Receiving a dismissal decision can create pressure and uncertainty. Still, the decision should not be assessed only by the first impression. It should be read together with the employment documents, prior communications and the date on which it was communicated.
In employment matters, the dismissal decision, the reason stated and the date of communication must be checked together.
What is read in the decision
The decision should be read carefully to identify the essential elements: the employer, date of issue, date of communication, reason for dismissal, legal basis mentioned, notice period and the court or term indicated in the document.
- date of issue
- date of communication
- reason for dismissal
- legal basis indicated
- notice period, if mentioned
- court or authority indicated
- documents referred to in the decision
The reason for dismissal must be understood concretely
The label used in the decision is not enough. It must be checked whether the reason is described concretely and whether there are documents that support it.
Communication date
The date of communication may influence when the decision produces effects and how deadlines are reviewed. Envelopes, acknowledgements of receipt, emails or any other proof of communication should therefore be kept.
Prior documents matter
The dismissal decision should not be read alone. The individual employment contract, job description, addenda, notices, evaluations, disciplinary documents or correspondence may be relevant.
What is usually checked
- whether the decision is sufficiently reasoned
- whether the prior procedure corresponds to the reason invoked
- whether notice was indicated and handled properly
- whether the date of communication can be established
- whether salary rights or other amounts remain to be clarified
- whether prior documents support or contradict the reason stated
Why the review should not be delayed
In employment matters, dates of communication and deadlines may be important. A late review may reduce the time available to organise documents and assess the possible direction.
Not every dismissal has a legal issue. But every dismissal decision deserves to be read carefully before the person draws a conclusion based only on the first impression.
Useful documents
- the individual employment contract
- addenda
- job description
- the dismissal decision
- prior notices or communications
- salary slips or proof of payment
- documents regarding evaluations or disciplinary procedure, if any
- proof of communication of the decision
Frequently asked questions
Does signing for receipt mean accepting the dismissal?
Usually, signing for receipt shows that the document was communicated, not necessarily that its contents were accepted. The situation must be reviewed concretely.
If the decision was sent by email, does it matter?
It may matter. The manner of communication and the date when the document was received should be checked.
Is the decision enough for review?
The decision is central, but the contract, job description, prior documents and proof of communication should also be seen.
If not all amounts were paid, is that reviewed separately?
Yes. Salary rights or other amounts should be checked based on employment documents and proof of payment.
Informational note
The information on this page is general. A legal conclusion depends on the specific documents, the dates of communication, the deadlines and the context of each situation.