Protecting your rights as an employee in Europe — in your language, with an understanding of both systems
You moved to Europe and found work. Or set up as a sole trader. And now your employer is not paying your wages, is pressuring you to sign documents you do not understand, or is dismissing you without cause.
Labour law in every EU country has its own specifics. What is normal in Ukraine may be unlawful in Germany — and vice versa. And when you do not know the language and local laws, protecting your rights without a lawyer is practically impossible.
AO Zakhyst has offices in six EU countries (Berlin, Prague, Kraków, Paris, Amsterdam, Helsinki) and over 50 offices in Ukraine. We know the labour law of each of these countries from practice, speak your language, and defend your interests against employers of any size.
Who we help
Those who were unlawfully dismissed
You were dismissed without notice, without cause, or in breach of procedure. Or were pressured into "voluntarily" resigning. You have the right to protection — and often to compensation.
Those who are not being paid
Your employer is withholding wages, not paying overtime, making deductions without grounds. You may not realise this is a violation — but we do.
Self-employed persons (sole traders/freelancers)
You are registered as selbstständig in Germany or OSVČ in Czech Republic — but in reality you work as an employee. This is Scheinselbstständigkeit (bogus self-employment), and you have the right to protection as an employee.
Victims of discrimination
On grounds of nationality, language, gender, or age. Discrimination is prohibited in all EU countries — and carries compensation.
Those who were injured at work
A workplace accident, occupational illness, dangerous working conditions. You have the right to compensation — and your employer is obliged to pay it.
Unlawful dismissal
Your rights in each country
Germany (Kündigungsschutzgesetz — Employment Protection Act): dismissal requires a substantiated reason. Appeal — within 3 weeks through the Arbeitsgericht (Labour Court). Typical compensation — 0.5 monthly salary per year of service.
Poland: after the probationary period, dismissal requires justification and notice (from 2 weeks to 3 months depending on length of service). Appeal through the Sąd Pracy (Labour Court).
France: one of the strongest protections in the EU. For unlawful dismissal, compensation can reach 20 monthly salaries. Appeal through the Conseil de prud'hommes (Employment Tribunal).
Netherlands: dismissal requires either UWV permission or a court order. Transitional compensation (transitievergoeding) — 1/3 monthly salary per year of service.
What we do
We analyse the lawfulness of the dismissal and assess the potential compensation amount. We negotiate with the employer (cases are often resolved at this stage). We represent you in the Labour Court and ensure payment of compensation.
Non-payment of wages
Calculating the debt
We analyse your employment contract and actual working conditions. We calculate the debt amount, including overtime, night shifts, and public holidays. We send a formal demand to the employer (Abmahnung, wezwanie, mise en demeure).
Enforcement through court
We file a claim with the Labour Court and enforce the debt through compulsory enforcement. Employer liability for wage delays is provided for in every EU country — including penalties and compensation for losses.
Bogus self-employment (Scheinselbstständigkeit)
How to identify the problem
A common situation: you were registered as self-employed but in reality work as an employee — you have a fixed schedule, one client, work at the client's office, and have no clients of your own. This benefits the employer (who pays no social contributions), but not you.
What you are entitled to
In all EU countries, bogus self-employment is unlawful. If the court recognises the relationship as employment, the employer is obliged to: pay additional social contributions for the entire period, pay the wage differential, and provide all guarantees applicable to employees (leave, sick pay, protection against dismissal).
Employment contract
Review before signing
Before signing an employment contract in Europe — show it to us. We will check: whether the terms comply with local legislation, whether there are any unfavourable clauses (non-compete, penalty provisions), whether pay, working hours, and leave are correctly specified.
Your basic rights in the EU
Regardless of country, the EU guarantees: a written contract with clear terms, minimum wage, limits on working hours (40 hrs/week), paid leave (minimum 20 working days), protection against discrimination and unlawful dismissal, safe working conditions, right to sick pay.
How much does it cost
Consultation with analysis
Document analysis, prospects assessment, action plan.
Employment contract review
Terms analysis, risk identification, recommendations.
Negotiation with employer
Demand letter + negotiations on compensation for dismissal or non-payment.
Court representation
Full support: claim preparation, evidence gathering, attendance at hearings.
Discrimination case
Evidence gathering, complaint to the anti-discrimination body, court representation.
Workplace injury
Documenting the injury, claiming compensation, court representation.
Common mistakes
Signing an employment contract you do not understand
The contract is written in a language you do not know — and you sign it, trusting verbal promises. Then it turns out the contract says something completely different. Show the contract to us before signing.
Staying silent when your rights are violated
Your employer does not pay overtime, does not grant leave, puts pressure on you — and you endure it because you fear losing your job. But silence does not protect you — it only allows violations to accumulate.
Agreeing to a termination agreement without a lawyer
Your employer offers you an Aufhebungsvertrag or other agreement — and you sign it without realising the compensation could have been many times higher.
Missing appeal deadlines
In Germany the deadline for appealing a dismissal is 3 weeks. In Czech Republic — 2 months. If you miss the deadline — the right to compensation may be lost.
Why AO Zakhyst
We know each country's labour law from practice
Our lawyers work daily with the Arbeitsgericht in Berlin, the Sąd Pracy in Kraków, the Conseil de prud'hommes in Paris. Not from textbooks — from real cases.
We speak your language
You explain the situation in Ukrainian — we translate it into legal arguments in the country's language. No intermediaries, no loss of nuance.
Documents from Ukraine — promptly
Need an income certificate from Ukraine, a register extract, or a tax return — our office in your home city will obtain it without your involvement.
We are not afraid of large companies
An international employer with a legal department? We represent our clients' interests against companies of any size — and often win, because the law is on the employee's side.
Frequently asked questions
Can I appeal a dismissal during the probationary period?
Depends on the country. In Germany during the probationary period (up to 6 months) dismissal is simpler, but discrimination is prohibited. In France even during the période d'essai notice is required. We analyse your situation and tell you honestly whether there are grounds.
My employer did not register me officially. What can I do?
This is a breach of law in every EU country. You are entitled to formal registration, payment of all unpaid wages and social contributions. Even without a written contract, employment can be proven through witnesses, correspondence, and money transfers.
Can I recover wages from a Ukrainian employer if I worked from Europe?
Yes. If you actually worked from EU territory — you can file a claim at your place of work (in the EU country). Or we can file a claim in Ukraine through our network of offices.
What is Scheinselbstständigkeit and does it apply to me?
If you are registered as self-employed but have one client, a fixed schedule, and work at the client's office — there is a high probability. We analyse your situation and determine whether the relationship can be reclassified as employment.
Protect your rights
Book a free consultation — and within 30 minutes we will tell you whether you have grounds for protection, what compensation is realistic, and what steps to take first.