{"id":1280,"date":"2020-11-26T17:10:10","date_gmt":"2020-11-26T17:10:10","guid":{"rendered":"https:\/\/klodzinskikancelaria.pl\/?p=1280"},"modified":"2026-07-21T11:01:27","modified_gmt":"2026-07-21T11:01:27","slug":"wypowiedzenie-umowy-o-prace","status":"publish","type":"post","link":"https:\/\/klodzinskikancelaria.pl\/en\/termination-of-the-employment-contract\/","title":{"rendered":"How to write a notice of termination of an employment contract?"},"content":{"rendered":"&nbsp;\r\n\r\n&nbsp;\r\n\r\n<details style=\"font-size: small;\"><summary>\ud83d\udccb Contents<\/summary>\r\n<ul>\r\n \t<li><a href=\"#h-wypowiedzenie-umowy-o-prac-czym-jest\">Termination of the employment contract. What is?<\/a><\/li>\r\n \t<li><a href=\"#h-jak-prawid-owo-obliczy-okres-wypowiedzenia-umowy-o-prac\">How to correctly calculate the notice period for an employment contract?<\/a><\/li>\r\n \t<li><a href=\"#h-obliczanie-2-tygodniowego-okresu-wypowiedzenia-umowy-o-prac\">Calculation of the 2-week notice period for an employment contract<\/a><\/li>\r\n \t<li><a href=\"#h-obliczanie-miesi-cznego-okresu-wypowiedzenia-umowy-o-prac\">Calculation of the monthly notice period for an employment contract<\/a><\/li>\r\n \t<li><a href=\"#h-obliczanie-3-miesi-cznego-okresu-wypowiedzenia-umowy-o-prac\">Calculation of the 3-month notice period for an employment contract<\/a><\/li>\r\n \t<li><a href=\"#h-obliczanie-3-dniowego-okresu-wypowiedzenia-umowy-o-prac\">Calculation of the 3-day notice period for an employment contract<\/a><\/li>\r\n \t<li><a href=\"#h-obliczanie-tygodniowego-okresu-wypowiedzenia-umowy-o-prac\">Calculating a weekly notice period for an employment contract<\/a><\/li>\r\n \t<li><a href=\"#h-tre-o-wiadczenia-o-wypowiedzeniu-umowy-o-prac\">Content of the declaration of termination of the employment contract<\/a><\/li>\r\n \t<li><a href=\"#h-wypowiedzenie-umowy-o-prac-przez-pracownika\">Termination of the employment contract by the employee<\/a><\/li>\r\n \t<li><a href=\"#h-wypowiedzenie-umowy-o-prac-przez-pracodawc\">Termination of the employment contract by the employer<\/a><\/li>\r\n \t<li><a href=\"#h-wypowiedzenie-umowy-o-prac-na-czas-nieokre-lony\">Termination of an employment contract for an indefinite period<\/a><\/li>\r\n \t<li><a href=\"#h-wypowiedzenie-umowy-o-prac-na-czas-nieokre-lony-bez-podania-przyczyny\">Termination of an employment contract for an indefinite period without giving a reason<\/a><\/li>\r\n \t<li><a href=\"#h-elementy-fakultatywne-o-wiadczenia-o-wypowiedzeniu-umowy-o-prac\">Optional elements of a declaration of termination of an employment contract<\/a><\/li>\r\n \t<li><a href=\"#h-wskazanie-przez-pracodawc-podstawy-prawnej-w-o-wiadczeniu-o-wypowiedzeniu-umowy-o-prac\">Indication of the legal basis by the employer in the declaration of termination of the employment contract<\/a><\/li>\r\n \t<li><a href=\"#h-forma-pisemna-wypowiedzenia-umowy-o-prac\">Written form of termination of an employment contract<\/a><\/li>\r\n \t<li><a href=\"#h-wypowiedzenie-umowy-o-prac-za-po-rednictwem-wiadomo-ci-e-mailowej\">Termination of an employment contract via e-mail<\/a><\/li>\r\n \t<li><a href=\"#h-podsumowanie\">Summary<\/a><\/li>\r\n<\/ul>\r\n<\/details>\r\n\r\nFirst of all, it is necessary to explain what it is <strong>termination of the employment contract<\/strong>. This is an important issue that will distinguish the termination of an employment contract as a result of the termination of the contract by the employee or the employer from the termination of the employment contract by agreement of the parties.\r\n\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\" id=\"h-wypowiedzenie-umowy-o-prac-czym-jest\">Termination of the employment contract. What is?<\/h2>\r\n\r\n\r\n\r\n\r\n<strong>Termination of the employment contract<\/strong> It is a declaration of will, the effect of which is the termination of an employment contract. It is a unilateral legal act, meaning that for its effect (termination of employment) to occur, the consent of the other party is not required, only their notification. One of the parties to the employment contract presents such a document to the other, and that other party is obliged to acknowledge it (although they may later appeal to the court).