{"id":2849,"date":"2026-05-27T06:43:21","date_gmt":"2026-05-27T03:43:21","guid":{"rendered":"https:\/\/svaroglaw.com\/trudove-pravo\/"},"modified":"2026-07-15T14:39:46","modified_gmt":"2026-07-15T11:39:46","slug":"trudove-pravo","status":"publish","type":"page","link":"https:\/\/svaroglaw.com\/en\/trudove-pravo\/","title":{"rendered":"Employment lawyer"},"content":{"rendered":"

Two things that employees find out far too late.<\/p>\n

Firstly: in employment disputes, employees are exempt from paying court fees.<\/strong> Taking legal action against an employer costs nothing \u2014 yet most people do not even try, believing that going to court is \u2018expensive\u2019.<\/p>\n

Second: there is only one month<\/strong> from the date of being served with a copy of the dismissal order or being issued with an employment record book (Article 233 of the Labour Code) to file a claim for reinstatement. Miss that deadline, and it will be extremely difficult to challenge even a clearly unlawful dismissal.<\/p>\n

A labour lawyer is needed mainly because of this one-month deadline: whilst a person is feeling indignant, looking for work and \u2018gathering their thoughts\u2019, the deadline expires.<\/p>\n

+38 095 554-54-24<\/a> \u2014 legal advice<\/strong><\/p>\n

Time limits: the key things you need to know today<\/h2>\n\n\n\n\n\n\n
Claim<\/th>\nTime limit for filing a claim<\/th>\n<\/tr>\n
Reinstatement (unlawful dismissal)<\/td>\n1 month<\/strong> from the date of delivery of a copy of the order or the issue of the employment record book<\/td>\n<\/tr>\n
Other employment disputes<\/td>\n3 months<\/strong> from the date on which you became aware of the infringement of your rights<\/td>\n<\/tr>\n
Recovery of unpaid wages<\/strong><\/td>\nno time limit<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

The last line is important. Unpaid wages can be claimed regardless of how much time has elapsed<\/strong>. This applies to wages, compensation and severance pay.<\/p>\n

\"Employment<\/a><\/p>\n

What we deal with<\/h2>\n

Unlawful dismissal<\/strong> \u2014 for absenteeism, for unsuitability for the post, \u2018due to redundancy\u2019 which in fact did not take place, or by mutual agreement signed under duress.<\/p>\n

Coercion into resigning \u2018of one\u2019s own accord\u2019<\/strong> \u2014 where a resignation letter is written under the threat of \u2018we\u2019ll dismiss you under the relevant clause\u2019. Such a resignation can be challenged if it is proven that the decision was not made of the employee\u2019s own free will.<\/p>\n

Non-payment of wages<\/strong>, bonuses, holiday pay, compensation for unused holiday entitlement, or final settlement upon dismissal.<\/p>\n

Delay in final settlement upon dismissal<\/strong> \u2014 a separate rule applies here: for the entire duration of the delay, the employer must pay average earnings<\/strong>. Over several months, this may exceed the amount owed.<\/p>\n

Changes to working conditions<\/strong> without the employee\u2019s consent, transfer, demotion.<\/p>\n

Discrimination and workplace bullying<\/strong>, unlawful disciplinary measures.<\/p>\n

Work-related injury<\/strong> \u2014 compensation for damage to health.<\/p>\n

Unregistered employment<\/strong> \u2014 establishing the existence of an employment relationship in court.<\/p>\n

What can be claimed in the event of unlawful dismissal<\/h2>\n
    \n
  1. Reinstatement.<\/strong> A court order for reinstatement is subject to immediate enforcement<\/strong> \u2014 the employer is obliged to allow you to return to work immediately, without waiting for an appeal.<\/li>\n
  2. Average earnings for the period of forced absence from work<\/strong> \u2014 for the entire period from the date of dismissal to the date of reinstatement. If the court proceedings take half a year, you will receive half a year\u2019s salary.<\/li>\n
  3. Non-pecuniary damages<\/strong> \u2014 for unlawful dismissal, humiliation and stress.<\/li>\n
  4. Legal costs<\/strong> \u2014 including lawyers\u2019 fees.<\/li>\n<\/ol>\n

    If you do not wish to return to this employer, you may demand a change to the wording of the dismissal<\/strong> and payment of average earnings \u2014 without actually being reinstated.<\/p>\n

    Delay in final settlement: the rule that applies<\/h2>\n

    If the employer has not paid everything due on the day of dismissal, they are obliged to pay average earnings for the entire period of the delay<\/strong> (Article 117 of the Labour Code).<\/p>\n

    What this means in practice: if you were not paid 20,000 UAH upon dismissal and you raised the issue six months later \u2014 in addition to the outstanding amount itself, you are entitled to your average earnings for those six months.<\/p>\n

    This is one of the most \u2018lucrative\u2019 provisions of labour law, and employers prefer not to mention it.<\/p>\n

    Working without a formal contract<\/h2>\n

    If you worked informally, this does not deprive you of your rights<\/strong> \u2014 but you will need to prove the existence of an employment relationship in court.<\/p>\n

    What counts as evidence: access passes, work schedules, correspondence, witness statements from colleagues, payslips, documents bearing your signature, photos of your workplace, and job advertisements.<\/p>\n

    Once the existence of an employment relationship has been established, you can claim your wages, demand payment of social security contributions (which affects your future pension) and seek compensation for damages.<\/p>\n

    When you do not need a solicitor<\/h2>\n

    If the employer acknowledges the debt and is willing to pay, and there is no dispute, the matter can be resolved without a solicitor.<\/p>\n

    You need a solicitor when:<\/p>\n