{"id":1252815,"date":"2026-04-17T14:14:18","date_gmt":"2026-04-17T11:14:18","guid":{"rendered":"https:\/\/robin.jobs\/sk\/?p=1252815"},"modified":"2026-04-17T14:14:18","modified_gmt":"2026-04-17T11:14:18","slug":"ukoncenie-pracovneho-pomeru-v-nizozemsku","status":"publish","type":"post","link":"https:\/\/robin.jobs\/sk\/praca-v-holandsku\/ukoncenie-pracovneho-pomeru-v-nizozemsku","title":{"rendered":"Navig\u00e1cia v labyrinte: Pochopenie ukon\u010denia pracovn\u00e9ho pomeru v Holandsku"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Hrozba straty zamestnania patr\u00ed medzi najv\u00e4\u010d\u0161ie obavy v\u00e4\u010d\u0161iny z n\u00e1s. By\u0165 v cudzej krajine a \u010deli\u0165 prepusteniu m\u00f4\u017ee by\u0165 e\u0161te stresuj\u00facej\u0161ou udalos\u0165ou.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Av\u0161ak ukon\u010denie pracovn\u00e9ho pomeru v Holandsku nie je zjednodu\u0161en\u00fd pr\u00edpad, v ktorom by v\u00e1m jedno men\u0161ie pochybenie sp\u00f4sobilo stratu \u017eivobytia. Holandsko je zn\u00e1me svojou silnou ochranou zamestnancov a pochopenie zlo\u017eitosti ukon\u010denia pracovn\u00e9ho pomeru spolu so \u0161pecifick\u00fdmi holandsk\u00fdmi po\u017eiadavkami na prep\u00fa\u0161\u0165anie je k\u013e\u00fa\u010dov\u00e9.<\/span><\/p>\n<h2>Nuansy prep\u00fa\u0161\u0165ania v Holandsku<\/h2>\n<p><span style=\"font-weight: 400;\">Strata zamestnania nie je len ot\u00e1zkou vypo\u010dutia si slov \u201em\u00e1te pad\u00e1ka\u201c. Proces prep\u00fa\u0161\u0165ania je pr\u00edsne regulovan\u00fd postup, \u010dasto so zapojen\u00edm holandsk\u00fdch pr\u00e1vnych org\u00e1nov, ako je <\/span><a href=\"https:\/\/www.uwv.nl\/en\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">UWV <\/span><\/a><span style=\"font-weight: 400;\">(Agent\u00fara pre poistenie zamestnancov) a <\/span><a href=\"https:\/\/www.government.nl\/topics\/administration-of-justice-and-dispute-settlement\/the-dutch-court-system\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">kanton\u00e1lny s\u00fad<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Holandsk\u00e9 pracovn\u00e9 pr\u00e1vo stanovuje, \u017ee zamestn\u00e1vatelia nem\u00f4\u017eu jednoducho prepusti\u0165 svojich zamestnancov bez p\u00e1dnych d\u00f4vodov a bez dodr\u017eania pr\u00edsnych procedur\u00e1lnych po\u017eiadaviek. V tomto oh\u013eade je z\u00e1kon navrhnut\u00fd tak, aby chr\u00e1nil zamestnancov, ich pr\u00e1va a d\u00e1val f\u00e9rov\u00fa \u0161ancu ka\u017ed\u00e9mu z\u00fa\u010dastnen\u00e9mu.<\/span><\/p>\n<p><a href=\"https:\/\/bramagroup.com.ua\/wp-content\/uploads\/2019\/05\/dutch_civ_code.pdf\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Holandsk\u00fd ob\u010diansky z\u00e1konn\u00edk (Burgerlijk Wetboek)<\/span><\/a><span style=\"font-weight: 400;\"> tie\u017e upravuje vz\u0165ahy medzi zamestn\u00e1vate\u013eom a zamestnancom. Kniha 7 BW sa konkr\u00e9tne zaober\u00e1 pracovn\u00fdmi zmluvami, pri\u010dom zd\u00f4raz\u0148uje pravidl\u00e1 pre z\u00e1kladn\u00e9 princ\u00edpy, sk\u00fa\u0161obn\u00fa dobu, agent\u00farnu pr\u00e1cu, dlhodob\u00e9 zamestnania a ukon\u010denie zml\u00fav.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">V Holandsku z\u00e1kon uzn\u00e1va nieko\u013eko typov ukon\u010denia pomeru a ka\u017ed\u00fd z nich prin\u00e1\u0161a vlastn\u00fd s\u00fabor d\u00f4sledkov a pravidiel.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Vz\u00e1jomn\u00e1 dohoda<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Vz\u00e1jomn\u00e1 dohoda sa \u010dasto pova\u017euje za najpriate\u013eskej\u0161iu mo\u017enos\u0165, ktor\u00e1 zah\u0155\u0148a dohodu o ukon\u010den\u00ed alebo urovnan\u00ed. To znamen\u00e1, \u017ee obe strany s\u00fahlasia a s\u00fa stoto\u017enen\u00e9 s ukon\u010den\u00edm pracovnej zmluvy. Vz\u00e1jomn\u00e1 dohoda obch\u00e1dza potrebu zapojenia miestnych s\u00fadov alebo UWV, ale zamestnanec m\u00e1 st\u00e1le z\u00e1konn\u00e9 pr\u00e1vo na 14-d\u0148ov\u00fa lehotu na prehodnotenie, po\u010das ktorej m\u00f4\u017ee svoj s\u00fahlas odvola\u0165.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">V t\u00fdchto pr\u00edpadoch sa d\u00f4razne odpor\u00fa\u010da pre\u010d\u00edta\u0165 si dohodu o ukon\u010den\u00ed, preto\u017ee nie je ukone\u010dn\u00e1, k\u00fdm ju nepodp\u00ed\u0161ete. Ak m\u00e1te d\u00f4vody nes\u00fahlasi\u0165 s jej obsahom, v\u017edy m\u00e1te pr\u00e1vo vyh\u013eada\u0165 pr\u00e1vnu radu alebo pomoc.