Dismissal received
A dismissal should be reviewed immediately. In many cases, an action for unfair dismissal must be filed within three weeks after receipt.
For employees in Germany
German employment law for employees – make informed decisions
Dismissal, termination agreements and workplace conflicts affect more than legal rights. We consider your professional, financial and personal objectives together.
Starting point
Employment law problems should be assessed as a whole
A dismissal, warning or contractual dispute rarely concerns one isolated legal question.
Notice periods, remuneration, garden leave, references, bonus claims and unemployment consequences can be closely connected. Early analysis helps preserve procedural and negotiating options.
Advice therefore combines the legal assessment with the employee’s economic priorities and professional plans. Dr. Markus Cordt also knows the employee perspective from his own work in international corporations before entering legal practice.
Typical situations
When employees should obtain legal advice
The earlier deadlines, documents and objectives are clarified, the more options usually remain available.
Termination agreement presented
A termination agreement can affect the termination date, severance payment, garden leave, references and unemployment benefits.
Warning or allegation of misconduct
The facts, wording and possible consequences of a warning should be assessed before a written response or counterstatement is submitted.
Employment contract to be reviewed
Duties, remuneration, working hours, workplace, mobility clauses, overtime and exclusion periods may have significant long-term effects.
Pay, bonus or overtime dispute
Outstanding remuneration claims may be subject to short contractual or collective exclusion periods and should be documented promptly.
Position or working conditions changed
A transfer, reduction of responsibilities, change of reporting lines or other material alteration may require legal and strategic review.
Do not wait for internal negotiations before checking a dismissal
Under German law, an action challenging a dismissal generally has to be filed within three weeks after receipt of the written dismissal. Missing this deadline can have serious consequences.
Structured approach
From the first assessment to a clear strategy
A structured process prevents deadlines, payment claims and professional interests from being considered separately.
01
Identify deadlines and immediate risks
The first step is to determine whether court, contractual or collective deadlines require immediate action.
02
Review documents and facts
Employment contracts, amendments, correspondence, warnings, dismissal letters and remuneration documents are assessed together.
03
Clarify personal and economic goals
Continued employment, a negotiated exit, payment claims, references and professional reputation may require different strategies.
04
Implement a clear strategy
Negotiation, written communication and court proceedings are coordinated around the agreed objectives.
Areas of advice
German employment law advice for employees
Advice covers the employment relationship from contract review to workplace disputes and termination.
Dismissal protection
Review of formal requirements, notice periods, dismissal grounds, special protection and the deadline for filing court proceedings.
Termination agreements
Assessment and negotiation of severance, termination date, garden leave, outstanding pay, references and settlement clauses.
Employment contracts
Review of duties, remuneration, variable pay, working time, workplace, mobility, post-contractual restrictions and exclusion periods.
Warnings
Assessment of the allegations, warning function, personnel-file consequences and possible requests for correction or removal.
Remuneration and bonus
Advice concerning salary, bonuses, commissions, overtime, target agreements and disputed calculation methods.
Workplace conflicts
Strategic support in cases involving reassignment, loss of responsibilities, unequal treatment or escalating employment disputes.
Further orientation
German employment law in context
General information can help identify risks, but it does not replace an assessment of the individual employment relationship.
International employees may also need to consider contractual structures, applicable law and cross-border employment arrangements.
Senior employees
Additional considerations for executives
Employees with substantial responsibility may need a more detailed assessment of authority, variable remuneration, position changes and exit terms.
Cross-border employment
Additional issues for international employees
Foreign contracts, assignments and work performed in Germany may require a separate assessment of applicable law and mandatory German protections.
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 allow short deadlines to determine the outcome
Have the documents, deadlines and economic consequences reviewed before accepting a termination agreement, responding to a warning or allowing a court deadline to expire.