Challenging an unlawful dismissal in Lviv
If you disagree with a dismissal, start with the employer’s order, its grounds and the date you received it. In Lviv, we start with the stated dismissal grounds and your evidence to assess procedure and identify a supported outcome to seek.
When to seek help
- You dispute a dismissal for absence, redundancy or another stated reason.
- You signed a resignation under pressure and want to assess a challenge.
- You were not given the order or its stated facts are inaccurate.
How we can help
- Dismissal grounds
- We review the wording of the order and the documents relied on by the employer.
- Procedure and evidence
- We assess notices, explanations, job offers and the other circumstances of your case.
- Claims and documents
- We help identify available remedies and prepare a claim or other submission.
How we get started
Order
Provide the dismissal order, receipt date and the points you dispute.
Assessment
We check the grounds, procedure, evidence and deadline specifically for a dismissal challenge; for public service, we check special rules and jurisdiction.
Position
We agree the outcome sought and the documents needed to support it.
What to prepare
- The dismissal order and proof of receipt.
- The employment contract, notices, work correspondence and any resignation you submitted.
- Payment information and documents challenging the stated dismissal grounds.
The initial consultation is free. Court representation is agreed separately after checking whether an advocate or another duly authorised representative is required.
Connect the dismissal ground to evidence and remedies
In the educational claim, an employee disputes a specific alleged absence: the employer’s record conflicts with access logs and an assigned task completed at that time. The example shows how to build a position, rather than predicting another case’s outcome.
Scope of the example
A specific scenario
Ordinary employment, dismissal under Article 40(1)(4) of the Labour Code, and a dispute about alleged office absence. This is not a template for redundancy or resignation.
Remedies and payment
Reinstatement and average earnings for forced absence are considered together, but the reinstatement date and the start of the payable period need separate assessment. Payment has statutory limits and conditions.
Other statuses and time limits
Public service, special protections and a missed filing period need different assessment. Requesting documents neither replaces a claim nor establishes preservation of a filing period.
Educational reinstatement claim following alleged absence
The complete example and blank remain in Ukrainian. They cover specific facts, remedies, a calculation and attachments, rather than every possible dismissal ground.
View the example and templateAdditional preparation: document request and chronology
This helps obtain missing information; it supplements rather than replaces a reinstatement claim.
View the example and templateEvidence supporting an objection
If the table does not fit on the screen, scroll it horizontally.
| Fact | Supporting evidence | Limits of the finding |
|---|---|---|
| Disputing the absence | The origin and timing of access records, alongside the assigned task and work delivered. | Entry and exit records alone do not establish work during every minute. |
| The employee’s explanation | The explanation and evidence that the employer received it. | An explanation does not automatically make the dismissal order unlawful. |
| The order and its delivery | Separate the dismissal date, order date and supported receipt of the copy. | Do not substitute one date for another or reconstruct receipt by assumption. |
A chronology helps connect events to sources; writing it does not itself prove the events.
Separate the related issues
Choose by the ground and result sought, rather than the word “dismissal” alone.
You need the challenge procedure and claim guidance
Compare your dismissal ground with the guide and the educational example’s scope.
Dismissal challenge guideOrdinary wages are separately unpaid
Distinguish wage arrears from earnings for forced absence.
Unpaid wagesThe issue is severance pay
Check the particular dismissal ground and the conditions of that payment.
Severance payThe position is public service
Check the special jurisdiction and procedural rules first.
Administrative dispute
Need to adapt the remedies to your dismissal order?
Identify the ground, the actual date you received the copy and the result you want. We can agree an assessment of time limits, evidence and required documents.
Frequently asked questions
Can I challenge a dismissal after resigning voluntarily?
We need to review the circumstances and evidence, particularly if you allege pressure. Simply changing your mind after leaving is insufficient.
What remedies can be sought for an unlawful dismissal?
Depending on the infringement, reinstatement, changes to the stated dismissal reason and related payments are assessed. Each remedy needs justification; the court determines the outcome.
Does a complaint to the employer replace a court claim?
No. A complaint to the employer or supervisory body does not replace a claim or establish that the court deadline is preserved. Dismissal rules differ from wage rules; if the order was not provided, we start with available documents without waiting for the complaint outcome.
What affects the cost and preparation time?
Cost and preparation time depend on the dismissal ground, the volume of orders and correspondence, and the remedies and related payments sought. Obtaining missing records affects preparation; challenge deadlines need separate attention without waiting for every record to be collected.
Resources for your situation
Guidance and instructions
Calculations and checks
Sources and review
- Labour Code of Ukraine
- Law of Ukraine on Employment Relations under Martial Law
- Civil Procedure Code of Ukraine
- Code of Administrative Justice of Ukraine
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