Majchrzak, Katarzyna2026-03-112026-03-112016Seminare, 2016, Tom 37, nr 1, s. 143-150.1232-8766https://theo-logos.pl/handle/123456789/42723Termination of employment without notice due to the employee’s fault pursuant to the provision of Art. 52 of the Labour Code is possible in three enumerated instances. These include: severe violation of basic employee duties, a serious offence committed by the employee during the term of the employment contract that renders further employment at his or her post impossible when the offense is obvious or confirmed by a final court judgment and, finally, culpable loss of license or qualification necessary to perform work at the post. The present article discusses the two latter premises mentioned above, based on the Supreme Court judicature.polCC-BY-ND - Uznanie autorstwa - Bez utworów zależnychustanie stosunku pracyzwolnienie dyscyplinarneobowiązki pracowniczeSąd Najwyższypracownicyumowa o pracęrozwiązanie umowy o pracęprawo cywilneprawo pracyprzepisy prawnepracaKodeks pracyprawosądyorzecznictwo Sądu Najwyższegotermination of employmentdisciplinary dismissalemployee dutiesSupreme Courtemployeesemployment contracttermination of employment contractcivil lawlabor lawlegal regulationsworkLabor CodelawcourtsSupreme Court’s case-lawArticle