Telephone assessment
030/235 9888-0
Telephone assessment
030/235 9888-0Dismissal, severance & more
Employment-law issues and conflicts can be extremely challenging for both employees and employers. We know how important it is to take the right steps in time — to avoid potential disputes or to find effective solutions. Our top priority is to protect your interests and safeguard your rights.
Prefer to get in touch directly? Feel free to write to us!
Use the telephone
initial assessment
Simply tap the phone number on this website and call us during office hours.
Describe your matter and we will tell you whether we can help.
Only when you actively decide that we should advise and represent you as your lawyers does a client relationship begin.
If you have been dismissed, we advise you comprehensively on your rights and options and work towards a fair severance payment.
Employment law governs the legal relationship between employers and employees. It comprises statutes, regulations, collective agreements and court decisions that set the terms of employment and the rights and duties of both sides.
Notice periods are set by law and may differ under a collective or individual agreement. For employees, the statutory notice period is generally four weeks to the 15th or the end of a calendar month. For employers, notice periods increase with the length of employment.
No. It is generally prohibited to dismiss a pregnant employee because of her pregnancy. Special protection usually applies from notification of the pregnancy until the end of parental leave.
The amount of overtime an employer may require is limited by law. In Germany, the statutory maximum working time is generally 48 hours per week. Additional work may be governed by collective agreements or works agreements.
In a business-related dismissal, employees have various rights, including a fair social selection and the option to challenge the dismissal in court if it is not socially justified.
Yes. Employees are generally entitled to continued pay in case of illness. The details may be set out in the employment contract, a collective agreement or a company policy. In Germany this is known as Entgeltfortzahlung im Krankheitsfall.
Silbersteinstraße 78, 12051 Berlin, Germany
