Unilateral termination must be communicated explicitly and unequivocally. Being told that a player is no longer in the coach's plans does not suffice in itself where the surrounding evidence shows continued sporting involvement. A later removal from the A List and non-selection, following the player's refusal to return to training, may constitute an adequate response rather than a contractual breach capable of establishing just cause.
Facts and Procedure
On 18 September 2024, the Player transferred from FC Rapid to Universitatea Cluj and signed an employment contract valid until 31 May 2026 (Contract). His monthly net salary was EUR 11,000 until 30 June 2025 and EUR 12,000 thereafter, in addition to a EUR 15,000 signing bonus.
During the 2024-2025 season, the Player appeared in seven official matches for the Club. After that season, the Head Coach allegedly told him on 8 June 2025 that he was no longer part of his plans. The following day, the Sports Manager sent a WhatsApp message stating that the coach no longer counted on the Player and that the Parties needed to find a solution.
From 12 June 2025, the Player alleged that he...
Why not join us?
Football Legal is an independent media publishing football law contents on a daily basis dedicated to all football law practitioners (lawyers, clubs, federations, intermediaries, football stakeholders, etc.).
Register today and stay tuned to the latest legal news.
Get started