{"id":38368,"date":"2024-12-13T14:03:26","date_gmt":"2024-12-13T13:03:26","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&p=38368"},"modified":"2026-08-12T18:04:10","modified_gmt":"2026-08-12T16:04:10","slug":"narok-na-odstupne","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/sk\/blog\/narok-na-odstupne\/","title":{"rendered":"N\u00e1rok na odstupn\u00e9"},"content":{"rendered":"\n
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Tento \u010dl\u00e1nok obsahuje inform\u00e1cie platn\u00e9 iba pre \u010cR.<\/p>\n<\/blockquote>\n\n\n\n

Ukon\u010denie pracovn\u00e9ho pomeru je vo v\u00e4\u010d\u0161ine pr\u00edpadov spojen\u00e9 aj s n\u00e1rokom na odstupn\u00e9. Ide o finan\u010dn\u00fa kompenz\u00e1ciu, na ktor\u00fa m\u00e1 v pr\u00edpade nezavin\u00e9ho ukon\u010denia pracovn\u00e9ho pomeru zamestnanec n\u00e1rok. Ako postupova\u0165 pri \u017eiadosti o odstupn\u00e9? Na ak\u00e9 odstupn\u00e9 m\u00e1 zamestnanec n\u00e1rok? Kedy naopak nie je n\u00e1rok na odstupn\u00e9? Ak\u00e9 s\u00fa \u010fal\u0161ie mo\u017enosti a na \u010do si da\u0165 pozor pri \u017eiadosti o odstupn\u00e9, sa venujeme ni\u017e\u0161ie v \u010dl\u00e1nku.<\/p>\n\n\n\n

Kedy m\u00e1 zamestnanec n\u00e1rok na odstupn\u00e9?<\/strong><\/h2>\n\n\n\n
    \n
  1. Ukon\u010denie pracovn\u00e9ho pomeru zo strany zamestn\u00e1vate\u013ea:<\/strong>
    Zamestnanec m\u00e1 n\u00e1rok na odstupn\u00e9, ak je jeho pracovn\u00fd pomer ukon\u010den\u00fd z organiza\u010dn\u00fdch alebo prev\u00e1dzkov\u00fdch d\u00f4vodov. \u010eal\u0161\u00edmi pr\u00edpadmi s\u00fa zru\u0161enie alebo premiestnenie pracovn\u00e9ho miesta, pr\u00edpadne ak sa zamestnanec stane tzv. nadbyto\u010dn\u00fdm (zn\u00ed\u017eenie stavu).<\/li>\n\n\n\n
  2. Zdravotn\u00e9 d\u00f4vody:
    <\/strong>Ak zamestnanec nem\u00f4\u017ee vykon\u00e1va\u0165 svoju pr\u00e1cu z d\u00f4vodu zdravotn\u00e9ho postihnutia, choroby z povolania alebo pracovn\u00e9ho \u00farazu.<\/li>\n\n\n\n
  3. Z\u00e1konom chr\u00e1nen\u00e9 skupiny:<\/strong>
    Zamestnanci, ktor\u00ed patria do \u0161pecifick\u00fdch chr\u00e1nen\u00fdch skup\u00edn, napr. tehotn\u00e9 \u017eeny, osoby staraj\u00face sa o deti alebo ob\u010dania, ktor\u00ed dosiahli ur\u010dit\u00fd vek, m\u00f4\u017eu ma\u0165 tie\u017e n\u00e1rok na odstupn\u00e9.<\/li>\n<\/ol>\n\n\n\n

    Ak\u00e1 je v\u00fd\u0161ka odstupn\u00e9ho?<\/strong><\/h2>\n\n\n\n

    Ak je pracovn\u00fd pomer ukon\u010den\u00fd zo strany zamestn\u00e1vate\u013ea z organiza\u010dn\u00fdch d\u00f4vodov, zamestn\u00e1vate\u013e m\u00f4\u017ee z dobrej v\u00f4le v\u00fd\u0161ku odstupn\u00e9ho zv\u00fd\u0161i\u0165. Zamestnanec m\u00f4\u017ee tie\u017e vyjedn\u00e1va\u0165 a po predlo\u017een\u00ed vlastn\u00e9ho n\u00e1vrhu argumentova\u0165 jeho opr\u00e1vnenos\u0165ou.<\/p>\n\n\n\n

