EXTRAORDINARY TERMINATION OF THE EMPLOYMENT CONTRACT BY THE EMPLOYEE TO THE EMPLOYER UNDER THE EMPLOYMENT RELATIONSHIPS ACT (ZDR - 1)

Institut izredne odpovedi pogodbe o zaposlitvi omogoča delavcu, da v primeru hujših kršitev obveznosti s strani delodajalca z enostransko izjavo volje povzroči takojšnje prenehanje pogodbe o zaposlitvi in s tem delovnega razmerja. Hujše kršitve obveznosti delodajalca, ki predstavljajo razlog za izredno odpoved pogodbe o zaposlitvi delavca zakon taksativno našteva. Delavec lahko poda izredno odpoved pogodbe o zaposlitvi le v primeru zakonsko določenega razloga in če ob upoštevanju vseh okoliščin in interesov ni mogoče nadaljevati delovnega razmerja niti do poteka odpovednega roka oziroma časa za katerega je bila sklenjena pogodba o zaposlitvi. S sprejemom novega Zakona o delovnih razmerjih, ki je stopil v veljavo aprila 2013 je bil krog razlogov za izredno odpoved pogodbe o zaposlitvi delavca razširjen. Dodan je bil nov, osmi odpovedni razlog, ki se nanaša na plačevanje prispevkov za socialno varnost. Poleg tega je nov Zakon o delovnih razmerjih tudi preoblikoval in spremenil nekatere že obstoječe odpovedne razloge ter jasneje uredil postopek, ki ga mora delavec izpeljati preden poda izredno odpove pogodbo o zaposlitvi. Pomembno vlogo v okviru izredne odpovedi pogodbe o zaposlitvi imajo tudi sodišča, ki v morebitnem sporu presojajo zakonitost podane izredne odpovedi delavca in ob tem oblikujejo sodno prakso. S svojimi stališči in razlagami v njej dajejo odgovore na vprašanja, ki jih odpira zakonodajna ureditev. Institut izredne odpovedi pogodbe o zaposlitvi delavca delodajalcu pozna tudi nemška delovnopravna zakonodaja. Pravna ureditev le tega je v pretežni meri enaka kot v slovenski zakonodaji.Institute of extraordinary termination of the employment contract enables employees to immediately terminate employment contract and therefore employment relationship with unilateral expression of will in case of employer’s severe violation of obligations. Severe violations of employer\u27s obligations, which can be the reason for extraordinary termination of employee\u27s employment contract, are itemized under law. Employee can file an extraordinary termination of the employment contract only in case of reasons stated by the law and if it is impossible to continue employment relation even until the end of contract or period of notice. With new Employment Relationship Act, which was adopted in April 2013, the number of reasons for extraordinary termination of the employment contract increased. New, eighth termination reason was added. It refers to payment of social security contributions. New Employment Relationship Act also redrafted and changed some of the already existing termination reasons and more clearly regulated the procedure the employee has to carry out before filing the extraordinary termination of the employment contract. Courts have an important role in the frame of extraordinary termination of the employment contract. In case of a dispute, courts asses the legality of employee\u27s extraordinary termination of the employment contract and develop case law. With their views and explanations courts give answers to questions opened by legislative regulation. Institute of extraordinary termination of the employment contract is also known in German employment legislation with mostly identical legal regulation as Slovenian