\n\nInstitution <strong>termination of the employment contract<\/strong> is regulated in Art. 30 \u2013 41<sup>1 <\/sup>Labour Code. <strong>Termination of the employment contract<\/strong> Termination can be initiated by the employee or the employer, or by mutual agreement. It is important that an employee can submit a declaration of intent to terminate an employment contract with notice at any time, even during justified absence, such as sick leave, maternity leave, or parental leave. Also, at any time, the parties can voluntarily sign an agreement terminating the employment contract \u2013 often incorrectly referred to as <a href=\"https:\/\/klodzinskikancelaria.pl\/en\/termination-of-the-employment-contract-by-mutual-consent-of-the-parties\/\">termination of the employment contract by mutual consent of the parties<\/a>In summary \u2013 termination of an employment contract is a unilateral act, we can carry it out without the consent of the other party. Mutual agreement is a bilateral, voluntary \"agreement to terminate the employment contract\".\n\nAn employer's right to (non-disciplinary) termination of an employment contract is subject to numerous restrictions, which include, for example, the prohibition of terminating an employment contract during the employee's justified absence from work, the prohibition of terminating an employment contract for an employee who is no more than 4 years away from retirement age, or the prohibition of terminating an employment contract for a mother returning from maternity leave who has submitted an application to reduce her working hours (up to 12 months of protection).\n\nBoth parties, performing a unilateral act in the form of termination of an employment contract, are obliged to observe the written form and to observe the appropriate notice period. The period <strong>termination of the employment contract<\/strong> depends on the period of employment with a given employer:\r\n\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n \t<li><strong>if the employee has been employed for less than 6 months, the notice period is 2 weeks;<\/strong><\/li>\r\n \t<li><strong>if the employee has been employed for at least six months, the notice period is 1 month;<\/strong><\/li>\r\n \t<li><strong>if the employee has been employed for at least 3 years, the notice period is 3 months.<\/strong><\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n\r\nIn case of <strong>termination of the employment contract<\/strong> concluded for a trial period, the notice period is:\r\n\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\">\r\n \t<li><strong>3 days if the trial period does not exceed 2 weeks<\/strong>;<\/li>\r\n \t<li><strong>1 week if the trial period is longer than 2 weeks<\/strong>;<\/li>\r\n \t<li><strong>2 weeks if the trial period is 3 months.<\/strong><\/li>\r\n<\/ul>\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\" id=\"h-jak-prawid-owo-obliczy-okres-wypowiedzenia-umowy-o-prac\">How to correctly calculate the notice period for an employment contract?<\/h2>\r\n\r\n\r\n\r\n\r\nThe method of calculating the notice period is specified in Art. 30 \u00a7 2<sup>1<\/sup>\u00a0Labour Code. According to the cited provision, the notice period for an employment contract that covers a week or month, or multiples thereof, ends on a Saturday or the last day of the month, respectively. This issue naturally requires broader clarification, as the calculation of the notice period often causes difficulties for both employees and employers.\n\nThe employer bears particular responsibility for correctly calculating the notice period. This is supported by the fact that the termination of employment imposes obligations on the employer, such as deregistering from ZUS insurance within 7 days of the termination of employment and issuing an employment certificate without delay. This means that this document should be issued on the day the employment contract is terminated or expires.