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Konkr\u00e9tne by ste sa mali zamera\u0165 na detaily, ako s\u00fa:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">D\u00f4vody prepustenia (ak vznikol konflikt a vy beriete zodpovednos\u0165, po podpise nemus\u00edte ma\u0165 n\u00e1rok na d\u00e1vky v nezamestnanosti).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Vyplatenie zvy\u0161n\u00fdch bonusov, dovolenky alebo in\u00fdch benefitov.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Kone\u010dn\u00e1 mzda a celkov\u00e1 d\u013a\u017eka trvania pr\u00e1ce.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Concurrentiebeding (dolo\u017eka o z\u00e1kaze konkurencie), ktor\u00e1 v\u00e1s m\u00f4\u017ee obmedzi\u0165 v pon\u00fakan\u00ed va\u0161ich slu\u017eieb konkuren\u010dn\u00fdm spolo\u010dnostiam na ur\u010dit\u00fd \u010das.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Odstupn\u00e9 alebo in\u00e9 kompenz\u00e1cie.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Ak nes\u00fahlas\u00edte s podmienkami prepustenia, v\u00e1\u0161 zamestn\u00e1vate\u013e mus\u00ed po\u017eiada\u0165 UWV alebo kanton\u00e1lny s\u00fad o povolenie na ukon\u010denie pracovn\u00e9ho vz\u0165ahu.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Prepustenie cez UWV<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Ak s\u00fa d\u00f4vody ukon\u010denia spojen\u00e9 so \u0161pecifick\u00fdmi obchodno-ekonomick\u00fdmi okolnos\u0165ami, ako je hromadn\u00e9 prep\u00fa\u0161\u0165anie, reorganiz\u00e1cia, re\u0161trukturaliz\u00e1cia alebo dlhodob\u00e1 choroba (po pribli\u017ene dvoch rokoch nepr\u00edtomnosti v pr\u00e1ci), zamestn\u00e1vate\u013e mus\u00ed po\u017eiada\u0165 o povolenie na ukon\u010denie va\u0161ej zmluvy agent\u00faru UWV. UWV potom pos\u00fadi d\u00f4vody prepustenia a dodr\u017eanie procesov a m\u00f4\u017ee da\u0165 zelen\u00fa, ak s\u00fa d\u00f4vody platn\u00e9.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">D\u00f4vody prepustenia by mali by\u0165 tzv. d\u00f4vody A-I alebo z\u00e1konn\u00e9 d\u00f4vody prepustenia. Ide o \u0161pecifick\u00e9, vopred definovan\u00e9 d\u00f4vody, v\u010faka ktor\u00fdm je prepustenie zo strany zamestn\u00e1vate\u013ea spravodliv\u00e9. D\u00f4vody sa m\u00f4\u017eu l\u00ed\u0161i\u0165, ale naj\u010dastej\u0161ie zah\u0155\u0148aj\u00fa nesp\u00f4sobilos\u0165, nadbyto\u010dnos\u0165, spr\u00e1vanie a in\u00e9 podstatn\u00e9 d\u00f4vody.<\/span><\/p>\n<p><picture><source srcset=\"https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/pracovny-slogan-napisany-na-papieri-1024x683.jpg.webp 1024w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/pracovny-slogan-napisany-na-papieri-300x200.jpg.webp 300w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/pracovny-slogan-napisany-na-papieri-768x512.jpg.webp 768w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/pracovny-slogan-napisany-na-papieri-1536x1024.jpg.webp 1536w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/pracovny-slogan-napisany-na-papieri-669x446.jpg.webp 669w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/pracovny-slogan-napisany-na-papieri.jpg.webp 1920w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" type=\"image\/webp\"><img fetchpriority=\"high\" decoding=\"async\" class=\"alignnone size-large wp-image-1252817 webpexpress-processed\" src=\"https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/pracovny-slogan-napisany-na-papieri-1024x683.jpg\" alt=\"Pracovny Slogan Napisany Na Papieri\" width=\"1024\" height=\"683\" srcset=\"https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/pracovny-slogan-napisany-na-papieri-1024x683.jpg 1024w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/pracovny-slogan-napisany-na-papieri-300x200.jpg 300w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/pracovny-slogan-napisany-na-papieri-768x512.jpg 768w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/pracovny-slogan-napisany-na-papieri-1536x1024.jpg 1536w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/pracovny-slogan-napisany-na-papieri-669x446.jpg 