For companies, employment law is risk management: a flawed contract, an invalid dismissal or an overlooked co-determination right can quickly cost five- or six-figure sums. As a business law firm, we advise medium-sized companies, groups and public institutions – with foresight when drafting and with determination in disputes.
Key points at a glance
- Invalid clauses in template contracts do not apply in the event of a dispute – instead, the statutory rules apply, which are often less favourable for employers.
- Before every dismissal, check: grounds for dismissal, social selection, works council consultation, special protection against dismissal and receipt of the notice.
- Employers are obliged to record working time.
- In the case of collective redundancies, errors in the notification procedure can jeopardise all dismissals.
- Service inventions must be released within four months of being reported; otherwise they are deemed to have been claimed.
Our services for companies
Contracts and policies
Employment contracts for all groups of employees, service agreements for managing directors and board members, bonus and commission systems, policies on mobile working, IT and AI use and travel expenses. We keep your templates up to date with legislation and case law – from the Evidence Act (Nachweisgesetz) to pay transparency.
Dismissal and separation management
We review grounds for dismissal, prepare formal warnings, works council consultations and dismissals, negotiate termination agreements and represent you in unfair dismissal proceedings. The aim is a solution that is both legally sound and economically sensible.
Restructuring and transfer of undertakings
Operational changes, reconciliation of interests and social plans, collective redundancy notifications, transfer companies, transfers of undertakings under § 613a BGB including information letters – with clear project planning and a realistic timeline.
Works constitution
Negotiation of works agreements, representation in resolution proceedings (Beschlussverfahren) and before conciliation committees (Einigungsstellen), introduction of IT systems and AI applications in compliance with co-determination rights. Find out more under Works council and co-determination.
Interfaces that other law firms rarely cover
As a law firm specialising in intellectual property, IT and data protection law, we provide employment law advice where technology and law meet:
- Employee inventions: reporting, claiming, remuneration and disputes under the Employee Inventions Act (Arbeitnehmererfindergesetz) – together with our patent attorneys.
- Trade secrets: appropriate confidentiality measures under the GeschGehG (Trade Secrets Act), non-disclosure agreements and action in the event of data leaks by departing employees.
- Non-compete clauses and poaching: drafting, enforcement and defence, including interim injunctions.
- Employee data protection: employee monitoring, access requests under Art. 15 DSGVO (GDPR) in dismissal disputes, use of AI in HR.
- Copyright in work results: software, designs and content created by employees.
Keeping an eye on compliance obligations
- Working time recording and compliance with the Working Hours Act (Arbeitszeitgesetz)
- Whistleblower protection: internal reporting office from 50 employees
- Pay transparency: preparing for the transposition of the EU Directive
- Minimum wage (2026: €13.90, 2027: €14.60) and documentation obligations
- Employment status of freelancers and avoiding bogus self-employment
- Occupational health and safety, risk assessment and occupational integration management (BEM)
How we work with companies
We work on the basis of transparent hourly rates or agreed flat fees, for example for template contracts or ongoing advice under a framework mandate. A dedicated contact person knows your company and your processes. For managers and HR departments, we offer practical in-house training, for example on formal warnings and dismissals, co-determination or working time.
Practical examples
The following cases are simplified, typical scenarios from employment law practice. They are for illustration only; every individual case must be assessed separately.
Wave of dismissals avoided
Situation: Following a slump in sales, a retail company has to cut 25 of 140 positions and wants to issue dismissals at short notice.
Legal assessment and course of action: We structured the reduction with a voluntary programme, partial retirement offers and only a few dismissals for operational reasons, following a legally sound social selection and including a collective redundancy notification. No unfair dismissal case ended with reinstatement; the total severance paid was below the original budget.
Head of sales takes customer data
Situation: Shortly before moving to a competitor, a departing head of sales uploads customer lists to a private cloud storage account.
Legal assessment and course of action: Relying on the logs and appropriate confidentiality measures, we obtained an interim injunction requiring him to cease and desist and to hand over the data. At the same time, he was dismissed without notice; the proceedings ended with a contractual penalty and confirmation of deletion.
A developer’s invention
Situation: A developer reports an improvement to a control unit. The company does not respond for months but uses the solution in series production.
Legal assessment and course of action: After four months had elapsed, the service invention was deemed to have been claimed. The developer was therefore entitled to reasonable remuneration. We determined this together with the firm’s patent attorneys and agreed a lump-sum payment that ruled out future disputes.
GDPR access request in a dismissal dispute
Situation: In parallel with his unfair dismissal claim (Kündigungsschutzklage), a dismissed employee requests access to and copies of all data and e-mails relating to him.
Legal assessment and course of action: We provided complete information, limited to the statutory obligations, while safeguarding the rights of third parties. As a result, the access request lost its function as a means of applying pressure; the dismissal dispute was subsequently settled on customary market terms.
Frequently asked questions
From what size of establishment does the Protection Against Dismissal Act apply?
When more than ten employees are regularly employed in the establishment; part-time employees are counted pro rata. In addition, the employment relationship must have lasted more than six months.
How long should a probationary period be?
No more than six months; during this period, a notice period of two weeks applies. In fixed-term contracts, the probationary period must be proportionate to the duration of the fixed term and the nature of the work.
Do we really have to record working hours?
Yes. According to the Federal Labour Court (Bundesarbeitsgericht), the obligation already follows from the Occupational Health and Safety Act (Arbeitsschutzgesetz). The form and scope can currently still be organised flexibly; more specific statutory rules are in preparation.
When do we need to file a collective redundancy notification?
When a certain number of employees are dismissed within 30 calendar days, depending on the size of the establishment – for example, more than five employees in establishments with 21 to 59 employees (§ 17 KSchG). Termination agreements initiated by the employer also count.
Would you like us to review your case? Send us your documents – we usually respond within 24 hours and will tell you the expected costs in advance.
Note: This information provides a general overview of the legal situation (as of November 2026) and does not replace legal advice on your individual case.
This page is a translation of the German original. It is for general information only and does not replace legal advice on your individual case. German version