The dismissal for just cause is a disciplinary dismissal, put in place in the event that an employee takes a conduct so severe as to determine the end of the employment relationship and therefore the dismissal and without notice. The feature is then given by the possibility for the employer to dismiss the employee without giving a prior notice, in contrast to the dismissal for justified subjective reason, which occurs due to improper worker’s behavior but not so serious as to determine the immediate termination of the employment relationship.

When you can dismiss for cause? 
Are there any special conditions to induce the employer to dismiss for cause including the false illness and false injury, the refusal of the employee to perform the job performance without a justified reason, the violation of the covenant not to compete, the ‘abuse of permits under law 104/92, theft of company property by employees, the false stamping card.

To proceed to the dismissal of the worker’s trunk is necessary for the employer to collect the evidence confirming that the employee had breached the relationship of trust between the parties. It is in this context that the support provided by a private investigator can be as critical to gather evidence which may assist the employer to start the termination for cause.

The use of the services offered by a detective agency in the case of the worker’s dismissal was also governed by the judgment n. 25674 of December 4, 2014 that considered legitimate the intervention of a detective to determine the responsibility of a cashier who was fired for not having registered the sale of certain products.