As per the Supreme Court (case signature II PK 323/14), it is neither illegal nor unacceptable to make an agreement between an employer and employee, according to which, notice periods of contracts of employment can be reduced to periods shorter than prescribed by the Labour Code. This provision may be included in the contract of employment itself, or in a separate agreement. However there are two conditions necessary for such a provision. Firstly, this period is acceptable when it is the employee who terminates the contract. It is not possible to use shortened periods when an employer terminates the contract. The second condition is the necessity of the provision being for the benefit of the employee in the moment when the agreement was concluded. Previously, the Supreme Court’s approach found it acceptable to extend the notice period only (under the same two conditions). It also confirms that article 36 § 1 of the Labour Code is treated as a semi-imperative rule.