\n\nIf, for objective reasons, the employer is unable to issue an employment certificate to the employee on the day the employment contract is terminated or expires, they may do so within 7 days of the termination or expiry of the employment relationship. If an incorrect notice period is applied, the employee is entitled to a claim for remuneration for work.\r\n\r\n\r\n\r\n\r\n<h4 class=\"wp-block-heading\" id=\"h-obliczanie-2-tygodniowego-okresu-wypowiedzenia-umowy-o-prac\">Calculation of the 2-week notice period for an employment contract<\/h4>\r\n\r\n\r\n\r\n\r\n<strong>Example:<\/strong> The employer handed it to the employee <strong>termination of the employment contract<\/strong> on October 6, 2020. The notice period will expire on October 24, 2020, because the 2-week notice period always ends on Saturday, after a full 2 weeks from the date of submitting the declaration of termination of the employment contract.\r\n\r\n\r\n\r\n\r\n<h4 class=\"wp-block-heading\" id=\"h-obliczanie-miesi-cznego-okresu-wypowiedzenia-umowy-o-prac\">Calculation of the monthly notice period for an employment contract<\/h4>\r\n\r\n\r\n\r\n\r\n<strong>Example:<\/strong> On November 2, 2020, the employer handed it to the employee <strong>termination of the employment contract<\/strong>. The notice period will expire on December 31, 2020. The notice period will not change if the notice of termination of the employment contract is given on November 1, 2020, because the contract is terminated after a full month, therefore in this situation the notice period will also expire on December 31, 2020.\r\n\r\n\r\n\r\n\r\n<h4 class=\"wp-block-heading\" id=\"h-obliczanie-3-miesi-cznego-okresu-wypowiedzenia-umowy-o-prac\">Calculation of the 3-month notice period for an employment contract<\/h4>\r\n\r\n\r\n\r\n\r\n<strong>Example:<\/strong> The employer served the employee with a notice of termination of the employment contract on January 30, 2020. The notice period will start on February 1, 2020 and end on April 30, 2020.\r\n\r\n\r\n\r\n\r\n<h4 class=\"wp-block-heading\" id=\"h-co-w-przypadku-gdy-podczas-trwania-2-tygodniowego-okresu-wypowiedzenia-sta-pracy-pracownika-wyniesie-6-miesi-cy-i-b-dzie-uprawnia-go-do-miesi-cznego-okresu-wypowiedzenia-umowy-o-prac\">What if, during the 2-week notice period, the employee&#039;s length of service reaches 6 months and entitles him to a one-month notice period of the employment contract?<\/h4>\r\n\r\n\r\n\r\n\r\n<strong>Example: <\/strong>The employee has been employed by the company since January 1st, 2020. On June 18th, 2020, the employer handed the employee a notice of termination of the employment contract. On the date the notice of termination was handed, the employee's length of service is less than 6 months, which indicates that a 2-week notice period will apply.\n\nHowever, during the 2-week notice period, which would have expired on July 4th, 2020, the employee's length of service will amount to 6 months, which will entitle them to a one-month notice period. In such a case, the employer must apply a one-month notice period, as the notice period of the employment contract is also included in the length of service.\r\n\r\n\r\n\r\n\r\n<h4 class=\"wp-block-heading\" id=\"h-obliczanie-3-dniowego-okresu-wypowiedzenia-umowy-o-prac\">Calculation of the 3-day notice period for an employment contract<\/h4>\r\n\r\n\r\n\r\n\r\n<strong>Example:<\/strong> The employer gives the employee notice of termination of the contract on Friday, November 6, 2020. The 3-day notice period will expire on Tuesday, November 10, 2020, because we only count working days, and Sundays and holidays should be excluded.\r\n\r\n\r\n\r\n\r\n<h4 class=\"wp-block-heading\" id=\"h-obliczanie-tygodniowego-okresu-wypowiedzenia-umowy-o-prac\">Calculating a weekly notice period for an employment contract<\/h4>\r\n\r\n\r\n\r\n\r\n<strong>Example:<\/strong> The employer gives notice of termination of the employment contract on May 1, 2020. The notice period will expire on Saturday, May 9, 2020. The weekly notice period is counted from the following Sunday and always lasts until Saturday.