Employee claims and just/wrongful termination
The most frequent disputes involve severance and notice indemnity, overtime, weekly rest, public-holiday and annual-leave pay, and indemnity for unpaid wages. Calculating these correctly requires methodical collection of payroll, banking, time-sheet and witness evidence.
On just-cause termination by the employee, severance is due; on wrongful dismissal claims by the employer, the right may not arise. Outcome turns on the wording of the termination notice, the date, social-media posts and social-security records.
Reinstatement claims
An employee within the protective scope (more than 6 months' tenure at a workplace with 30+ employees) must apply to mediation within 1 month challenging the dismissal. Failing settlement, the reinstatement case must be filed within 2 weeks.
On winning, the employee is entitled to up to 4 months' wages for the no-work period; if not reinstated, an additional 4–8 months' wages indemnity is awarded. The very short deadlines make speed decisive.
Mobbing — psychological harassment
Systematic, intentional and continuous negative conduct (intimidation, exclusion, busy-work, insult and threats) qualifies as mobbing. Such claims can drive severance/notice indemnity, moral damages and even criminal liability.
Evidence gathering is the heart of preparation: e-mails, messages, witnesses, medical reports and psychological assessments must be assembled methodically.
Work accident and occupational disease
On a work accident, three parallel tracks open: notification to social security and disability income; civil damages claim against the employer; and criminal investigation.
Damages are calculated by actuarial reports; permanent disability rate, age, income and fault shares all drive the final figure.