669w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/pracovny-slogan-napisany-na-papieri.jpg 1920w\" sizes=\"(max-width: 1024px) 100vw, 1024px\"><\/picture><\/p>\n<p><span style=\"font-weight: 400;\">Zdroj: Pexels<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Bez s\u00fahlasu UWV v\u0161ak zamestnanci nem\u00f4\u017eu by\u0165 prepusten\u00ed. V tak\u00fdch pr\u00edpadoch maj\u00fa pr\u00e1vo poda\u0165 n\u00e1mietky a rozhodovacie obdobie m\u00f4\u017ee trva\u0165 a\u017e 12 t\u00fd\u017ed\u0148ov. Ak UWV s\u00fahlas\u00ed so \u017eiados\u0165ou zamestn\u00e1vate\u013ea, zamestnancovi je doru\u010den\u00e1 v\u00fdpove\u010f a m\u00f4\u017ee ma\u0165 n\u00e1rok na prechodn\u00fa platbu formou kompenz\u00e1cie.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Prepustenie cez kanton\u00e1lny s\u00fad<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Ak s\u00fa d\u00f4vody potenci\u00e1lneho ukon\u010denia zamestnania sp\u00f4soben\u00e9 osobn\u00fdmi probl\u00e9mami, ako je nevhodn\u00e9 spr\u00e1vanie, naru\u0161en\u00fd pracovn\u00fd vz\u0165ah, slab\u00fd v\u00fdkon alebo ak\u00e1ko\u013evek in\u00e1 naliehav\u00e1 z\u00e1le\u017eitos\u0165, ktor\u00e1 nespad\u00e1 pod jurisdikciu UWV, zamestn\u00e1vate\u013e sa mus\u00ed obr\u00e1ti\u0165 na kanton\u00e1lny s\u00fad so \u017eiados\u0165ou o ukon\u010denie (rozviazanie) pracovnej zmluvy.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">S\u00fad mus\u00ed pr\u00edpad starostlivo presk\u00fama\u0165 a uisti\u0165 sa, \u017ee boli splnen\u00e9 v\u0161etky povinnosti zamestn\u00e1vate\u013ea a \u017ee bolo vynalo\u017een\u00e9 dostato\u010dn\u00e9 \u00fasilie na vyrie\u0161enie probl\u00e9mu.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Zamestn\u00e1vatelia tie\u017e nem\u00f4\u017eu niekoho prepusti\u0165 len kv\u00f4li slab\u00e9mu pracovn\u00e9mu v\u00fdkonu. Najprv musia zamestnanci dosta\u0165 form\u00e1lnu sp\u00e4tn\u00fa v\u00e4zbu po\u010das stretnutia alebo pl\u00e1novan\u00fdch hodnoten\u00ed v\u00fdkonu. Mus\u00ed by\u0165 vypracovan\u00fd verbetertraject alebo pl\u00e1n na zlep\u0161enie v\u00fdkonu (vo forme dodato\u010dn\u00e9ho vedenia alebo \u0161kolenia) a implementovan\u00fd v nasleduj\u00facich t\u00fd\u017ed\u0148och alebo mesiacoch, aby pomohol zamestnancovi zlep\u0161i\u0165 jeho v\u00fdkon. Ak sa probl\u00e9my nevyrie\u0161ia a produktivita sa \u010dasom nezlep\u0161\u00ed, zamestn\u00e1vate\u013e m\u00e1 pevn\u00e9 d\u00f4vody na ukon\u010denie pomeru.<\/span><\/p>\n<h4><b>\u00daloha s\u00fadu<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Ak pl\u00e1n na zlep\u0161enie zlyh\u00e1, zamestn\u00e1vate\u013e sa m\u00f4\u017ee, ako u\u017e bolo spomenut\u00e9, obr\u00e1ti\u0165 na okresn\u00fd s\u00fad, aby z\u00edskal s\u00fahlas na ukon\u010denie zmluvy so zamestnancom. Povinnos\u0165ou s\u00fadu je pred udelen\u00edm povolenia zamestn\u00e1vate\u013eovi skontrolova\u0165, \u010di prepustenie sp\u013a\u0148a v\u0161etky z\u00e1konn\u00e9 krit\u00e9ri\u00e1.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Zamestnanec m\u00e1 tie\u017e pr\u00e1vo napadn\u00fa\u0165 rozhodnutie s\u00fadu, ak sa priklon\u00ed na stranu zamestn\u00e1vate\u013ea. Aj vtedy s\u00fad vyd\u00e1 ozn\u00e1menie na konci v\u00fdpovednej lehoty a zmluva sa ukon\u010d\u00ed. Zamestnanci m\u00f4\u017eu ma\u0165 n\u00e1rok na kompenz\u00e1ciu na z\u00e1klade d\u00f4vodov prepustenia.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Okam\u017eit\u00e9 prepustenie<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Ide o najpr\u00edsnej\u0161iu formu ukon\u010denia zamestnania, vyhraden\u00fa len pre extr\u00e9mne pr\u00edpady a pr\u00edpady hrub\u00e9ho poru\u0161enia discipl\u00edny alebo naliehav\u00e9ho d\u00f4vodu, ako je v\u00e1\u017ena neposlu\u0161nos\u0165 alebo kr\u00e1de\u017e. Okam\u017eit\u00e9 prepustenie umo\u017e\u0148uje okam\u017eit\u00e9 ukon\u010denie zmluvy bez v\u00fdpovednej lehoty. D\u00f4kazn\u00e9 bremeno pre naliehav\u00fd d\u00f4vod je v\u0161ak vysok\u00e9 a zamestnanec ho m\u00f4\u017ee napadn\u00fa\u0165 na s\u00fade.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Zamestnanci, ktor\u00ed s\u00fa prepusten\u00ed t\u00fdmto sp\u00f4sobom, nemaj\u00fa n\u00e1rok na d\u00e1vky v nezamestnanosti.