\r\n\r\n\r\n\r\n\r\n\r\n<strong>The above examples should be applied analogously when an employee submits a declaration of termination of an employment contract.<\/strong>\r\n\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\" id=\"h-tre-o-wiadczenia-o-wypowiedzeniu-umowy-o-prac\">Content of the declaration of termination of the employment contract<\/h2>\r\n\r\n\r\n\r\n\r\nDue to the different obligations and restrictions imposed by the legislator, the structure of the letter intended to terminate the employment relationship by the employer and the employee will be slightly different.\r\n\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\" id=\"h-wypowiedzenie-umowy-o-prac-przez-pracownika\">Termination of the employment contract by the employee<\/h3>\r\n\r\n\r\n\r\n\r\nDeclaration of will of the employee o <strong>termination of the employment contract<\/strong> must contain elements such as: <em>place and date, employee&#039;s data, employer&#039;s data, declaration of termination of the employment contract with the statutory notice period, signature of the employee and signature of the employer, i.e. the party accepting the declaration of termination of the employment contract.<\/em>\r\n\r\n\r\n\r\n\r\n\r\nIt should be noted that in a standard situation, the employee does not have to provide a reason for terminating an employment contract, even one concluded for an indefinite period. He is obliged to do so only if he submits a declaration of termination of the employment contract without notice.\r\n\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\" id=\"h-wypowiedzenie-umowy-o-prac-przez-pracodawc\">Termination of the employment contract by the employer<\/h3>\r\n\r\n\r\n\r\n\r\nThe structure of the declaration of will <strong>termination of the employment contract<\/strong> by the employer is a bit more complex.\n\nIts basic elements include: <em>place and date, employer&#039;s data, employee&#039;s data, declaration of termination of the employment contract, specification of the length of the notice period and its expiry date, information on the employee&#039;s right to appeal to the labor court, signature of the employer or the person representing the employer and the signature of the employee, i.e. the party accepting the declaration on termination of the employment contract.<\/em>\r\n\r\n\r\n\r\n\r\n<figure><img decoding=\"async\" src=\"https:\/\/klodzinskikancelaria.pl\/wp-content\/uploads\/2020\/11\/rozwiazanie-umowy-o-prace-1024x683.jpeg\" alt=\"\" \/><\/figure>\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\" id=\"h-wypowiedzenie-umowy-o-prac-na-czas-nieokre-lony\">Termination of an employment contract for an indefinite period<\/h2>\r\n\r\n\r\n\r\n\r\nIn the case of terminating an indefinite employment contract, the employer is obliged to state the reason justifying its termination. The provisions of the Labour Code do not contain any guidelines regarding the formulation of this justification. As case law indicates, the obligation to provide the reason forming the basis for the decision to terminate employment consists of describing precisely those circumstances in such a way that they do not raise any doubts as to the allegations made against the employee.\n\nThe reason stated by the employer must be true, specific, and sufficiently understandable to the employee. The assessment of the justification for terminating the employment contract should be considered individually, depending on the circumstances.\n\nAs a rule, to avoid the allegation of a lack of justification, the employer describes in great detail all events constituting a breach of duties by the employee. However, according to the case law of the Supreme Court, the justification for terminating an employment contract does not need to be extensively detailed; the most important thing is that it takes into account the employee's interests and is understandable to them. The reasons for termination do not need to be of significant weight, nor do they have to cause significant damage to the employer.\r\n\r\n\r\n\r\n\r\n\r\n<strong>It should be remembered that proper justification of the reason for terminating the employment relationship is the most important and most difficult element of the declaration of termination of the employment contract - when it is made by the employer.