The subject of this graduate thesis is the ending of employment contract by a regular termination. Generally, the ending of an employment contract is related to entrepreneurial interests but also to the employees’ individual interests, which influence their existence and the interests of the employer himself to freely organize the work. Throughout history, there have been various forms of legal protection of workers from the employer's self-will to terminate the employment contract. Moreover, the laws that limit the contractual freedom of the employer are nowadays inherent in virtually all national legal systems. One of the most important goals of legislation when it comes to termination of employment contract is to establish the rules of termination procedure, to establish justified reasons for termination of employment contracts and to establish the presumption of validity of termination. The employment contract can be terminated by both the employer and the employee, and the termination of the employment contract should be the ultimate measure that the legislator permits only if there is no other way to solve the problems in the employment relationship. According to the Labour Law, two basic ways of termination of the employment contract, regular termination and extraordinary termination of the employment contract, are prescribed. The employer may terminate the employment contract with the prescribed or agreed termination period if there are justified reasons for doing so. Some of these reasons are lack of need to perform a particular job due to technical, economic, organizational reasons; inability of the worker to properly fulfil his obligations and violation of employment obligations by the worker. These are business termination of employment, personal termination of employment and termination conditioned by the faulty behaviour of the worker. It is important to say that a regular unilateral termination, whether employer's or employee's, is a legal act. The termination of the employment contract affects the overall structure of the employment relationship and remains to be the subject of studies.