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">In\u00e9 formy prepustenia<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Prepustenie v Holandsku nie je priamo\u010diary proces, existuj\u00fa v\u0161ak pr\u00edpady, kedy prepustenie nemus\u00ed zah\u0155\u0148a\u0165 \u017eiadne pr\u00e1vne org\u00e1ny. To plat\u00ed aj pre pr\u00edpady, kedy v\u00fdpove\u010f zo strany zamestnanca v Holandsku nemus\u00ed zah\u0155\u0148a\u0165 \u017eiadne tretie strany.<\/span><\/p>\n<h4><b>Kon\u0161trukt\u00edvne prepustenie v Holandsku<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Tento term\u00edn ozna\u010duje situ\u00e1ciu, kedy sa zamestnanec c\u00edti n\u00faten\u00fd od\u00eds\u0165 kv\u00f4li poru\u0161eniu zmluvy zo strany zamestn\u00e1vate\u013ea a vytvoreniu neznesite\u013en\u00fdch pracovn\u00fdch podmienok. Od nebezpe\u010dn\u00e9ho prostredia cez ob\u0165a\u017eovanie a\u017e po v\u00fdrazn\u00e9 zmeny v pracovn\u00fdch povinnostiach \u2013 zamestn\u00e1vate\u013e na v\u00e1s m\u00f4\u017ee vyv\u00edja\u0165 tlak, aby ste opustili svoju poz\u00edciu.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Hoci tento koncept nie je v holandskom pr\u00e1ve definovan\u00fd explicitne, \u00farady bud\u00fa tieto pr\u00edpady rie\u0161i\u0165 ako nespr\u00e1vne prepustenie (onrechtmatig ontslag) alebo vyn\u00faten\u00fa v\u00fdpove\u010f. To znamen\u00e1, \u017ee m\u00e1te pr\u00e1vo podnikn\u00fa\u0165 pr\u00e1vne kroky. M\u00f4\u017eete ma\u0165 tie\u017e n\u00e1rok na kompenz\u00e1ciu a d\u00e1vky v nezamestnanosti, ale budete musie\u0165 predlo\u017ei\u0165 siln\u00e9 d\u00f4kazy.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Naj\u010dastej\u0161ie sa tieto pr\u00edpady rie\u0161ia prostredn\u00edctvom pr\u00e1vneho z\u00e1stupcu alebo medi\u00e1cie, v\u010faka \u010domu je dokumentovanie a nahlasovanie ak\u00fdchko\u013evek probl\u00e9mov na pracovisku e\u0161te d\u00f4le\u017eitej\u0161ie.<\/span><\/p>\n<h4><b>Prepustenie\/V\u00fdpove\u010f po\u010das sk\u00fa\u0161obnej doby<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Z\u00e1kon nespom\u00edna \u017eiadne podmienky pre ukon\u010denie zamestnania v sk\u00fa\u0161obnej dobe. To v podstate znamen\u00e1, \u017ee zamestnanec aj zamestn\u00e1vate\u013e maj\u00fa pr\u00e1vo ukon\u010di\u0165 zmluvu bez akejko\u013evek v\u00fdpovednej lehoty alebo zapojenia UWV. Zamestnanec tie\u017e nemus\u00ed uv\u00e1dza\u0165 d\u00f4vod svojej v\u00fdpovede.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tieto pr\u00edpady s\u00fa ove\u013ea priamo\u010diarej\u0161ie ako pr\u00edpady ukon\u010denia zmluvy na dobu neur\u010dit\u00fa v Holandsku.<\/span><\/p>\n<h4><b>Vypr\u0161anie zmluvy na dobu ur\u010dit\u00fa<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Ke\u010f\u017ee tieto pracovn\u00e9 dojednania u\u017e maj\u00fa vopred definovan\u00e9 d\u00e1tumy ukon\u010denia, zamestnanci nem\u00f4\u017eu podnikn\u00fa\u0165 ve\u013ea pr\u00e1vnych krokov, ak sa zamestn\u00e1vatelia rozhodn\u00fa zmluvu neobnovi\u0165.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tieto zmluvy v\u0161ak nem\u00f4\u017eu by\u0165 ukon\u010den\u00e9 pred\u010dasne, s v\u00fdnimkou pr\u00edpadov vz\u00e1jomnej dohody (alebo ak je v zmluve dohodnut\u00e9 inak). Zamestn\u00e1vate\u013e mus\u00ed tie\u017e zamestnancovi vopred ozn\u00e1mi\u0165, \u010di bude zmluva obnoven\u00e1 alebo ukon\u010den\u00e1. Ak zamestn\u00e1vate\u013e neinformuje zamestnanca aspo\u0148 mesiac vopred, ten m\u00e1 pr\u00e1vo mu to pripomen\u00fa\u0165.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tieto zmluvy sa automaticky st\u00e1vaj\u00fa trval\u00fdmi, ak mal zamestnanec u toho ist\u00e9ho zamestn\u00e1vate\u013ea aspo\u0148 tri zmluvy na dobu ur\u010dit\u00fa alebo bol do\u010dasne zamestnan\u00fd viac ako dva roky. Prepustenie v takejto situ\u00e1cii znamen\u00e1, \u017ee zamestn\u00e1vate\u013e mus\u00ed prejs\u0165 rovnak\u00fdm procesom prep\u00fa\u0161\u0165ania ako v pr\u00edpade zml\u00fav na dobu neur\u010dit\u00fa.