<\/strong>\r\n\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\" id=\"h-wypowiedzenie-umowy-o-prac-na-czas-nieokre-lony-bez-podania-przyczyny\">Termination of an employment contract for an indefinite period without giving a reason<\/h2>\r\n\r\n\r\n\r\n\r\n<strong>Termination of an employment contract for an indefinite period<\/strong> Providing no reason, or a vague one, constitutes an infringement of the law. Providing a superficial or untrue reason is equivalent to not providing a reason for terminating the employment contract.\n\nAn example could be a situation where, in the justification for terminating an employment contract, the employer uses the general phrase \"violation of health and safety regulations,\" which is clearly insufficient. In such a case, the employer should describe which specific health and safety regulations the employee violated, and should also indicate the date and circumstances of these violations.\n\nOne of the most commonly cited reasons for terminating an employment contract is loss of trust in the employee. According to the case law of the Supreme Court, loss of trust should be based on objective and rational grounds and should not constitute arbitrary assessments or subjective prejudices. It is not enough to simply state in the justification that trust has been lost in the employee.\n\nThe employer must indicate the actual and specific reasons that led to the loss of trust. Such reasons may include: long-term and frequent absences of the employee, unintentional violation of essential duties, inaccuracy and lack of diligence in performing duties, or performance of duties in an improper manner. According to case law, loss of trust in an employee can justify the termination of an employment contract, particularly in the case of an employee holding a managerial position.\n\nTheir behaviour must be improper, although not necessarily constituting a breach of work duties. This means that when formulating the justification for terminating an employment contract due to loss of trust, the employee's position must also be taken into account.\r\n\r\n\r\n\r\n\r\n\r\n<strong>The employer is not able to correct the termination of the employment contract, therefore he should carefully prepare to submit to the employee a declaration of termination of the employment contract, and any doubts should be consulted with the employer. <a href=\"https:\/\/klodzinskikancelaria.pl\/en\/about-me\/\">legal advisor specializing in labor law<\/a>.<\/strong>\r\n\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\" id=\"h-elementy-fakultatywne-o-wiadczenia-o-wypowiedzeniu-umowy-o-prac\">Optional elements of a declaration of termination of an employment contract<\/h2>\r\n\r\n\r\n\r\n\r\nIt is permissible (and even quite common) to include information in a notice of termination of employment stating that the employee is released from their duty to work. The period of this release should be specified. The employer is not obliged to justify the decision to release the employee from their duty to work.\n\nAnother optional element is information about granting the employee annual leave during the notice period, pursuant to Article 167 of the Labour Code. In accordance with this provision, the employee is obliged to take their entitled annual leave if the employer grants it to them during this period.\n\nThis applies to both outstanding and current annual leave. An important issue is that the provisions of the Labour Code allow for granting the employee annual leave during the notice period for termination of employment. In this case, it is worth using an example:\r\n\r\n\r\n\r\n\r\n\r\n<em>If an employer hands an employee notice of termination of employment on 18 September 2020, with a 3-month notice period, the notice period will commence on 1 October 2020. This means that the employer may grant annual leave on the basis of Article 167<sup>1<\/sup>Labor Code in the period from October 1, 2020 to December 31, 2020.