Employers
Personnel decisions need a sound basis. We assist with contracts, remuneration models and workplace arrangements. When changes arise, we combine legal assessment with consideration of how they can be implemented in practice.
WORK · RESPONSIBILITY · PERSPECTIVE
Employment law
Shaping employment relationships.
Supporting change.
Work connects personal aspirations with business decisions. We advise on contracts, organisational change and disputes – from the beginning of an employment relationship to its termination.
Discuss your matterAdvice. Drafting. Representation.
YOUR MATTER
The right perspective.
For your decision.
Employers, employees, executives and employee representative bodies have different responsibilities and interests. Our advice reflects your role and your specific concern. We represent the client who instructs us, taking account of the legal, commercial and personal consequences.
Employees &
executives
A new contract, a dispute or a departure can change your professional and financial circumstances. We assess your position, clarify your options and represent your interests in negotiations and proceedings.
Employee representative bodies
Co-determination requires clear responsibilities and careful preparation. We advise on works agreements, organisational change and disputes over participation rights, with regard to the specific remit of the representative body concerned.
OUR SERVICES
From agreement
to dispute.
Contracts, workplace processes and disputes affect several parties. Depending on the engagement, we advise and represent employers, employees, executives or employee representative bodies. Their differing rights, obligations and objectives determine our approach.
Contracts and leadership
Reviewing contractual terms from the perspective of each role.
We help employers draft and revise employment and service agreements. We advise employees and executives on reviewing and negotiating their terms of employment. We consider duties, working hours, remuneration, fixed terms and non-compete arrangements alongside applicable collective rules. For managing directors, we also clarify how the service agreement and their corporate office interact and which legal standards apply to the particular engagement.
Dismissal and formal warnings
Preparing decisions. Clarifying options.
We advise employers on preparing and implementing dismissals and formal warnings, and on defending claims. We help employees and executives assess notices they have received, consider possible responses and enforce their rights. We support works councils in exercising their consultation and participation rights. Grounds, evidence, formal requirements, time limits and special protection are assessed from the perspective of the client concerned; for executives, we take account of their specific legal status.
Termination agreements and departures
Aligning terms, consequences and implementation.
The parties' objectives differ when employment ends by agreement: employers need reliable arrangements on timing, handover, costs and continuing obligations. Employees and executives often focus on financial security, their next career step and the implications of individual clauses. We draft, review and negotiate termination and post-termination settlement agreements for the party we represent. This includes severance pay, release from duties, leave, variable remuneration and references, as well as possible implications for the employee's unemployment benefits.
Pay, leave and employment references
Designing arrangements. Clarifying rights and obligations.
We assist employers with remuneration models, payroll issues, leave arrangements and preparing employment references. We advise employees and executives on salary, bonuses, overtime, leave and correcting references. We examine the legal basis of claims, supporting evidence and potential contractual or collective time limits, and represent the client concerned in pursuing or defending claims. For collective principles governing pay and leave, we also advise on the role and participation rights of the relevant employee representative body.
Flexible working
Connecting workplace processes with individual agreements.
We help employers organise and contractually regulate working hours, part-time work and remote working. We advise employees and executives on their options, applications and the terms of an agreement. We support works councils with collective arrangements and the exercise of their co-determination rights. Availability, work equipment, company cars and time off are considered in the context of the relevant model. For temporary work abroad, we clarify additional legal issues and the coordination required.
Family commitments and returning to work
Clarifying personal plans and workplace implementation.
We advise employees on parental leave, maternity protection, part-time work and returning to work. We help employers process applications, implement protective duties and organise cover and reintegration. We assess rights, obligations and agreements from the relevant perspective. For executives, their legal status is also significant; for workplace arrangements, we take account of the responsibilities and involvement of employee representative bodies.
Disputes and discrimination
Examining allegations objectively. Responding appropriately.
We support employees with complaints and with assessing and pursuing potential discrimination claims. We advise employers on prevention, complaints procedures, fact-finding, appropriate responses and defending unfounded claims. We also help employees and executives facing allegations exercise their rights. We advise employee representative bodies on their responsibilities and available courses of action. Our approach is guided by the facts that can be substantiated, their legal assessment and the interests of the client we represent.
Co-determination and change
Distinguishing participation rights, responsibilities and consequences.
We assist employers with the involvement of employee representative bodies and the negotiation of workplace arrangements. We advise works councils on exercising their rights, works agreements, reconciliation of interests agreements and social compensation plans. We help employees and executives address the individual consequences of organisational change. We assess collective bargaining issues separately, particularly whether collective agreements are binding and how employment contracts refer to them. The applicable rules and representation rights depend on the business, institution and individual's status; works councils, staff councils and parties to collective agreements have different responsibilities.
WORKING TOGETHER
From your concern to
your next decision.
A clear process – with jointly agreed objectives, steps and costs.
Understanding your matter
You explain your situation and objective. We clarify the parties involved and relevant deadlines, and assess whether we can accept the engagement.
Agreeing the approach
We explain your options and agree the next steps with you. We clarify the scope of services and fees before you instruct us.
Representing your interests
We provide the agreed advice, drafting or representation. We keep you informed of significant developments and decisions that lie ahead.
QUESTIONS & ANSWERS
Initial
Guidance.
These answers explain common questions. We assess your specific case in a personal discussion.
Legal information: 31 October 2026
What is the time limit for employees to challenge a dismissal?
A claim challenging dismissal must generally be brought within three weeks of receipt of written notice of termination. The start of the time limit and any particular circumstances should be checked in the individual case. Do not wait for internal discussions to conclude before having the deadline clarified.
What should employers clarify before giving notice of termination?
In particular, the grounds for dismissal, legal requirements, formalities, time limits and special protection against dismissal must be assessed. Where a competent works council exists, it must be consulted before notice is given. Other employee representative bodies are subject to the rules applicable to them. We assist with preparation, the necessary consultation and documentation, and any subsequent court proceedings.
Does dismissal automatically entitle an employee to severance pay?
No. Whether severance pay is available depends on the legal basis and the particular circumstances. It may, for example, form part of an agreement or settlement; section 1a KSchG provides for a specific statutory case. A general calculation formula cannot replace an assessment of your negotiating position.
What should the parties clarify before entering into a termination agreement?
In particular, the termination date, possible severance pay, release from duties, remuneration, leave, reference and continuing obligations need to be clarified. Employers must also consider handover and workplace implementation. Employees may face implications for unemployment benefits; a benefit suspension period cannot be ruled out as a general matter. We review the agreement from the perspective of the party instructing us.
Who pays the lawyers' fees in the labour court?
In first-instance judgment proceedings, there is generally no right to reimbursement of your own legal representative's fees by the other party, even if you win. We discuss the basis of our fees and possible insurance cover before you instruct us.
How do you support employee representative bodies?
We advise on participation rights, collective arrangements and organisational change. For works councils, this may include working hours, remuneration principles and arrangements for remote working. The scope and limits of co-determination must be assessed in each case. For staff councils and other representative bodies, we clarify the applicable legal framework; employees' individual claims must be distinguished from this.
Do you also advise during ongoing employment relationships?
Yes. We advise employers on day-to-day personnel and contractual matters, and employees and executives on their terms of employment or engagement. We support employee representative bodies with collective arrangements and participation issues. In the initial discussion, we clarify your role, the issue and the appropriate scope of the engagement.