Dismissal or threatened termination
German dismissal law may involve short deadlines, formal requirements and questions concerning dismissal protection, continued employment and severance negotiations.
German Employment Law
German employment law. Personally advised. Strategically represented.
Advice for employees, employers, executives and managing directors in demanding employment matters.
Strategic advice
German employment law requires more than a translation of the contract
Employment matters involving Germany must be assessed under the applicable German legal framework and in light of the actual employment situation.
Contract wording, job title and corporate structures do not always determine the legal outcome. Actual duties, decision-making powers, place of work and the way the relationship is performed may be equally important.
Effective advice combines legal analysis, economic assessment and a clear negotiation or litigation strategy.
Typical situations
When German employment law advice is particularly important
Early review preserves options and helps prevent avoidable legal, financial and professional consequences.
Termination agreement
A termination agreement should be reviewed as a complete package, including the termination date, severance payment, garden leave, bonus, reference and possible social-security consequences.
Employment contract
Employment contracts may contain far-reaching provisions on duties, remuneration, working time, workplace, mobility, variable compensation, non-compete obligations and exclusion periods.
Change of position or responsibilities
Changes to duties, reporting lines, managerial authority or workplace may have contractual, professional and economic consequences.
Executive or managing-director matter
Executive employment and managing-director service relationships require a careful distinction between employment status, contractual position and corporate office.
Employment dispute in Germany
Negotiations and court proceedings should be prepared around a clear objective, a realistic assessment of risk and the economic value of the possible outcomes.
Clients
Advice from the perspective of your actual role
Employees, executives, managing directors and employers face different legal risks and require different strategies.
Employees
Advice on dismissals, termination agreements, employment contracts, warnings, garden leave, references and disputes during employment.
Executives
Strategic support concerning contracts, changes of responsibility, variable remuneration, separation arrangements and professional reputation.
Managing directors
Advice on service agreements, corporate office, removal from office, termination, remuneration, liability and negotiated exits.
Employers
Support with employment contracts, personnel decisions, dismissals, restructuring measures, separation agreements and employment litigation.
A dismissal in Germany may trigger a three-week deadline
A claim challenging a dismissal generally has to be filed with the German labour court within three weeks after receipt of the written dismissal. The precise deadline and available claims must be assessed in the individual case.
Legal assessment
Four principles for employment matters in Germany
A structured assessment prevents deadlines, contractual issues and economic consequences from being considered in isolation.
Clarify the legal status
The applicable legal framework depends on whether the individual is an employee, executive, senior executive or managing director.
Identify deadlines immediately
German employment law may impose short litigation and response deadlines, particularly after receipt of a dismissal.
Assess the complete economic position
Salary, bonus, notice period, garden leave, leave entitlement, severance, reference and post-contractual restrictions should be considered together.
Define the strategic objective
Continued employment, a negotiated exit, contractual protection or litigation require different legal and negotiation strategies.
Areas of advice
Strategic advice across the employment relationship
The advice covers contractual arrangements, workplace conflicts, termination situations and employment-court proceedings.
Dismissal and dismissal protection
Review of formal requirements, applicable protection, deadlines, potential claims and strategic options following a dismissal.
Termination agreements
Review and negotiation of termination date, severance, garden leave, outstanding remuneration, reference and settlement clauses.
Employment contracts
Drafting and review of duties, remuneration, working time, workplace, mobility, bonus provisions, non-compete clauses and exclusion periods.
Executives and managing directors
Advice concerning legal status, service agreements, corporate office, removal, termination, variable remuneration, liability and reputation.
Ongoing employment disputes
Advice on warnings, changes of duties, transfers, remuneration disputes, performance allegations and other workplace conflicts.
Employment-court proceedings
Strategic representation in dismissal proceedings, remuneration disputes and other cases before the German labour courts.
Our approach
From the initial assessment to a clear course of action
A transparent process connects legal analysis, economic interests and the practical implementation of the chosen strategy.
01
Understand the facts and objectives
The contractual position, current circumstances, relevant communications, deadlines and desired outcome are identified.
02
Review the legal and economic position
Contracts, statutory rules, potential claims, litigation risks and the economic value of available options are assessed together.
03
Develop a clear strategy
The next steps are aligned with the objective, whether this is continued employment, contractual protection, negotiation or litigation.
04
Implement the chosen approach
Correspondence, negotiations, contractual drafting and court proceedings are prepared and handled consistently.
International matters
Employment relationships with a cross-border dimension
International contracts, assignments and group structures may require an additional assessment of applicable law and mandatory German employment rules.
Cross-border employment matters should be assessed by reference to the actual place of work, contractual structure and the practical performance of the employment relationship.
Choose your perspective
German employment law for employees and employers
The legal and strategic approach depends on the role, the contractual position and the intended outcome.
Employees in Germany
Advice on dismissal, termination agreements, warnings, employment contracts, remuneration and workplace disputes.
Employers in Germany
Advice on employment contracts, personnel measures, dismissals, restructuring and labour court proceedings.
Executives
Contracts, position changes and complex separation situations
Executives and managing directors require a coordinated strategy covering employment law, corporate office, remuneration and professional reputation.
Kanzlei Dr. Cordt
Specialised advice for complex employment matters
The firm combines legal analysis, commercial assessment and a strategy aligned with the client’s objectives.
Fees and process
Clarify the scope of advice before substantive work begins
The appropriate legal service and fee arrangement depend on the specific facts, urgency and intended outcome.
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
Make employment decisions in Germany on a clear legal basis
Have the contractual position, applicable deadlines, economic consequences and strategic options reviewed before taking a binding step.