Best Wrongful Termination Lawyers in Łódź, Łódź Voivodeship

When a dismissal can be challenged in Łódź

Polish law does not use an at-will employment system. An employee may challenge a dismissal that breaches legal requirements or lacks a justified reason where one is required.

For a dismissal with notice, the employer must give the reason in writing and explain the right to appeal. For termination without notice, the employer must also state its reason in writing. A court may award reinstatement or compensation, depending on the circumstances and the claim.

In Łódź, a case is heard by the competent labour court, based on factors such as the employer’s location and where the work was performed. The relevant court may be a labour division of a district or regional court. The usual deadline to appeal is 21 days from receiving the termination notice or statement.

When a Łódź employment lawyer may be useful

• Your employer dismissed you after a dispute at a Łódź factory, warehouse, shop, office or other workplace, and the stated reason appears inaccurate or unsupported.

• You received a termination notice without a written reason, or the reason is too vague to explain why your employment is ending.

• You were dismissed without notice during sickness absence, after raising a workplace safety concern, or in circumstances that may involve a protected status or retaliation.

• Your employer says a fixed-term contract is ending early, but you suspect the notice rules or required consultation were not followed.

• Your job ended during a restructuring or redundancy at a Łódź employer, and you want to check whether selection criteria, consultation or severance rules applied.

• You worked under a civil-law contract, but the actual arrangement may have had the features of employment, such as assigned hours, supervision and work at a designated location.

Polish laws that govern dismissal claims

Labour Code (Kodeks pracy), Act of 26 June 1974. It has been in force since 1 January 1975 and sets rules on employment contracts, notice, immediate termination and remedies. Amendments effective 26 April 2023 introduced, among other changes, a requirement to give reasons for ending fixed-term employment contracts with notice.

Code of Civil Procedure (Kodeks postępowania cywilnego), Act of 17 November 1964. It governs court proceedings, including how employment cases are brought and which court may hear them. Its employment-case rules allow an employee to bring a claim in certain courts connected with the employer or place of work.

Act of 13 March 2003 on Specific Rules for Terminating Employment Relationships with Employees for Reasons Not Related to Employees. It covers collective redundancies and certain individual dismissals by employers with at least 20 employees. Its rules may require consultation, notification and severance, depending on the circumstances.

Frequently asked questions

What counts as an unlawful dismissal in Poland?

A dismissal may be unlawful if the employer failed to follow a required procedure or breached protections under Polish employment law. A dismissal with notice may also be challenged if its stated reason is not justified. The court assesses the facts and the applicable employment rules.

How long do I have to appeal a dismissal?

The general deadline is 21 days from receiving the written notice of termination or the statement terminating employment without notice. Missing the deadline can seriously affect your claim. A lawyer can check whether an extension may be requested in your circumstances.

Which court handles an employment dismissal claim in Łódź?

The competent labour court depends on factors including the employer’s location, the place where you worked and the value or type of claim. Łódź has courts with labour divisions, but the correct venue should be confirmed before filing. The court registry can provide procedural information, not legal advice.

Can I challenge dismissal during a probationary period?

Probationary employment can generally be ended with notice, but statutory protections and procedural requirements still apply. A dismissal may be challenged where it breaches those rules or involves discrimination or another prohibited ground. The contract and termination documents should be reviewed promptly.

Can a fixed-term contract be ended before its expiry?

A fixed-term contract may be ended early where the law and contract permit it, subject to applicable notice requirements. Since 26 April 2023, an employer giving notice to end a fixed-term contract must provide a reason. Whether the reason is legally adequate depends on the facts.

What remedies can a labour court award?

Depending on the type of dismissal and the claim, the court may order reinstatement or award compensation. Different rules apply to dismissal with notice and termination without notice. A lawyer can assess which remedy is available and appropriate in your case.

Can I claim if I was hired as a contractor rather than an employee?

The contract’s label is not always decisive. If the real working arrangement had the characteristics of employment, such as personal work under an employer’s direction, you may be able to ask a court to determine that an employment relationship existed. The evidence and working conditions matter.

How much does it cost to hire an employment lawyer in Łódź?

Lawyers set their own fees, so ask for a written estimate covering advice, court filings and hearings. Court fees are separate from legal fees. Employees bringing employment claims are generally exempt from some court fees, but exceptions may apply, including at particular stages or for higher-value claims.

How long does a dismissal case take?

There is no fixed timetable for every case. Duration depends on the court’s workload, the evidence, the number of hearings and whether either party appeals. Ask a lawyer for a realistic estimate after they review the documents and claim.

Do I need a lawyer to file an appeal?

You can generally bring an employment claim without a lawyer, but the short deadline and procedural requirements make early advice useful. A lawyer can assess the claim, identify evidence and prepare court documents. A trade union may also provide support if you are a member.

Can I claim severance after a redundancy dismissal?

Severance may be due where the statutory rules on dismissals for reasons not related to employees apply. The employer’s headcount, the reason for ending employment and the circumstances of the redundancy matter. A lawyer can check whether individual or collective redundancy provisions apply.

Official resources in Łódź

• District Labour Inspectorate in Łódź (Okręgowy Inspektorat Pracy w Łodzi). The National Labour Inspectorate provides information and handles matters concerning compliance with employment law. It can inspect employers, but it does not replace a court deciding a dismissal claim.

• Łódź courts with labour divisions. Court staff can provide information about filing procedures, forms and case administration. Confirm which court has jurisdiction before submitting a claim.

• Free legal aid points in Łódź. The city’s statutory free legal aid service provides eligible people with legal advice. Ask whether an appointment is available for employment matters and what documents to bring.

Steps to find and hire a lawyer

1. Secure your documents now. Save your employment contract, termination notice, work schedules, pay records and relevant messages. Keep copies outside your work account where lawful.

2. Record the deadline. Calculate the 21-day appeal period from the date you received the termination document. Seek advice immediately if the deadline is close.

3. Make a short chronology. Note key dates, conversations, reasons given and witnesses. Include whether you worked in Łódź or elsewhere, since workplace location may affect court venue.

4. Contact suitable lawyers within a few days. Search for an advocate or legal adviser who handles Polish employment disputes. Check professional registration and ask about experience with dismissal claims.

5. Compare the proposed approach and fees. Ask what claim may be available, what evidence is needed, what the fee covers and whether court costs or other expenses are additional. Request the terms in writing.

6. Choose representation and act promptly. Agree the scope of work in writing and provide the documents. Do not wait for settlement discussions to resolve before checking the filing deadline.