Employees in Germany
Clear guidance on employment contracts, dismissals, termination agreements and workplace conflicts under German law.
German Employment Law
German employment law. Clear advice. Strategic representation.
Kanzlei Dr. Cordt advises international employees, executives, managing directors and employers on employment matters connected with Germany.
German law
Legal experience combined with practical business perspective
Dr. Markus Cordt combines legal practice with experience as an employee in international corporations and with responsibility as an entrepreneur.
Before practising law, he worked for Deutsche Lufthansa AG and Sanofi-Aventis. An English-language MBA complements his legal training and strengthens the commercial perspective of the advice.
In addition to the law firm, he owns and manages a medium-sized service company. This practical management experience helps to assess employment matters from both the employee and employer perspective.
Who we advise
German employment law from the right perspective
Employees, executives, managing directors and employers face different risks and require different strategies.
Executives and Managing Directors
Strategic advice on position changes, remuneration, removal from office, termination and complex exit negotiations.
International Employers
Practical support with German employment contracts, personnel decisions, dismissals and labour court proceedings.
Typical situations
When German employment-law advice becomes important
Early legal assessment preserves deadlines, identifies leverage and helps avoid inconsistent contractual or personnel decisions.
Starting work in Germany
Employment terms, place of work, remuneration, working time and mandatory German rules should be reviewed before the employment begins.
Dismissal or termination
German dismissal protection and short filing deadlines may apply even when the employment relationship has an international structure.
Termination agreement
Severance, release from duties, bonus, references and unemployment-related consequences should be assessed as one package.
Cross-border employment contract
A choice-of-law clause does not automatically exclude mandatory German employment protection.
Executive position changes
Reduced responsibilities, changed reporting lines or removal from office can affect contractual rights and professional reputation.
Employing staff in Germany
International companies need reliable German-law structures for contracts, personnel measures and the end of employment relationships.
Dismissal in Germany
A three-week court deadline may apply
After receiving a written dismissal, an action before the German labour court generally has to be filed within three weeks.
Internal discussions, translations and coordination with foreign advisers do not suspend German filing deadlines.
The date and method of delivery should be documented immediately. The dismissal letter, envelope, employment contract and relevant correspondence should be preserved.
Whether the deadline applies and which claims should be pursued requires an assessment of the individual case.
Our approach
German rules and international objectives considered together
A robust strategy should connect legal deadlines, contractual rights, economic consequences and future professional or business plans.
Determine the German connection
The actual place of work, contractual structure and practical performance of the employment relationship must be considered together.
Protect short deadlines
A dismissal in Germany may require court action within three weeks. International coordination must not delay the legal response.
Assess the complete arrangement
Salary, bonus, severance, release, references, restrictive covenants and communication should not be negotiated in isolation.
Contact
Prepare the key information for an initial assessment
A concise overview helps identify urgent deadlines and the documents required for the next steps.
Please include the date on which a dismissal, agreement or other relevant document was received.
Useful documents usually include the employment or service agreement, amendments, the relevant letter and recent correspondence.
E-mail:cordt@kanzlei-cordt.de
German Employment Law
Legal advice for employment matters in Germany
Employment contracts, dismissals, termination agreements and executive matters require a clear assessment under German employment law.
The English employment-law section explains the main areas of advice and the structured approach taken by Kanzlei Dr. Cordt.
Senior positions
Advice for executives and managing directors
Senior roles require a coordinated assessment of contract, authority, remuneration, liability and professional reputation.
German law distinguishes between employees, senior executives and managing directors. The correct classification can determine contractual rights, dismissal protection and procedural strategy.
Cross-border matters
International employment relationships connected with Germany
Foreign contracts, assignments and international group structures require a coordinated assessment of German employment rules and cross-border consequences.
The law firm
Specialised German employment law advice
Learn more about the firm’s focus, approach and advice for employees, executives, managing directors and employers.
Fees and process
Understand the scope and process before substantive work begins
The scope of advice and the fee arrangement depend on the specific instruction, urgency and complexity of the matter.
Employment Law Knowledge
Structured orientation by legal topic
The English knowledge portal provides an overview of dismissal, contracts, severance, warnings, labour court proceedings and other German employment law topics.
The topics are organised by legal issue and practical need rather than as a chronological news blog.
Employment Law Knowledge
Dismissal in Germany
The English topic page explains the possible three-week court deadline, important first steps and the principal legal questions following a dismissal.
Next step
Do not make far-reaching employment decisions on an unclear legal basis
German deadlines, contractual rights and economic consequences should be assessed before accepting a termination agreement or responding to a dismissal.