    Naopak, ak do\u0161lo k ukon\u010deniu na z\u00e1klade poru\u0161enia pracovnej zmluvy, n\u00e1rok na odstupn\u00e9 m\u00f4\u017ee by\u0165 zn\u00ed\u017een\u00fd alebo \u00faplne zru\u0161en\u00fd.<\/p>\n\n\n\n

    V\u00fd\u0161ka odstupn\u00e9ho z\u00e1vis\u00ed od viacer\u00fdch faktorov, vr\u00e1tane:<\/p>\n\n\n\n

    D\u013a\u017eky pracovn\u00e9ho pomeru:<\/strong><\/p>\n\n\n\n

      \n
    • Menej ako 1 rok:<\/strong> dostanete 1 priemern\u00fd mesa\u010dn\u00fd plat.<\/li>\n\n\n\n
    • 1 \u2013 2 roky:<\/strong> dostanete 2 priemern\u00e9 mesa\u010dn\u00e9 platy.<\/li>\n\n\n\n
    • 2 a viac rokov:<\/strong> dostanete 3 priemern\u00e9 mesa\u010dn\u00e9 platy.<\/li>\n\n\n\n
    • viac ako 5 rokov:<\/strong> 3 mesa\u010dn\u00e9 platy a viac.<\/li>\n<\/ul>\n\n\n\n

      Dohody v pracovnej zmluve: <\/strong>Niektor\u00e9 pracovn\u00e9 zmluvy m\u00f4\u017eu obsahova\u0165 \u0161pecifick\u00e9 podmienky pre vypl\u00e1canie odstupn\u00e9ho.<\/p>\n\n\n\n

      Z\u00e1konn\u00e9 predpisy: <\/strong>V niektor\u00fdch krajin\u00e1ch existuj\u00fa z\u00e1kony, ktor\u00e9 upravuj\u00fa minim\u00e1lnu v\u00fd\u0161ku odstupn\u00e9ho.<\/p>\n\n\n\n

      Odstupn\u00e9 v\u00e1m zamestn\u00e1vate\u013e mus\u00ed vyplati\u0165 v najbli\u017e\u0161om v\u00fdplatnom term\u00edne (pokia\u013e sa s vami p\u00edsomne nedohodne inak).
      \nAk zamestn\u00e1vate\u013e ani po dohode odstupn\u00e9 nevyplat\u00ed, sk\u00faste ho najprv p\u00edsomne vyzva\u0165 na n\u00e1pravu. Ak ani potom ned\u00f4jde k vyplateniu odstupn\u00e9ho, je potrebn\u00e9 obr\u00e1ti\u0165 sa na s\u00fad.<\/p>\n\n\n\n

      Ako postupova\u0165 pri \u017eiadosti o odstupn\u00e9?<\/strong><\/h2>\n\n\n\n

      \u017diados\u0165 o odstupn\u00e9 by mala by\u0165 podan\u00e1 p\u00edsomne. Je d\u00f4le\u017eit\u00e9 zahrn\u00fa\u0165:<\/p>\n\n\n\n

        \n
      1. Form\u00e1lnu \u017eiados\u0165:<\/strong> Uve\u010fte jasne, \u017ee \u017eiadate o vyplatenie odstupn\u00e9ho.<\/li>\n\n\n\n
      2. D\u00f4vod ukon\u010denia pracovn\u00e9ho pomeru:<\/strong> Ak je d\u00f4vodom organiza\u010dn\u00e1 zmena, malo by to by\u0165 podrobne uveden\u00e9.<\/li>\n\n\n\n
      3. Doklady:<\/strong> Prilo\u017ete k \u017eiadosti v\u0161etky relevantn\u00e9 dokumenty, ako je v\u00fdpove\u010f alebo potvrdenie o pr\u00e1ci.<\/li>\n<\/ol>\n\n\n\n

        N\u00e1rok na odstupn\u00e9 pri v\u00fdpovedi<\/strong><\/h2>\n\n\n\n

        Zamestnanec nem\u00e1 n\u00e1rok na odstupn\u00e9, ak podal v\u00fdpove\u010f s\u00e1m alebo bol prepusten\u00fd z d\u00f4vodov, ktor\u00e9 vypl\u00fdvaj\u00fa z poru\u0161enia pracovn\u00fdch povinnost\u00ed. Ak ide \u201elen\u201c o neuspokojiv\u00e9 pracovn\u00e9 v\u00fdsledky, zamestnanec m\u00f4\u017ee dosta\u0165 v\u00fdpove\u010f a\u017e po tom, \u010do ho zamestn\u00e1vate\u013e po\u010das posledn\u00fdch 12 mesiacov p\u00edsomne vyzval na ich zlep\u0161enie a zamestnanec ich v primeranej lehote nezlep\u0161il.<\/p>\n\n\n\n

