The subject of this paper is the issue of termination of employment contract that terminates with cancellation. Dismissial is one of the most common ways of termination of an employment contract. The employment contract can cancel both the employer and the worker. However, the dismissial decision must be in paper form. Furthermore, the dismissial can be divided into regular and extraordinary. Along with the foregoing, regular dismissials are subject to dismissal period and severance. In the event of an extraordinary dismissal, the employee is not entitled to severance pay and is not obliged to pay the cancellation period. The law also provides for a procedure prior to the termination of a employment contract, which in includes consulted with the workers' council. Reasons for termination of a employment contract, either regular or extraordinary, are numerous, so the law has not been cited as a matter of course, since the reasons for dismissing it are impossible, and every situation needs to be assessed specifically for the specific case. Frequently, a dismissed employment proucedure is subject of the court decisions, so court practice is abundant with examples that fall into the domain of this paper. However, recent court pracitce in the domain of termination of employment contract, inter alia, assembled for an indefinite period of time, is presented in the structure of diploma paper.