German Labour Law

As a great number of laws as well as collective agreements and works agreements might apply under Labour Law (Arbeitsrecht) in Germany, prospective employers are recommended to seek detailed legal and tax advice for each individual case.

All conditions in the employment contract can be freely negotiated, but it must contain the legal minimum provisions (e.g. Bundesurlaubsgesetz (Federal Holiday Act), Entgeltfortzahlungsgesetz (Law on Continued Pay), Arbeitszeitgesetz (Act on Working Hours)). However, scope for negotiation is often restricted by collective agreements, works agreements and betriebliche Übung (established customs).

Fundamentally, the law assumes that employment contracts are concluded for an undefined period of time and as full-time employment contracts. This basic form is often amended in practice by way of individual agreements (e.g. by way of a time limit or part-time relationship).

The legal notice period is fundamentally four weeks to the 15th day of the month or to the end of the month. Furthermore, the following increases in notice period apply to termination by the employer dependin.g on the duration of the employment relationship, in each case to the end of the calendar month.