        N\u00e1rok na odstupn\u00e9 pri v\u00fdpovedi dohodou<\/strong><\/h2>\n\n\n\n

        V\u00fdpove\u010f dohodou v z\u00e1konn\u00edku pr\u00e1ce neexistuje. Pracovn\u00fd pomer mo\u017eno ukon\u010di\u0165 iba v\u00fdpove\u010fou zamestnanca alebo po vz\u00e1jomnej dohode. Ak sa obe strany dohodn\u00fa na ukon\u010den\u00ed pracovn\u00e9ho pomeru, n\u00e1rok na odstupn\u00e9 nie je povinn\u00fd. Zamestnanec sa bu\u010f n\u00e1rokov vzd\u00e1, alebo z\u00e1vis\u00ed na vz\u00e1jomnej dohode a podmienkach, ktor\u00e9 sa n\u00e1sledne aplikuj\u00fa do zmluvy.<\/p>\n\n\n\n

        V\u00e4\u010d\u0161inou zamestn\u00e1vate\u013e pon\u00faka odstupn\u00e9 vo v\u00fd\u0161ke jedn\u00e9ho z\u00e1kladn\u00e9ho platu. V tomto pr\u00edpade sa prijat\u00e9 finan\u010dn\u00e9 prostriedky sk\u00f4r pova\u017euj\u00fa za odmenu ne\u017e za odstupn\u00e9. \u010co sa t\u00fdka povinn\u00fdch odvodov, s\u00fa rovnak\u00e9 ako pri akejko\u013evek inej mzde. Zah\u0155\u0148aj\u00fa da\u0148 z pr\u00edjmu fyzick\u00fdch os\u00f4b aj soci\u00e1lne a zdravotn\u00e9 poistenie.<\/p>\n\n\n\n

        \"\u017dena<\/figure><\/h2>\n\n\n\n

        N\u00e1rok na odstupn\u00e9 pri v\u00fdpovedi zo zdravotn\u00fdch d\u00f4vodov<\/strong><\/h2>\n\n\n\n

        N\u00e1rok na odstupn\u00e9 zo zdravotn\u00fdch d\u00f4vodov je d\u00f4le\u017eitou formou ochrany zamestnancov, ktor\u00ed sa ocitli v nepr\u00edjemnej situ\u00e1cii sp\u00f4sobenej zdravotn\u00fdmi komplik\u00e1ciami. Je nevyhnutn\u00e9 riadi\u0165 sa z\u00e1konom a dodr\u017eiava\u0165 spr\u00e1vny postup, aby bolo mo\u017en\u00e9 tento n\u00e1rok \u00faspe\u0161ne uplatni\u0165.<\/p>\n\n\n\n

        Zamestnancovi patr\u00ed odstupn\u00e9 v pr\u00edpade, \u017ee pod\u013ea lek\u00e1rskeho posudku nesmie alebo nem\u00f4\u017ee vykon\u00e1va\u0165 pr\u00e1cu z d\u00f4vodu zdravotn\u00e9ho postihnutia, choroby z povolania alebo pracovn\u00e9ho \u00farazu. Odstupn\u00e9 v tomto pr\u00edpade predstavuje najmenej 12-n\u00e1sobok priemern\u00e9ho mesa\u010dn\u00e9ho z\u00e1robku. Ve\u013ek\u00fd d\u00f4raz by mal zamestnanec kl\u00e1s\u0165 na d\u00f4vod v\u00fdpovede. Ak by v zmluve bolo uveden\u00e9 len v\u0161eobecn\u00e9 ochorenie, zamestnanec nem\u00e1 n\u00e1rok na odstupn\u00e9.<\/p>\n\n\n\n

        Aby mal zamestnanec n\u00e1rok na odstupn\u00e9 zo zdravotn\u00fdch d\u00f4vodov, mus\u00ed dodr\u017ea\u0165 nasleduj\u00faci postup:<\/p>\n\n\n\n

