Employment Law
For Employers and Employees
Legal consultations are also available in English.
Employment law is rarely just a legal question. It concerns decisions that change teams, roles, and careers. We bring structure to conflict situations, assess available options, and represent your interests—in negotiations as well as before the labor courts.
Our focus is on termination law, formal warnings, transfers, and developing workable solutions when an employment relationship comes under pressure.
Who We Represent
Both sides.
One clear strategy.
Businesses
For Employers
Personnel decisions require a sound foundation. We support businesses when employment relationships need to be changed, conflicts resolved, or terminated in compliance with the law. We consider not only the individual case, but also its impact on the organization, management, and workplace relations.
We assist employers in particular with ordinary and extraordinary terminations, terminations with an offer of amended terms, preparing and drafting formal warnings, the lawful exercise of the right to issue instructions, and employee transfers. We also represent your interests with a clear strategy in communications with the works council, settlement negotiations, and termination-protection proceedings before the labor courts.
Employees
For Employees
When the rules of the game at work change, you should have a clear understanding of your position. A termination, formal warning, or transfer can have far-reaching legal, professional, and personal consequences. We assess not only what is permissible, but also which step is right for you.
We represent you in termination matters and proceedings challenging termination, against unjustified formal warnings, and in disputes concerning transfers. We also advise on termination agreements, severance pay, employment reference issues, and claims arising from an ongoing employment relationship. Our goal is a solution that protects your rights while keeping your future career options in view.
Do not sign anythinguntil we have reviewed it.
Topics
01Termination Claims
In termination matters, deadlines, formal requirements, and the stated grounds are often decisive. Employers may face the risk of an invalid termination, for example because of deficient selection criteria or inadequate documentation. Employees must observe the short deadline for challenging a termination. Disputes frequently also concern continued employment, back pay, and potential severance.
02Written Warnings
A written warning must describe the alleged conduct with sufficient specificity and make clear what consequences may follow if the conduct is repeated. General allegations or inaccurate facts may render it challengeable. Employers should document workplace violations carefully; employees should assess whether the factual account and legal characterization are accurate and whether a written response is appropriate.
03Transfers & Work Assignments
An employer’s right to direct work does not permit every change in duties, work location, or working hours. The employment agreement, collective bargaining provisions, works agreements, and the reasonableness of the measure in the individual case are particularly relevant. Employers must balance the relevant interests carefully; employees should assess whether an instruction is covered by the employment agreement or disproportionately affects their interests.
04Changed-Terms Termination
A changed-terms termination ends the existing employment relationship while offering continued employment on modified terms. Key issues include whether the change is necessary and proportionate, as well as strict response deadlines. Employees may reject the offer, accept it, or accept it subject to reservation. Employers must be able to show why less restrictive measures are insufficient.
05Severance Agreements
A severance agreement may allow for an agreed and predictable separation, but it can involve substantial risks. Relevant issues include severance pay, accrued vacation, garden leave, employment references, restrictive covenants, and potential effects on unemployment benefits and social-security contributions. Before signing, both parties should clarify the legal and financial consequences. Time pressure is generally not a sound basis for decision-making.
06Employment References
An employment reference must be accurate, complete, and favorably worded. In practice, disputes often concern performance and conduct assessments, coded negative wording, and omitted responsibilities. Employers should use a consistent and supportable evaluation. Employees should verify that their duties, responsibilities, and performance are accurately stated and appropriate for future job applications.
07Works Councils
Cooperation with the works council is legally significant in many personnel and organizational measures. Defective or delayed consultation can delay processes and create legal risk. Common areas of dispute include hiring, transfers, terminations, working time, and technical monitoring. Both sides benefit from clear procedures, complete information, and early coordination.
08Employment Claims
Outstanding claims frequently concern compensation, overtime, vacation, bonuses, commissions, or damages. Key issues include the contractual basis, time records, supporting evidence, and collectively agreed or contractual limitation periods. Employers should document payroll calculations and decisions clearly. Employees should review and assert claims promptly, as they may otherwise expire.
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