Abstract

In the first quarter of 2023 the labour market can still be described as employee’s market. Employers specifically look for people with knowledge and experience, especially technical. On the one hand, because of lack of candidates without a job, employers are searching the market for potential candidates trying to convince them to change their current employer. On the other hand, for an employee, changing employer is a way to raise the salary. If the parties do not reach an agreement in regard to the content of an employment contract, they conclude an employment precontract, which is supposed to bind the parties until the termination of the employment relationship with the current employer. In order to prevent the evasion of the promised contract by any of the parties (rarely by an employee alone) the employment precontract includes a penalty just for such an occasion. The subject of this article is the evaluation of admissibility of such a provision.