          \n
        1. Lek\u00e1rske vy\u0161etrenie:<\/strong> Zamestnanec by mal nav\u0161t\u00edvi\u0165 lek\u00e1ra a necha\u0165 si vystavi\u0165 lek\u00e1rsky posudok, ktor\u00fd potvrdzuje, \u017ee jeho zdravotn\u00fd stav mu neumo\u017e\u0148uje pokra\u010dova\u0165 v pr\u00e1ci.<\/li>\n\n\n\n
        2. Ozn\u00e1menie zamestn\u00e1vate\u013eovi:<\/strong> Zamestnanec mus\u00ed \u010do najsk\u00f4r informova\u0165 zamestn\u00e1vate\u013ea o svojom z\u00e1mere ukon\u010di\u0165 pracovn\u00fd pomer z d\u00f4vodu zdravotn\u00fdch probl\u00e9mov.<\/li>\n\n\n\n
        3. Podanie \u017eiadosti:<\/strong> V r\u00e1mci vypovedania pracovn\u00e9ho pomeru je vhodn\u00e9 p\u00edsomne vyjadri\u0165 \u017eiados\u0165 o dohodnutie odstupn\u00e9ho a prilo\u017ei\u0165 potvrdenie od lek\u00e1ra.<\/li>\n\n\n\n
        4. Dohoda so zamestn\u00e1vate\u013eom:<\/strong> Zamestn\u00e1vate\u013e m\u00f4\u017ee so \u017eiados\u0165ou s\u00fahlasi\u0165 alebo pon\u00faknu\u0165 in\u00fa formu pomoci, napr\u00edklad preradenie na in\u00fa poz\u00edciu, ak je to mo\u017en\u00e9.<\/li>\n<\/ol>\n\n\n\n

          N\u00e1rok na podporu v nezamestnanosti po vyplaten\u00ed odstupn\u00e9ho<\/strong><\/h2>\n\n\n\n

          M\u00e1m n\u00e1rok na podporu, ak som dostal odstupn\u00e9? Jedna z be\u017en\u00fdch ot\u00e1zok, ktor\u00e9 zamestnanci klad\u00fa po ukon\u010den\u00ed pracovn\u00e9ho pomeru. Odpove\u010f na t\u00fato ot\u00e1zku z\u00e1vis\u00ed od viacer\u00fdch faktorov, ktor\u00e9 si podrobne pribl\u00ed\u017eime.<\/p>\n\n\n\n

          Ako funguje podpora v nezamestnanosti?<\/strong><\/h3>\n\n\n\n

          Podpora v nezamestnanosti je d\u00e1vka poskytovan\u00e1 \u0161t\u00e1tom, ktor\u00e1 m\u00e1 pom\u00f4c\u0165 \u013eu\u010fom, ktor\u00ed stratili zamestnanie a akt\u00edvne h\u013eadaj\u00fa nov\u00fa pr\u00e1cu. N\u00e1rok na t\u00fato podporu sa v\u00e4\u010d\u0161inou odv\u00edja od d\u013a\u017eky poistenia a predch\u00e1dzaj\u00faceho z\u00e1robku.<\/p>\n\n\n\n

          M\u00e1m n\u00e1rok na podporu, ak som dostal odstupn\u00e9?<\/strong><\/h3>\n\n\n\n

          \u00c1no, aj ke\u010f zamestnanec dostane odstupn\u00e9, m\u00f4\u017ee ma\u0165 n\u00e1rok na podporu v nezamestnanosti. Existuj\u00fa v\u0161ak d\u00f4le\u017eit\u00e9 podmienky:<\/p>\n\n\n\n