<\/span><\/p>\n<p><picture><source srcset=\"https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/pisar-podpisuje-dokumenty-1024x683.jpg.webp 1024w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/pisar-podpisuje-dokumenty-300x200.jpg.webp 300w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/pisar-podpisuje-dokumenty-768x512.jpg.webp 768w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/pisar-podpisuje-dokumenty-1536x1024.jpg.webp 1536w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/pisar-podpisuje-dokumenty-669x446.jpg.webp 669w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/pisar-podpisuje-dokumenty.jpg.webp 1920w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" type=\"image\/webp\"><img decoding=\"async\" class=\"alignnone size-large wp-image-1252816 webpexpress-processed\" src=\"https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/pisar-podpisuje-dokumenty-1024x683.jpg\" alt=\"Pisar Podpisuje Dokumenty\" width=\"1024\" height=\"683\" srcset=\"https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/pisar-podpisuje-dokumenty-1024x683.jpg 1024w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/pisar-podpisuje-dokumenty-300x200.jpg 300w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/pisar-podpisuje-dokumenty-768x512.jpg 768w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/pisar-podpisuje-dokumenty-1536x1024.jpg 1536w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/pisar-podpisuje-dokumenty-669x446.jpg 669w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/pisar-podpisuje-dokumenty.jpg 1920w\" sizes=\"(max-width: 1024px) 100vw, 1024px\"><\/picture><\/p>\n<p><span style=\"font-weight: 400;\">Zdroj: Pexels<\/span><\/p>\n<h4><b>Prepustenie bez povolenia<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">V \u0161pecifick\u00fdch pr\u00edpadoch m\u00f4\u017eu zamestn\u00e1vatelia prepusti\u0165 zamestnancov aj vtedy, ke\u010f t\u00ed nes\u00fahlasia, a to bez povolenia okresn\u00fdch s\u00fadov alebo UWV. Ide o tieto pr\u00edpady:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ke\u010f zamestnanec dosiahol d\u00f4chodkov\u00fd vek.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ak zamestnanec pracuje na poz\u00edcii, kde sa nevy\u017eaduj\u00fa \u017eiadne povolenia na prepustenie (\u0161pecifick\u00e9 kateg\u00f3rie dom\u00e1cich pracovn\u00edkov).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Prepustenie z d\u00f4vodu bankrotu.<\/span><\/li>\n<\/ul>\n<h2>K\u013e\u00fa\u010dov\u00e9 aspekty procesu prep\u00fa\u0161\u0165ania<\/h2>\n<p><span style=\"font-weight: 400;\">Bez oh\u013eadu na typ prepustenia existuj\u00fa v ka\u017edom ukon\u010den\u00ed zamestnania pod\u013ea holandsk\u00e9ho z\u00e1kona o prep\u00fa\u0161\u0165an\u00ed konzistentn\u00e9 prvky:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>V\u00fdpovedn\u00e1 lehota<\/b><span style=\"font-weight: 400;\">: Ak nie ste v sk\u00fa\u0161obnej dobe alebo ne\u010del\u00edte okam\u017eit\u00e9mu prepusteniu, v\u00e1\u0161 zamestn\u00e1vate\u013e mus\u00ed dodr\u017ea\u0165 v\u00fdpovedn\u00fa lehotu. Jej d\u013a\u017eka z\u00e1vis\u00ed od d\u013a\u017eky va\u0161ej slu\u017eby a pohybuje sa od jedn\u00e9ho do \u0161tyroch mesiacov.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Transitievergoeding alebo prechodn\u00e1 platba<\/b><span style=\"font-weight: 400;\">: Ide o k\u013e\u00fa\u010dov\u00fd aspekt holandsk\u00e9ho pracovn\u00e9ho pr\u00e1va. Toto odstupn\u00e9 prin\u00e1le\u017e\u00ed zamestnancovi takmer v\u017edy, ke\u010f prepustenie iniciuje zamestn\u00e1vate\u013e a zamestnanec nie je na vine. Platba je formou kompenz\u00e1cie za ukon\u010denie pracovnej zmluvy a m\u00e1 pom\u00f4c\u0165 zamestnancovi prejs\u0165 do nov\u00e9ho zamestnania alebo k d\u00e1vkam v nezamestnanosti.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Dokument\u00e1cia<\/b><span style=\"font-weight: 400;\">: Po\u010das procesu prep\u00fa\u0161\u0165ania mus\u00ed zamestn\u00e1vate\u013e poskytn\u00fa\u0165 podrobn\u00fa dokument\u00e1ciu. Napr\u00edklad, ak je d\u00f4vodom prepustenia \u00fadajn\u00fd slab\u00fd v\u00fdkon, zamestn\u00e1vate\u013e mus\u00ed predlo\u017ei\u0165 jasn\u00fa hist\u00f3riu sp\u00e4tnej v\u00e4zby, hodnoten\u00ed, varovan\u00ed a pr\u00edle\u017eitost\u00ed na zlep\u0161enie.