free legal aid - nieodpłatna pomoc prawna - which is provided locally through county or municipal offices. The Państwowa Inspekcja Pracy can also provide information about rights and procedures. Local legal clinics at universities and certain non-governmental organisations may offer advice. Eligibility and services vary, so check with the county office or ask at the local town hall in Mława.
Important evidence includes written termination notices, employment contract and any amendments, internal policies, emails and messages showing the reason for dismissal, performance reviews, witness statements, payroll records for lost wages, medical certificates if relevant, and any records of complaints or protected activity you engaged in. Preserve originals and make copies for your lawyer and the court.
- Państwowa Inspekcja Pracy - for workplace inspections, advice and complaints about employment law compliance.
- Local labour court - for filing litigation in wrongful termination cases. Your local court registry will advise on filing procedures and deadlines.
- Starostwo Powiatowe w Mławie and Urząd Miasta Mława - local public offices can provide information on available free legal aid and administrative support in the county.
- Free legal aid system - nieodpłatna pomoc prawna - organised by local governments for qualifying persons seeking basic legal help.
- Trade unions and employee organisations - they can provide support and representation where you are a member or where they operate in your workplace.
- Regional bar associations and legal clinics - attorneys and legal clinics can provide specialized employment law advice. Look for lawyers experienced in labour law and court practice.
- Preserve evidence - gather contracts, written notices, emails, pay slips and any records related to the dismissal.
- Check deadlines - consult a legal advisor immediately to identify applicable time limits for bringing a claim.
- Seek advice - contact a lawyer experienced in employment law in Mława or nearby. If cost is a concern, inquire about local free legal aid or legal clinics.
- Consider negotiation - with legal advice, evaluate any severance offer before signing. A settlement may be appropriate in some cases.
- File a claim if necessary - if negotiation fails, your lawyer will prepare and file a claim at the labour court and represent you in proceedings.
- Use inspection and support resources - report serious breaches to the Państwowa Inspekcja Pracy and contact trade unions if applicable.
Acting promptly and with appropriate legal advice is the best way to protect your rights after a dismissal in Mława. Even if you are unsure whether the termination was wrongful, early consultation will help you understand your options and preserve possible claims.
