On the prohibition set out in Article 52 para. 2 of the Labour Code from the perspective of substantive law

The prohibition of termination of an employment contract one month after the employer has received information about the reasons justifying it is based on a complex relationship. On the one hand, it constitutes a guarantee for the employee, whereas on the other hand, it assumes that the employer is adequately aware of the circumstances of the employee's reprehensible behaviour. This correlation gives rise to numerous controversies. Consequently, it makes it much more difficult to develop a uniform pattern of interpretation.

termination of an employment contract, protection of an employee, obtaining information by an employer