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Pr\u00e1va zamestnancov<\/b><span style=\"font-weight: 400;\">: Nespravodliv\u00e9 prepustenie je v Holandsku v\u00e1\u017enym poru\u0161en\u00edm a zamestnanci maj\u00fa pr\u00e1vo na n\u00e1mietku, pr\u00e1vneho z\u00e1stupcu a napadnutie ukon\u010denia na s\u00fade. Odbory a zamestnaneck\u00e9 rady hraj\u00fa tie\u017e v\u00fdznamn\u00fa \u00falohu v situ\u00e1ci\u00e1ch hromadn\u00e9ho prep\u00fa\u0161\u0165ania, ke\u010f\u017ee maj\u00fa so zamestn\u00e1vate\u013emi uzavret\u00e9 kolekt\u00edvne pracovn\u00e9 zmluvy (CAO).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Podpora po ukon\u010den\u00ed<\/b><span style=\"font-weight: 400;\">: Okrem odstupn\u00e9ho s\u00fa v bal\u00edku pri odchode zamestnanca \u010dasto zahrnut\u00e9 aj d\u00e1vky v nezamestnanosti a podpora pri h\u013eadan\u00ed nov\u00e9ho zamestnania (outplacement).<\/span><\/li>\n<\/ul>\n<h2>Rie\u0161enie konfliktov na pracovisku<\/h2>\n<p><span style=\"font-weight: 400;\">Nezhody v pr\u00e1ci sa st\u00e1vaj\u00fa. M\u00f4\u017eu sa vyskytn\u00fa\u0165 aj konflikty na pracovisku, ako je ob\u0165a\u017eovanie, diskrimin\u00e1cia, agresia alebo nevhodn\u00e9 spr\u00e1vanie. Ak nem\u00f4\u017eete vyrie\u0161i\u0165 spor so zamestn\u00e1vate\u013eom alebo kolegom, m\u00f4\u017ee by\u0165 potrebn\u00e9 zapoji\u0165 nestrann\u00fa tretiu stranu na medi\u00e1ciu probl\u00e9mu.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Arbowet<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Z\u00e1kon o pracovn\u00fdch podmienkach (Arbowet) zav\u00e4zuje spolo\u010dnosti v Holandsku chr\u00e1ni\u0165 svojich zamestnancov pred tak\u00fdmito \u0165a\u017ekos\u0165ami. Preto m\u00e1 mnoho spolo\u010dnost\u00ed d\u00f4vern\u00edkov alebo poradcov (vertrouwenspersoon). T\u00edto odborn\u00edci s\u00fa pripraven\u00ed rie\u0161i\u0165 tieto konflikty podporn\u00fdm a n\u00e1pomocn\u00fdm sp\u00f4sobom.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ak v\u0161ak v spolo\u010dnosti nie je \u017eiadny poradca, \u010fal\u0161\u00edm krokom je kontaktovanie P&amp;O (HR) alebo zamestnaneckej rady (OR). Ak ste \u010dlenom odborov (vakbond), m\u00f4\u017eete sa porozpr\u00e1va\u0165 s ich z\u00e1stupcom. Pom\u00f4c\u0165 m\u00f4\u017ee aj pr\u00e1vnik \u0161pecializuj\u00faci sa na pracovn\u00e9 pr\u00e1vo, alebo sa m\u00f4\u017eete obr\u00e1ti\u0165 na vl\u00e1dnu slu\u017ebu, ktor\u00e1 poskytuje bezplatn\u00fa pr\u00e1vnu pomoc, s n\u00e1zvom <\/span><a href=\"https:\/\/www.juridischloket.nl\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Het Juridisch Loket<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2>Viac o prechodnej platbe a odstupnom<\/h2>\n<p><span style=\"font-weight: 400;\">Prepusten\u00ed zamestnanci v Holandsku maj\u00fa \u010dasto n\u00e1rok na odstupn\u00e9 alebo prechodn\u00fa platbu v z\u00e1vislosti od detailov ukon\u010denia zmluvy. Niektor\u00ed \u013eudia m\u00f4\u017eu tieto dva term\u00edny pou\u017e\u00edva\u0165 zamenite\u013ene, ale je dobr\u00e9 vedie\u0165, \u017ee s\u00fa medzi nimi rozdiely.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Prechodn\u00e1 platba (Transitional pay)<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Ako nazna\u010duje n\u00e1zov, t\u00e1to kompenz\u00e1cia sl\u00fa\u017ei ako zdroj pr\u00edjmu, k\u00fdm pracovn\u00edk prech\u00e1dza do nov\u00e9ho zamestnania. Aby ste mohli dosta\u0165 prechodn\u00fa platbu, mus\u00edte pre dan\u00fa spolo\u010dnos\u0165 pracova\u0165 aspo\u0148 dva roky.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u010eal\u0161ie veci, ktor\u00e9 v\u00e1m m\u00f4\u017eu da\u0165 n\u00e1rok na prechodn\u00fa platbu:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mali ste zmluvu na dobu ur\u010dit\u00fa, ktor\u00e1 bola ukon\u010den\u00e1.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Va\u0161a zmluva bola ukon\u010den\u00e1 a UWV alebo okresn\u00fd s\u00fad to schv\u00e1lili.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Va\u0161a zmluva bola ukon\u010den\u00e1 kv\u00f4li hrub\u00e9mu pochybeniu zamestn\u00e1vate\u013ea.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Na druhej strane, na t\u00fato kompenz\u00e1ciu nem\u00e1te n\u00e1rok, ak:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Zmluva bola ukon\u010den\u00e1 na z\u00e1klade vz\u00e1jomnej dohody.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Boli ste prepusten\u00ed kv\u00f4li hrubej nedbanlivosti alebo v\u00e1\u017enemu zavineniu.