<\/em>\r\n\r\n\r\n\r\n\r\n\r\nRegardless of the type of employment contract, an employer is obliged to include in the notice of termination of employment instructions regarding the employee's right to appeal to the labour court. These instructions should include: the time limit for the employee to lodge an appeal, and the court to which the appeal should be lodged, including the town in which this court is located. The employer does not have to provide the exact address of the court's premises, but employers most often include it in the instructions.\n\nThe absence of instructions constitutes a breach of the Labour Code provisions, but it does not entitle the employee to claim such entitlements as the declaration of termination as ineffective, reinstatement, or compensation. It can only be a basis for restoring the time limit for lodging an appeal to the labour court.\r\n\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\" id=\"h-wskazanie-przez-pracodawc-podstawy-prawnej-w-o-wiadczeniu-o-wypowiedzeniu-umowy-o-prac\">Indication of the legal basis by the employer in the declaration of termination of the employment contract<\/h2>\r\n\r\n\r\n\r\n\r\nThe law does not require an employer to state the legal basis for terminating the employment contract in the notice of termination. The absence of a statement of the legal basis for termination or its incorrect classification does not invalidate the notice of termination. In such a case, an employee is also not entitled to compensation. However, this does not mean that stating the legal basis and the procedure for termination is not at least a welcome custom.\r\n\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\" id=\"h-forma-pisemna-wypowiedzenia-umowy-o-prac\">Written form of termination of an employment contract<\/h2>\r\n\r\n\r\n\r\n\r\nAs already mentioned at the beginning, a declaration of termination of an employment contract - regardless of whether it is prepared by the employee or the employer - should be made in writing. If the employer does not keep the notice in writing, such a declaration of termination of the employment contract will be effective but defective. The employee may appeal to court against decisions made in this way <strong>termination of the employment contract<\/strong>. In turn, failure by an employee to comply with the written form required by law only causes evidentiary difficulties.\r\n\r\n\r\n\r\n\r\n\r\n<strong>For the written form to be valid, the document containing the statement of termination of employment must bear the handwritten signature of the authorised person.<\/strong>\r\n\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\" id=\"h-wypowiedzenie-umowy-o-prac-za-po-rednictwem-wiadomo-ci-e-mailowej\">Termination of an employment contract via e-mail<\/h2>\r\n\r\n\r\n\r\n\r\nIt is currently permissible to issue an employee with a notice of termination of employment via email. However, to comply with the written form required by law, such a notice must be affixed with a secure electronic signature. This type of dismissal meets all legal requirements, as a secure electronic signature is equivalent in effect to a handwritten signature. A notice delivered to an employee via email without a secure electronic signature will be effective, but flawed. The employee will be able to claim in court that such a termination is invalid.\n\nIt is, of course, also permissible for an employee to send a notice of termination of employment via email affixed with a secure electronic signature, and this matter raises no doubts. It should be noted that this is effectively an instructional provision for the employee \u2013 as, according to the vast majority of lawyers, the absence of a secure electronic signature in an email containing the termination of employment by the employee does not result in any negative consequences for the employee, and such a statement is effective.\r\n\r\n\r\n\r\n\r\n\r\n<strong>Termination of the employment contract<\/strong> It is rarely used in the form of an email. The use of such a form raises many doubts, primarily regarding the possibility of the other party becoming aware of the statement. On the other hand, due to the ongoing pandemic, this phenomenon can be expected to become more frequent.