In the Republic of Croatia, employment relations are primarily regulated by the provisions of the Labour Act. Dismissal is one of the ways of terminating an employment contract and can be ordinary and extraordinary. The final thesis primarily shows the ways of terminating employment contracts, following the concept and types of termination of employment contracts, while the core of the thesis provides a more detailed elaboration of the institute of ordinary termination of employment contracts, considering both aspects of ordinary contract terminations - general ones, as well as specific characteristics of each type of ordinary termination of employment contract. In addition to the current legislation, each chapter also presents the existing court decisions, with special reference to the practice of the Supreme Court of the Republic of Croatia, in the context of justified and unjustified reasons for dismissal, as well as the mandatory legislative norms that both parties of the employment contract, namely the employer and the employee, are obliged to adhere to. The employment contract can be terminated in an ordinary way by both the employer and the employee. The particularity of the ordinary termination of the employment contract is that the employer must have a justified reason for the dismissal and that the validity of the dismissal can be challenged before the competent court. The types of ordinary termination of the employment contract are business-related dismissal, so called technological redundancy, personally conditioned dismissal, dismissal due to misconduct of the employee and due to failure to meet the requirements during the trial period. For each of the mentioned subtypes, a separate notice period is prescribed.