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Spolo\u010dnos\u0165 ide do bankrotu.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Dosiahli ste d\u00f4chodkov\u00fd vek.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Skuto\u010dn\u00e1 suma pe\u0148az\u00ed, ktor\u00fa dostanete, je zalo\u017een\u00e1 na va\u0161om veku, rokoch slu\u017eby a hrubej mesa\u010dnej mzde.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Odstupn\u00e9 (Severance Pay)<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Odstupn\u00e9 naj\u010dastej\u0161ie dostanete, ak bola zmluva ukon\u010den\u00e1 na z\u00e1klade vz\u00e1jomnej dohody. Zvy\u010dajne je suma vy\u0161\u0161ia ako v pr\u00edpade prechodnej platby, preto\u017ee si nevy\u017eaduje zapojenie \u017eiadnych pr\u00e1vnych org\u00e1nov. Neexistuje \u017eiadna pevn\u00e1 suma, ale \u010dasto zah\u0155\u0148a vyrovnanie za veci ako bonusy a nevy\u010derpan\u00e9 dni dovolenky.<\/span><\/p>\n<p><picture><source srcset=\"https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/muz-v-sivom-obleku-1024x683.jpg.webp 1024w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/muz-v-sivom-obleku-300x200.jpg.webp 300w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/muz-v-sivom-obleku-768x512.jpg.webp 768w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/muz-v-sivom-obleku-1536x1024.jpg.webp 1536w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/muz-v-sivom-obleku-669x446.jpg.webp 669w, https:\/\/robin.jobs\/sk\/wp-content\/webp-express\/webp-images\/doc-root\/wp-content\/uploads\/sites\/12\/2026\/04\/muz-v-sivom-obleku.jpg.webp 1920w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" type=\"image\/webp\"><img decoding=\"async\" class=\"alignnone size-large wp-image-1252819 webpexpress-processed\" src=\"https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/muz-v-sivom-obleku-1024x683.jpg\" alt=\"Muz V Sivom Obleku\" width=\"1024\" height=\"683\" srcset=\"https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/muz-v-sivom-obleku-1024x683.jpg 1024w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/muz-v-sivom-obleku-300x200.jpg 300w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/muz-v-sivom-obleku-768x512.jpg 768w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/muz-v-sivom-obleku-1536x1024.jpg 1536w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/muz-v-sivom-obleku-669x446.jpg 669w, https:\/\/robin.jobs\/sk\/wp-content\/uploads\/sites\/12\/2026\/04\/muz-v-sivom-obleku.jpg 1920w\" sizes=\"(max-width: 1024px) 100vw, 1024px\"><\/picture><\/p>\n<p><span style=\"font-weight: 400;\">Zdroj: Pexels<\/span><\/p>\n<h2>D\u00e1vky v nezamestnanosti<\/h2>\n<p><span style=\"font-weight: 400;\">V z\u00e1vislosti od toho, ako dlho ste v pr\u00e1ci pracovali a od pr\u00ed\u010din prepustenia, m\u00f4\u017eete ma\u0165 n\u00e1rok na <\/span><a href=\"https:\/\/www.government.nl\/topics\/unemployment\/unemployment-benefit-ww\/claiming-unemployment-benefit-ww-uitkering\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">WW-uitkering alebo d\u00e1vky v nezamestnanosti<\/span><\/a><span style=\"font-weight: 400;\">. Aby ste ich v\u0161ak z\u00edskali, mus\u00edte po\u017eiada\u0165 v \u0161pecifickom \u010dasovom r\u00e1mci na konci zmluvy. Niekedy je to e\u0161te pred kone\u010dn\u00fdm d\u00e1tumom, ktor\u00fd pokr\u00fdva v\u00e1\u0161 plat, preto sa d\u00f4razne odpor\u00fa\u010da pochopi\u0165 po\u017eiadavky \u010do najsk\u00f4r.<\/span><\/p>\n<h2>Z\u00e1vere\u010dn\u00e9 my\u0161lienky o ukon\u010den\u00ed pracovn\u00e9ho pomeru v Holandsku<\/h2>\n<p><span style=\"font-weight: 400;\">Ako vid\u00edte, ukon\u010denie zamestnania v krajine nie je jednosmern\u00e1 ulica. Obe strany a \u010dasto aj nestrann\u00e9 org\u00e1ny musia by\u0165 zapojen\u00e9, aby ur\u010dili, \u010di s\u00fa d\u00f4vody prepustenia platn\u00e9. Stabilita zamestnania je z\u00e1kladn\u00fdm kame\u0148om zdravej ekonomiky a zdrav\u00e9ho \u017eivota. \u013dudia v Holandsku ber\u00fa tento koncept v\u00e1\u017ene a zav\u00e1dzaj\u00fa pracovn\u00e9 z\u00e1kony, ktor\u00e9 chr\u00e1nia zamestnancov pred svojvo\u013en\u00fdm prepusten\u00edm, podporuj\u00fa spravodliv\u00e9 postupy zamestn\u00e1vate\u013eov a zabezpe\u010duj\u00fa, aby ka\u017ed\u00e9 ukon\u010denie prebehlo pod\u013ea riadneho procesu.