Abstract

In the article, the author considers the possibility for an employer to evade legal consequences of a declaration of intent resulting in the establishment of an employment relationship and made due to an error deceitfully provoked by an employee at the stage of recruitment. She also discusses other ways to terminate such employment, e.g. when it becomes apparent that an employee actually lacks required qualifications for the position, and compares their costs for an employer, including the issue of social security contribution.