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Help with employment disputes in Lviv

Has your em­ploy­er with­held pay, changed con­di­tions or dis­missed you? In Lviv, we start with em­ploy­er’s orders, payment records and your ob­jec­tive to dis­tin­guish payment issues from a dis­missal chal­lenge.

When to seek help

  • You were dis­missed without a clear basis or the pro­ce­dure appears de­fec­tive.
  • Wages or final pay­ments have been delayed.
  • You are asked to sign a res­ig­na­tion or agree­ment whose con­se­quences are unclear.

How we can help

Document review
We compare the con­tract, em­ploy­er’s orders and actual work, dis­tin­guish­ing em­ploy­ment from a civil con­tract and public service.
Requests to the employer
We help draft a doc­u­ment request, written demand or ob­jec­tions.
Dispute documents
We prepare the ap­pro­pri­ate sub­mis­sion, con­sid­er­ing ju­ris­dic­tion and ev­i­dence.

Specific matters in this area

How we get started

  1. Background

    Tell us where you worked, what hap­pened and when you re­ceived dis­put­ed doc­u­ments.

  2. Assessment

    We assess wages, final set­tle­ment and dis­missal under their sep­a­rate rules, taking account of the Con­sti­tu­tion­al Court de­ci­sion and ap­plic­a­ble special pro­vi­sions.

  3. Decision

    We agree the ob­jec­tive: doc­u­ments, payment, a dis­missal chal­lenge or another remedy.

What to prepare

  • The em­ploy­ment con­tract, em­ploy­er’s orders and em­ploy­er details.
  • Payslips, state­ments and payment records.
  • Work cor­re­spon­dence and dates when em­ploy­er’s orders were re­ceived.

The initial con­sul­ta­tion is free. Court rep­re­sen­ta­tion is agreed sep­a­rate­ly after check­ing whether an ad­vo­cate or another duly au­tho­rised rep­re­sen­ta­tive is re­quired.

Start with status, the event and the result needed

Unpaid wages, chal­leng­ing dis­missal and pay­ments due on dis­missal are not a single claim. Iden­ti­fy what hap­pened and the result you seek before choos­ing a doc­u­ment.

Scope of this material

  • Ordinary employment

    Es­tab­lish the em­ploy­er, working re­la­tion­ship and event. Working at a state in­sti­tu­tion does not by itself make a po­si­tion public service.

  • Undocumented work

    Do not assume that no written con­tract means no pos­si­ble pro­tec­tion. The work per­formed and sup­port­ing ev­i­dence need sep­a­rate as­sess­ment.

  • The claim determines the time rules

    Do not trans­fer a wage rule to dis­missal or final set­tle­ment. Waiting for the em­ploy­er’s answer does not guar­an­tee preser­va­tion of a filing period.

Facts, evidence and gaps

If the table does not fit on the screen, scroll it hor­i­zon­tal­ly.

A short matrix for choosing the route
QuestionWhat to establishWhat not to assume
What is the working status?The agreement, employment order, facts of supervision or special status of the position.The institution’s name alone does not determine jurisdiction.
What happened, and when?Accrual, payment or dismissal; separately, the date a document was received.An order’s date and its delivery date may differ.
What result is needed?Information, recovery of money, reinstatement or a challenge to another decision.One complaint does not replace every possible claim.

Record missing doc­u­ments as gaps. Do not post­pone the initial dead­line as­sess­ment until all ma­te­ri­als are col­lect­ed.

What comes next?

Choose the branch that matches your sit­u­a­tion; it does not de­ter­mine the outcome.

Several issues in the same situation?

Iden­ti­fy the main result you seek and the nearest known pro­ce­dur­al date. We can agree which claims and doc­u­ments need sep­a­rate as­sess­ment.

Discuss my situation

Frequently asked questions

Can you help if my employment was never formalised?

Yes. Start with ev­i­dence of actual work: cor­re­spon­dence, sched­ules, pay­ments, access passes and details of wit­ness­es. We check whether em­ploy­ment needs to be es­tab­lished and which reme­dies can be sought.

Is a dispute with a public authority an employment case?

Dis­putes about entry into public service, its per­for­mance and dis­missal from it fall under ad­min­is­tra­tive pro­ce­dure. However, working for a state in­sti­tu­tion does not itself make a po­si­tion public service; we check its status.

Is the initial consultation free?

Yes. We first clarify the cir­cum­stances and doc­u­ments needed; any further prepa­ra­tion is agreed sep­a­rate­ly.

Does one deadline apply to every employment claim?

No. The Con­sti­tu­tion­al Court de­ci­sion on the wage lim­i­ta­tion did not remove the sep­a­rate rules for dis­missal chal­lenges and pay­ments on dis­missal. The claim type, em­ploy­er’s order, written set­tle­ment notice and their receipt dates are needed to iden­ti­fy the rule.

What affects the cost and preparation time?

Cost and prepa­ra­tion time depend on the remedy sought, proof of the em­ploy­ment re­la­tion­ship, and the orders, payroll and cor­re­spon­dence to review. Es­tab­lish­ing actual em­ploy­ment, cal­cu­lat­ing wage arrears and chal­leng­ing dis­missal require dif­fer­ent prepa­ra­tion; pro­ce­dur­al dead­lines are checked sep­a­rate­ly.

Resources for your situation

Guidance and instructions

How to challenge an unlawful dismissal and return to workWe explain the one-month deadline to challenge a dismissal, reinstatement, average earnings, evidence, and filing an employment claim.How to recover unpaid wages from an employerLearn how an employee can prove unpaid wages, check the time limit after Constitutional Court Decision No. 1-r/2025 and prepare a claim.How to check severance pay after dismissalLearn when severance pay is due under Article 44 of the Labour Code, how to check the minimum amount, average earnings, and supporting documents.How to Resign and Prove When Your Notice Was ReceivedLearn how to submit a resignation notice, prove receipt, count the ordinary two-week notice period, and check exceptions and final pay.

Calculations and checks

Institutions and contacts

CourtsCourt levels, territorial jurisdiction and official court services.Institutions: 40 · Lviv and Lviv OblastState Labour ServiceLabour rights, employment and occupational safety matters.Institutions: 2 · Lviv and Lviv Oblast

Sources and review

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