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Pr\u00e1ca v takomto prostred\u00ed m\u00f4\u017ee by\u0165 pre v\u00e4\u010d\u0161inu prelomov\u00e1. Ak chcete vyu\u017ei\u0165 tak\u00fato komplexn\u00fa istotu zamestnania, nev\u00e1hajte si prezrie\u0165 najnov\u0161ie vo\u013en\u00e9 <\/span><a href=\"https:\/\/robin.jobs\/sk\/ponuka-prace-v-zahranici\/ponuka-prace-holandsko\"><span style=\"font-weight: 400;\">pracovn\u00e9 miesta v Holandsku<\/span><\/a><span style=\"font-weight: 400;\"> na Robin.<\/span><\/p>\n<h2>\u010casto kladen\u00e9 ot\u00e1zky o ukon\u010den\u00ed pracovn\u00e9ho pomeru v Holandsku<\/h2>\n<h3><span style=\"font-weight: 400;\">1. M\u00f4\u017eete prepusti\u0165 zamestnanca za to, \u017ee si h\u013ead\u00e1 in\u00fa pr\u00e1cu?<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Vo v\u0161eobecnosti nie. V Holandsku maj\u00fa zamestnanci pr\u00e1vo h\u013eada\u0165 si in\u00e9 zamestnanie bez strachu z prepustenia. Pokia\u013e to priamo nezasahuje do ich s\u00fa\u010dasn\u00fdch pracovn\u00fdch povinnost\u00ed (napr. vyu\u017e\u00edvanie firemn\u00e9ho \u010dasu alebo d\u00f4vern\u00fdch inform\u00e1ci\u00ed), h\u013eadanie inej pr\u00e1ce nie je platn\u00fdm d\u00f4vodom na ukon\u010denie pomeru.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">2. M\u00f4\u017eete dosta\u0165 v\u00fdpove\u010f za slovn\u00fa h\u00e1dku v pr\u00e1ci?<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Z\u00e1vis\u00ed to od z\u00e1va\u017enosti a kontextu. Jedna slovn\u00e1 nezhoda pravdepodobne nebude d\u00f4vodom na prepustenie. Ak v\u0161ak h\u00e1dka zah\u0155\u0148a vyhr\u00e1\u017eky, diskrimin\u00e1ciu alebo opakovan\u00e9 ru\u0161iv\u00e9 spr\u00e1vanie, zamestn\u00e1vate\u013e m\u00f4\u017ee ma\u0165 d\u00f4vod \u2013 najm\u00e4 ak boli predt\u00fdm vydan\u00e9 varovania.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">3. Ak\u00e9 s\u00fa platn\u00e9 d\u00f4vody na prepustenie v Holandsku?<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Platn\u00e9 d\u00f4vody zah\u0155\u0148aj\u00fa dlhodob\u00fd slab\u00fd v\u00fdkon, nevhodn\u00e9 spr\u00e1vanie, nadbyto\u010dnos\u0165 v d\u00f4sledku reorganiz\u00e1cie podniku alebo naru\u0161en\u00fd pracovn\u00fd vz\u0165ah. Vo v\u00e4\u010d\u0161ine pr\u00edpadov musia zamestn\u00e1vatelia pred ukon\u010den\u00edm zmluvy prejs\u0165 bu\u010f cez Agent\u00faru pre poistenie zamestnancov (UWV), alebo cez okresn\u00fd s\u00fad, aby z\u00edskali s\u00fahlas.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Hrozba straty zamestnania patr\u00ed medzi najv\u00e4\u010d\u0161ie obavy v\u00e4\u010d\u0161iny z n\u00e1s. By\u0165 v cudzej krajine a \u010deli\u0165 prepusteniu m\u00f4\u017ee by\u0165 e\u0161te stresuj\u00facej\u0161ou udalos\u0165ou. Av\u0161ak ukon\u010denie pracovn\u00e9ho pomeru v Holandsku nie je zjednodu\u0161en\u00fd pr\u00edpad, v ktorom by v\u00e1m jedno men\u0161ie pochybenie sp\u00f4sobilo stratu \u017eivobytia. Holandsko je zn\u00e1me svojou silnou ochranou zamestnancov a pochopenie zlo\u017eitosti ukon\u010denia pracovn\u00e9ho pomeru&#8230;<\/p>\n","protected":false},"author":38,"featured_media":1252818,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[1228,1229],"tags":[],"class_list":["post-1252815","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-praca","category-zivot","work-category-praca-v-holandsku"],"acf":[],"_links":{"self":[{"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/posts\/1252815","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/users\/38"}],"replies":[{"embeddable":true,"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/comments?post=1252815"}],"version-history":[{"count":1,"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/posts\/1252815\/revisions"}],"predecessor-version":[{"id":1252820,"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/posts\/1252815\/revisions\/1252820"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/media\/1252818"}],"wp:attachment":[{"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/media?parent=1252815"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/categories?post=1252815"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/robin.jobs\/sk\/wp-json\/wp\/v2\/tags?post=1252815"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}