Grounds for dismissal of an employee during martial law.

During martial law, an employee may be dismissed on the general grounds provided for by labor law, as well as on special grounds introduced specifically for the period of martial law.

General grounds for dismissal:

• Agreement of the parties;
• Expiration of the term for which the fixed-term employment contract was concluded;
• Refusal of an employee to transfer to another location with the company;
• Changes in essential working conditions;

Special grounds for dismissal during martial law:

• Death of an employee or an individual employer;
• Absence of an employee from work and information about the reasons for such absence for more than four consecutive months.

Practical examples of dismissal:

• Absenteeism: The procedure for dismissal for absenteeism includes not allowing an employee to work who has been absent from the workplace for more than three hours during a working day without valid reasons. Redundancy: The employer has the right to reduce the number of employees if there is a decrease in production or services.
• Inability to perform work: Dismissal may occur if equipment or production assets are destroyed and the employer cannot provide work for the employee.

Important caveats:

• Dismissal without notice: If the company is located in an area of active hostilities, an employee may be dismissed without a two-week notice due to a real threat to his or her life and health.
• Transfer: If it is possible to transfer the employee to another job, the employer should attempt to make such a transfer before applying the dismissal.
• Severance pay: If an employee is dismissed at the employer's initiative due to loss of property or destruction of equipment, he or she is entitled to severance pay.