\r\n\r\n\r\n\r\n\r\n<h2 class=\"wp-block-heading\" id=\"h-podsumowanie\">Summary<\/h2>\r\n\r\n\r\n\r\n\r\nCorrectly preparing a termination of employment contract will help avoid many negative consequences, primarily for the employer. It is important to prepare precisely for submitting a notice of termination of an employment contract, and above all, to familiarise yourself with current labour law regulations. In complex cases, it is worth seeking an opinion. <a href=\"https:\/\/klodzinskikancelaria.pl\/en\/about-me\/\">legal advisor<\/a> specializing in the field of labor law. The cost of such advice in our office is usually PLN 350 - in accordance with <a href=\"https:\/\/klodzinskikancelaria.pl\/en\/price-list-individual-clients\/\">price list of the Law Firm&#039;s services<\/a>Particular attention should be paid to calculating the notice period and (Employer) formulating the reason justifying the termination of the employment contract. This latter issue is one of the most important elements of termination, and courts very often handle cases concerning the recognition of a given termination as ineffective.\n\nBelow we provide sample termination letters for employment contracts \u2013 these are however general templates. The Law Firm reserves the right that their correct completion usually requires knowledge and experience, and therefore accepts no responsibility for their use without availing of <strong><a href=\"https:\/\/klodzinskikancelaria.pl\/en\/uslugi-prawne\/labor-law-warsaw\/\">services in the field of labor law<\/a><\/strong> provided professionally by lawyers <a href=\"https:\/\/klodzinskikancelaria.pl\/en\/\">Law Firm<\/a> specializing in labor law.\r\n\r\n\r\n\r\n\r\n\r\n<strong><a href=\"https:\/\/klodzinskikancelaria.pl\/en\/sample-notice-of-termination-of-an-employment-contract-by-an-employee\/\">Template of notice of termination of an employment contract by an employee<\/a><\/strong> \/ <strong><a href=\"https:\/\/klodzinskikancelaria.pl\/en\/template-for-terminating-an-employment-contract\/\">Sample notice of termination of an employment contract by the employer<\/a><\/strong>\r\n\r\n\n\n<div class=\"kk-star-ratings kksr-auto kksr-align-left kksr-valign-bottom\"\n    data-payload='{&quot;align&quot;:&quot;left&quot;,&quot;id&quot;:&quot;1280&quot;,&quot;slug&quot;:&quot;default&quot;,&quot;valign&quot;:&quot;bottom&quot;,&quot;ignore&quot;:&quot;&quot;,&quot;reference&quot;:&quot;auto&quot;,&quot;class&quot;:&quot;&quot;,&quot;count&quot;:&quot;0&quot;,&quot;legendonly&quot;:&quot;&quot;,&quot;readonly&quot;:&quot;&quot;,&quot;score&quot;:&quot;0&quot;,&quot;starsonly&quot;:&quot;&quot;,&quot;best&quot;:&quot;5&quot;,&quot;gap&quot;:&quot;5&quot;,&quot;greet&quot;:&quot;Rate this post&quot;,&quot;legend&quot;:&quot;0\\\/5 - (0 votes)&quot;,&quot;size&quot;:&quot;24&quot;,&quot;title&quot;:&quot;Jak napisa\u0107 wypowiedzenie umowy o prac\u0119?&quot;,&quot;width&quot;:&quot;0&quot;,&quot;_legend&quot;:&quot;{score}\\\/{best} - ({count} {votes})&quot;,&quot;font_factor&quot;:&quot;1.25&quot;}'>\n            \n<div class=\"kksr-stars\">\n    \n<div class=\"kksr-stars-inactive\">\n            <div class=\"kksr-star\" data-star=\"1\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"2\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"3\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"4\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"5\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n    <\/div>\n    \n<div class=\"kksr-stars-active\" style=\"width: 0px;\">\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n    <\/div>\n<\/div>\n                \n\n<div class=\"kksr-legend\" style=\"font-size: 19.2px;\">\n            <span class=\"kksr-muted\">Rate this post<\/span>\n    <\/div>\n    <\/div>","protected":false},"excerpt":{"rendered":"<p>First of all, it should be explained what termination of an employment contract is. This is an important issue that will distinguish the termination of an employment contract by notice given by the employee or employer from the termination of an employment contract by agreement of the parties.