1. By the employer’s initiative.

A labour contract which has been concluded for an indefinite period of time, as well as a labour contract concluded for a definite period of time may be terminated by the employer before the expiry of its term only in the following cases:

1) if the enterprise, institution or organization is being liquidated;

2) if it has been established that the employee lacks the necessary professional skills or cannot continue the respective work due to health reasons;

3) if without valid reasons thereto the employee does not cope with this duties he is entrusted with in accordance with the labour contract or the local labour regulations;
4) if due to a temporary disablement the employee does not attend work for more than 4 months in succession, except for the maternity leave, – unless the laws stipulate a longer period for the preservation of work (position) in specific cases of illness. The employees who have lost working ability due to a trauma or professional illness contracted at work, shall keep their work (position) until the recovery of working ability or determination of the degree of the handicap;

6) if an employee, who formerly performed the work, is reinstated;
7) if the employee attends work intoxicated by alcohol, narcotic or toxic substances;

8) if the employer’s property has been plundered (small-scale theft included), and as such been recognized by an effective court judgement or decision of an institution which has the right to investigate the case.

2. By mutual agreement.

Employee and employer can terminate legal labour relations by agreeing mutually in writing.

3. By employee’s initiative.

Employee has the right for a month in advance to give a notice to the labour contract in writing, unless a shorter period for giving notices is established in the labour contract or in the collective agreement.