Hiring employees in Germany
Employment contracts, remuneration structures, working time, workplace rules and mandatory German requirements should be coordinated before employment begins.
For employers in Germany
German employment law for employers – decide with confidence
Personnel decisions must work legally and operationally. We combine employment-law analysis with a practical understanding of management responsibility.
Starting point
Employment law is part of sound personnel management
Personnel decisions must satisfy legal requirements while remaining workable within the organisation.
Contractual provisions, documentation, communication and timing often determine whether a measure can be implemented efficiently and defended if challenged.
Strategic advice therefore combines German employment law with the operational objective and the likely response of the employee. Dr. Markus Cordt also brings his own day-to-day experience as the owner and managing director of a medium-sized service company to employer-side advice.
Typical situations
When employers need German employment law advice
Early legal assessment creates room for practical alternatives and reduces avoidable implementation risks.
Employment contract or amendment required
Contractual provisions should reflect the actual position, responsibilities, remuneration model and operational requirements.
Performance or conduct concerns
The facts, documentation, proportionality and possible warning requirements must be assessed before disciplinary action is taken.
Reassignment or organisational change
Changes to duties, workplace, reporting lines or working time require a coordinated contractual, operational and strategic assessment.
Dismissal being considered
Dismissal grounds, selection decisions, formal requirements, notice periods and litigation risks should be reviewed before notice is issued.
Labour court proceedings
A clear procedural and settlement strategy is required for unfair-dismissal claims and other employment disputes.
A dismissal should not be prepared solely from the final letter
The legal assessment normally includes the underlying facts, documentation, previous measures, notice periods, special protection, decision-making authority and possible court strategy.
Decision-making principles
Four principles for reliable personnel measures
Legal requirements, operational implementation and communication should be planned as one coordinated process.
Clarify the objective first
Contractual, personnel and litigation measures should be based on a defined operational and economic objective.
Document the relevant facts
Decisions become more reliable when performance, conduct, communication and organisational circumstances are documented consistently.
Coordinate legal and practical implementation
A legally defensible measure must also fit operational processes, internal communication and management responsibilities.
Assess settlement and litigation together
Negotiated solutions and court strategies should be evaluated as alternative routes toward the same business objective.
Areas of advice
German employment law advice for employers
Advice covers employment contracts, ongoing personnel matters, termination decisions and labour court proceedings.
Employment contracts
Drafting and review of duties, remuneration, working time, workplace, mobility, bonuses, confidentiality and exclusion clauses.
Personnel measures
Advice on warnings, reassignment, performance issues, changes in responsibilities and responses to misconduct.
Dismissals
Preparation and review of dismissal grounds, formal requirements, notice periods, special protection and litigation exposure.
Termination agreements
Negotiation and drafting of termination dates, severance, garden leave, references, return of property and settlement clauses.
Restructuring
Employment law support for organisational changes, role reductions, personnel adjustments and implementation planning.
Labour court representation
Strategic representation in unfair-dismissal proceedings, remuneration disputes and other employment litigation.
Structured approach
From the operational objective to implementation
A structured process prevents legal review, internal communication and practical implementation from drifting apart.
01
Define the operational objective
The intended result, time frame and economic constraints are clarified before a legal measure is selected.
02
Review contracts and documentation
Employment contracts, amendments, warnings, correspondence and decision-making records are analysed together.
03
Assess alternatives and risks
Contractual measures, negotiation, reassignment, warning, dismissal and litigation are compared systematically.
04
Prepare and implement the chosen strategy
Documents, communication, timing and procedural steps are coordinated to reduce avoidable legal and operational risks.
Further orientation
German employment law for international businesses
Employers operating across borders may also need to coordinate German requirements with foreign contracts and group structures.
The decisive factors may include the place of work, the actual employment structure and mandatory German employment protections.
Management positions
Employment decisions involving executives
Changes of responsibility, remuneration disputes, removal from office and separation arrangements require careful coordination.
Cross-border operations
Employment structures for international businesses
Businesses employing staff in Germany must coordinate group structures and foreign templates with mandatory German employment requirements.
Next step
Prepare personnel decisions before implementation limits the available options
Have the contractual basis, documentation, procedural requirements and litigation risks reviewed before issuing a warning, changing a position or terminating employment.