            \n
          1. D\u013a\u017eka poistenia:<\/strong> Zamestnanec mus\u00ed by\u0165 poisten\u00fd pre pr\u00edpad nezamestnanosti po\u010das ur\u010dit\u00e9ho obdobia (minim\u00e1lne 12 mesiacov po\u010das posledn\u00fdch 24 mesiacov).<\/li>\n\n\n\n
          2. D\u013a\u017eka evidencie na \u00farade pr\u00e1ce:<\/strong> Po skon\u010den\u00ed pracovn\u00e9ho pomeru a vyplaten\u00ed odstupn\u00e9ho je potrebn\u00e9 sa zaregistrova\u0165 na \u00farade pr\u00e1ce ako uch\u00e1dza\u010d o zamestnanie. Zamestnanec m\u00f4\u017ee ma\u0165 n\u00e1rok na podporu aj po\u010das tejto doby, ale vypl\u00e1canie m\u00f4\u017ee by\u0165 odlo\u017een\u00e9.<\/li>\n\n\n\n
          3. V\u00fd\u0161ka odstupn\u00e9ho:<\/strong> Ak m\u00e1 zamestnanec dostato\u010dn\u00e9 odstupn\u00e9, m\u00f4\u017ee to ovplyvni\u0165 okam\u017eit\u00e9 vypl\u00e1canie podpory. \u00darad pr\u00e1ce m\u00f4\u017ee posudzova\u0165, odkedy m\u00e1 zamestnanec \u201efinan\u010dn\u00fa nete\u010dnos\u0165\u201c a kedy za\u010dne pobera\u0165 podporu.<\/li>\n\n\n\n
          4. Doba, po\u010das ktorej je vypl\u00e1can\u00e9 odstupn\u00e9:<\/strong> Ak je odstupn\u00e9 vypl\u00e1can\u00e9 po\u010das dlh\u0161ieho obdobia, m\u00f4\u017ee sa za\u010diatok vypl\u00e1cania podpory odlo\u017ei\u0165.<\/li>\n<\/ol>\n\n\n\n

            M\u00e1 \u010dlovek na d\u00f4chodku n\u00e1rok na odstupn\u00e9?<\/strong><\/h2>\n\n\n\n

            N\u00e1rok na odstupn\u00e9 je ot\u00e1zkou, ktor\u00e1 tr\u00e1pi nielen zamestnancov, ale aj d\u00f4chodcov, ktor\u00ed sa rozhodli ukon\u010di\u0165 svoju pracovn\u00fa \u010dinnos\u0165. V nasleduj\u00facom \u010dl\u00e1nku sa pozrieme na to, \u010di maj\u00fa d\u00f4chodcovia n\u00e1rok na odstupn\u00e9 a ak\u00e9 faktory m\u00f4\u017eu ovplyvni\u0165 t\u00fato situ\u00e1ciu. D\u00f4chodcovia, ktor\u00ed s\u00fa st\u00e1le zamestnan\u00ed, \u010di u\u017e na pln\u00fd alebo skr\u00e1ten\u00fd \u00fav\u00e4zok, m\u00f4\u017eu ma\u0165 n\u00e1rok na odstupn\u00e9 rovnak\u00fdm sp\u00f4sobom ako ostatn\u00ed zamestnanci. To znamen\u00e1, \u017ee ak je pracovn\u00fd pomer ukon\u010den\u00fd z d\u00f4vodu, ktor\u00fd vy\u017eaduje vyplatenie odstupn\u00e9ho, d\u00f4chodca by mal ma\u0165 pr\u00e1vo na t\u00fato kompenz\u00e1ciu.<\/p>\n\n\n\n

            Niektor\u00e9 \u0161pecifick\u00e9 situ\u00e1cie m\u00f4\u017eu ovplyvni\u0165 n\u00e1rok d\u00f4chodcu na odstupn\u00e9:<\/p>\n\n\n\n

              \n
            • Neschopnos\u0165 vykon\u00e1va\u0165 pr\u00e1cu:<\/strong> Ak je d\u00f4chodca prepusten\u00fd z d\u00f4vodu dlhodobej neschopnosti, v\u00e4\u010d\u0161inou nem\u00e1 n\u00e1rok na odstupn\u00e9.<\/li>\n\n\n\n
            • Sk\u00fa\u0161obn\u00e1 doba:<\/strong> Ak d\u00f4chodca pracuje v sk\u00fa\u0161obnej dobe a pracovn\u00fd pomer je ukon\u010den\u00fd, spravidla nem\u00e1 n\u00e1rok na odstupn\u00e9.<\/li>\n<\/ul>\n\n\n\n

              Aj ke\u010f d\u00f4chodca nemus\u00ed ma\u0165 n\u00e1rok na odstupn\u00e9, m\u00f4\u017ee ma\u0165 pr\u00edstup k in\u00fdm form\u00e1m ochrany, vr\u00e1tane d\u00f4chodkov\u00fdch a soci\u00e1lnych d\u00e1vok. Tieto programy m\u00f4\u017eu poskytn\u00fa\u0165 finan\u010dn\u00fa podporu po\u010das prechodu do d\u00f4chodku.<\/p>\n\n\n\n

