1. The definition of just cause in Art. 14 of the FIFA Regulations (2005) and whether just cause exists is established on a case-by-case basis. If we fall back on Swiss law, an employment contract which has been concluded for a fixed term can only be terminated prior to expiry of the term of the contract if there is “good cause”, that is any circumstance, the presence of which means that the party terminated cannot in good faith be expected to continue the employment relationship. In this respect, the non-payment or late payment of remuneration by an employer does in principle constitute 'just cause' for termination of the contract for the employer's payment obligation is his main obligation towards the employee. If, therefore, he fails to meet his obligation, the employee can, as a rule, no longer be expected to continue to be bound by the contract in the future.