<\/p>","protected":false},"author":4,"featured_media":1310,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","footnotes":""},"categories":[1,14],"tags":[],"uslugi-categories":[],"class_list":["post-1280","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-porady-prawne","category-prawo-pracy"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v20.10 (Yoast SEO v23.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Jak napisa\u0107 wypowiedzenie umowy o prac\u0119? | K\u0142odzi\u0144ski Kancelaria<\/title>\n<meta name=\"description\" content=\"Na wst\u0119pie nale\u017cy wyja\u015bni\u0107, czym jest wypowiedzenie umowy o prac\u0119. 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Jest to istotna kwestia, kt\u00f3ra pozwoli odr\u00f3\u017cni\u0107 rozwi\u0105zanie umowy o prac\u0119 za wypowiedzeniem dokonanym przez pracownika, b\u0105d\u017a pracodawc\u0119 od rozwi\u0105zania umowy o prac\u0119 na mocy porozumienia stron.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/klodzinskikancelaria.pl\/en\/termination-of-the-employment-contract\/\" \/>\n<meta property=\"og:site_name\" content=\"K\u0142odzi\u0144ski Kancelaria\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/profile.php?id=100063452360012\" \/>\n<meta property=\"article:published_time\" content=\"2020-11-26T17:10:10+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-07-21T11:01:27+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/klodzinskikancelaria.pl\/wp-content\/uploads\/2020\/11\/wypowiedzenie-umowy-o-prace-scaled-1.jpeg\" \/>\n\t<meta property=\"og:image:width\" content=\"1500\" \/>\n\t<meta property=\"og:image:height\" content=\"1000\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Piotr K\u0142odzi\u0144ski\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@KlodzinskiPiotr\" \/>\n<meta name=\"twitter:site\" content=\"@KlodzinskiPiotr\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Piotr K\u0142odzi\u0144ski\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"16 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/klodzinskikancelaria.pl\/wypowiedzenie-umowy-o-prace\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/klodzinskikancelaria.pl\/wypowiedzenie-umowy-o-prace\/\"},\"author\":{\"name\":\"Piotr K\u0142odzi\u0144ski\",\"@id\":\"https:\/\/klodzinskikancelaria.pl\/#\/schema\/person\/f0a138d9b8e19a879d49857458dc6c99\"},\"headline\":\"Jak napisa\u0107 wypowiedzenie umowy o prac\u0119?\",\"datePublished\":\"2020-11-26T17:10:10+00:00\",\"dateModified\":\"2026-07-21T11:01:27+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/klodzinskikancelaria.pl\/wypowiedzenie-umowy-o-prace\/\"},\"wordCount\":2978,\"publisher\":{\"@id\":\"https:\/\/klodzinskikancelaria.pl\/#organization\"},\"image\":{\"@id\":\"https:\/\/klodzinskikancelaria.pl\/wypowiedzenie-umowy-o-prace\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/klodzinskikancelaria.pl\/wp-content\/uploads\/2020\/11\/wypowiedzenie-umowy-o-prace-scaled-1.jpeg\",\"articleSection\":[\"Porady Prawne - Blog Kancelarii Prawnej\",\"Prawo Pracy\"],\"inLanguage\":\"en-GB\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/klodzinskikancelaria.pl\/wypowiedzenie-umowy-o-prace\/\",\"url\":\"https:\/\/klodzinskikancelaria.pl\/wypowiedzenie-umowy-o-prace\/\",\"name\":\"Jak napisa\u0107 wypowiedzenie umowy o prac\u0119? | K\u0142odzi\u0144ski Kancelaria\",\"isPartOf\":{\"@id\":\"https:\/\/klodzinskikancelaria.pl\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/klodzinskikancelaria.pl\/wypowiedzenie-umowy-o-prace\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/klodzinskikancelaria.pl\/wypowiedzenie-umowy-o-prace\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/klodzinskikancelaria.pl\/wp-content\/uploads\/2020\/11\/wypowiedzenie-umowy-o-prace-scaled-1.jpeg\",\"datePublished\":\"2020-11-26T17:10:10+00:00\",\"dateModified\":\"2026-07-21T11:01:27+00:00\",\"description\":\"Na wst\u0119pie nale\u017cy wyja\u015bni\u0107, czym jest wypowiedzenie umowy o prac\u0119. 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