              N\u00e1rok na odstupn\u00e9 v Nemecku<\/strong><\/h2>\n\n\n\n

              N\u00e1rok na odstupn\u00e9 v Nemecku sa obvykle vz\u0165ahuje na nasleduj\u00face situ\u00e1cie:<\/p>\n\n\n\n

                \n
              1. Ukon\u010denie pracovn\u00e9ho pomeru zo strany zamestn\u00e1vate\u013ea:<\/strong> Zamestnanec m\u00f4\u017ee ma\u0165 n\u00e1rok na odstupn\u00e9, ak d\u00f4jde k hromadn\u00e9mu prep\u00fa\u0161\u0165aniu alebo organiza\u010dn\u00fdm zmen\u00e1m, ktor\u00e9 ved\u00fa k zru\u0161eniu pracovn\u00e9ho miesta.<\/li>\n\n\n\n
              2. Dohodnut\u00e9 odstupn\u00e9:<\/strong> Niektor\u00ed zamestn\u00e1vatelia dohodn\u00fa odstupn\u00e9 vo svojich pracovn\u00fdch zmluv\u00e1ch alebo kolekt\u00edvnych dohod\u00e1ch. V tak\u00fdchto pr\u00edpadoch je zamestnanec opr\u00e1vnen\u00fd na vyplatenie pod\u013ea dohodnut\u00fdch podmienok.<\/li>\n\n\n\n
              3. Z\u00e1kazy diskrimin\u00e1cie:<\/strong> Ak je zamestnanec prepusten\u00fd na z\u00e1klade diskrimina\u010dn\u00fdch d\u00f4vodov (napr. vek, pohlavie, zdravotn\u00e9 postihnutie), m\u00f4\u017ee ma\u0165 takisto n\u00e1rok na odstupn\u00e9.<\/li>\n<\/ol>\n\n\n\n

                Podmienky pre n\u00e1rok:<\/strong><\/p>\n\n\n\n

                  \n
                • D\u013a\u017eka slu\u017eby:<\/strong> \u010c\u00edm dlh\u0161ie ste zamestnan\u00fd, t\u00fdm vy\u0161\u0161ie odstupn\u00e9 by ste obvykle mali ma\u0165 n\u00e1rok.<\/li>\n\n\n\n
                • Vek zamestnanca:<\/strong> Star\u0161\u00ed zamestnanci m\u00f4\u017eu ma\u0165 n\u00e1rok na vy\u0161\u0161ie odstupn\u00e9.<\/li>\n\n\n\n
                • Plat:<\/strong> V\u00fd\u0161ka platu takisto ovplyv\u0148uje celkov\u00fa sumu odstupn\u00e9ho.<\/li>\n\n\n\n
                • Dohody:<\/strong> Odstupn\u00e9 m\u00f4\u017ee by\u0165 upraven\u00e9 kolekt\u00edvnymi zmluvami alebo individu\u00e1lnymi dohodami v pracovnej zmluve.<\/li>\n<\/ul>\n\n\n\n
                    \n
                  1. Mo\u017enos\u0165 vyjedn\u00e1vania:<\/strong> Aj ke\u010f neexistuje pr\u00e1vny n\u00e1rok na odstupn\u00e9, \u010dasto je mo\u017en\u00e9 vyjedna\u0165 odstupn\u00e9 so zamestn\u00e1vate\u013eom po prepusten\u00ed.<\/li>\n\n\n\n
                  2. D\u00f4vody ukon\u010denia:<\/strong> Ak je prepustenie z d\u00f4vodu organiza\u010dn\u00fdch zmien, n\u00e1rok na odstupn\u00e9 pravdepodobne existuje. Naopak, ak ide o prepustenie z d\u00f4vodu disciplin\u00e1rnych opatren\u00ed alebo poru\u0161enia pracovn\u00fdch povinnost\u00ed, n\u00e1rok na odstupn\u00e9 pravdepodobne nebude.<\/li>\n<\/ol>\n\n\n\n

                    Kedy m\u00e1m n\u00e1rok na odstupn\u00e9 v roku 2025?<\/strong><\/h2>\n\n\n\n

                    Od janu\u00e1ra 2025 nast\u00e1va jedna z\u00e1sadn\u00e1 zmena. Ak zamestnanec ukon\u010d\u00ed pracovn\u00fd pomer z d\u00f4vodu straty zdravotnej sp\u00f4sobilosti (pracovn\u00fd \u00faraz, choroba sp\u00f4soben\u00e1 povolan\u00edm a pod.), odstupn\u00e9 bude po novom vypl\u00e1ca\u0165 priamo pois\u0165ov\u0148a, u ktorej je zamestn\u00e1vate\u013e zo z\u00e1kona poisten\u00fd. V\u00fd\u0161ka odstupn\u00e9ho bude predstavova\u0165 12-n\u00e1sobok mesa\u010dn\u00e9ho z\u00e1robku a t\u00fdm p\u00e1dom zost\u00e1va zachovan\u00e1. Doteraz odstupn\u00e9 vypl\u00e1cal zamestn\u00e1vate\u013e, \u010do pre niektor\u00e9 men\u0161ie podniky mohlo by\u0165 a\u017e likvida\u010dn\u00e9.<\/p>\n\n\n\n

                    Odstupn\u00e9 hr\u00e1 pre zamestnancov d\u00f4le\u017eit\u00fa \u00falohu v procese prechodu medzi zamestnaniami. Poskytuje finan\u010dn\u00fa podporu pri h\u013eadan\u00ed novej pracovnej pr\u00edle\u017eitosti a pom\u00e1ha zmierni\u0165 n\u00e1klady spojen\u00e9 s n\u00e1hlou stratou zamestnania. Je nevyhnutn\u00e9 by\u0165 informovan\u00fd o tom, za ak\u00fdch podmienok a v akej v\u00fd\u0161ke je mo\u017en\u00e9 odstupn\u00e9 z\u00edska\u0165. Ak sa nach\u00e1dzate v situ\u00e1cii, ke\u010f uva\u017eujete o ukon\u010den\u00ed pracovn\u00e9ho pomeru alebo ste boli prepusten\u00ed, nev\u00e1hajte sa obr\u00e1ti\u0165 na odborn\u00edka na pracovn\u00e9 pr\u00e1vo, ktor\u00fd v\u00e1m m\u00f4\u017ee poskytn\u00fa\u0165 cenn\u00e9 rady a asistenciu.<\/p>\n","protected":false},"featured_media":0,"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-38368","blog","type-blog","status-publish","hentry","blog_categories-vzdelavani-rozvoj-sk","blog_categories-zmeny-hr-zakonu-sk"],"acf":[],"yoast_head":"\nN\u00e1rok na odstupn\u00e9: Kedy a za ak\u00fdch podmienok? | Sloneek<\/title>\n<meta name=\"description\" content=\"Zistite, kedy m\u00e1te n\u00e1rok na odstupn\u00e9, ak\u00e1 je jeho v\u00fd\u0161ka a \u010do ovplyv\u0148uje jeho z\u00edskanie. \u2705 Praktick\u00e9 rady, postup \u017eiadosti a d\u00f4le\u017eit\u00e9 z\u00e1konn\u00e9 podmienky.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.sloneek.com\/sk\/blog\/narok-na-odstupne\/\" \/>\n<meta property=\"og:locale\" content=\"sk_SK\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"N\u00e1rok na odstupn\u00e9\" \/>\n<meta property=\"og:description\" content=\"Zistite, kedy m\u00e1te n\u00e1rok na odstupn\u00e9, ak\u00e1 je jeho v\u00fd\u0161ka a \u010do ovplyv\u0148uje jeho z\u00edskanie. \u2705 Praktick\u00e9 rady, postup \u017eiadosti a d\u00f4le\u017eit\u00e9 z\u00e1konn\u00e9 podmienky.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.sloneek.com\/sk\/blog\/narok-na-odstupne\/\" \/>\n<meta property=\"og:site_name\" content=\"Sloneek\u00ae\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/sloneekcom\/\" \/>\n<meta property=\"article:modified_time\" content=\"2026-08-12T16:04:10+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/zena-podepisujici-vypoved-sloneek.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"673\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Predpokladan\u00fd \u010das \u010d\u00edtania\" \/>\n\t<meta name=\"twitter:data1\" content=\"10 min\u00fat\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/blog\\\/narok-na-odstupne\\\/\",\"url\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/blog\\\/narok-na-odstupne\\\/\",\"name\":\"N\u00e1rok na odstupn\u00e9: Kedy a za ak\u00fdch podmienok? 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