Digital law firm for labor law in Berlin – Anne Lachmund LL.M.
Employment Lawyer Germany
Have you been dismissed or do you have questions about severance pay or a termination agreement?
Nach Eingang Deiner Kündigung hast Du nur 3 Wochen Zeit, um Kündigungsschutzklagen einzureichen. Verliere keine Zeit und kontaktiere uns noch heute.
Digital law firm for labor law in Berlin – Anne Lachmund LL.M.
Employment Lawyer Germany
Now available
4 steps to success
in the event of termination or cancellation
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You can sit back and relax! We’ll take over from here and create your desired scenario.
A dismissal is an emotionally stressful situation. We have been advising and representing employees who have been dismissed for many years.
Thanks to our experience, we know every trick in the book and know how best to assert your interests. Nevertheless, we do not provide advice “off the peg”.
At the beginning, we will discuss your personal goal in detail, which will guide our work. As a rule, this can be saving your job so that you remain employed by the company or the payment of the highest possible severance pay. This also means that you give up your job. In the event of dismissal with notice of change, you may also continue to work under less favorable conditions.
If your employer has dismissed you, take these two tips to heart:
You only have three weeks from receipt of the dismissal notice to respond to your dismissal. If you do not file an action for protection against dismissal within this time, your job is lost for good.
Severance pay is also usually unrealistic after this period has expired. You should therefore consult a lawyer for employment law as soon as possible, who will examine your case and file a complaint if necessary.
Register with the employment agency as a job seeker as soon as possible. Otherwise, if you actually become unemployed, you may face a period of suspension of unemployment benefit I. You will then have to wait longer for your benefit. If you get in touch with us in good time, we can help you to register.
Did you know that only 12% of dismissed employees take legal action against their dismissal? Yet over 99% of dismissal protection lawsuits end with a settlement that exceeds the costs of the lawsuit many times over. Important: You only have three weeks after receiving your dismissal notice to file a lawsuit. Seek advice now and make an appointment now.
You can use our severance pay calculator to calculate in advance how high your severance pay could be.
In many cases, we then file an action for protection against dismissal. If you are aiming for a severance payment, it is often possible to reach an attractive agreement with the employer at the first conciliation meeting.
You can rely on our strong negotiating skills. If, on the other hand, you want to keep your job, we will see the proceedings through to the end. Of course, we will keep you informed of our assessment of your chances of success.
We will also look at the numerous follow-up issues to a dismissal. These include your continued employment during the proceedings, the payment of your remaining vacation and unemployment benefits.
A dismissal is stressful enough – we will keep you free of all legal matters. You are welcome to arrange a consultation with us by telephone.
As a Berlin-based employment lawyer, we specialize in protecting employees’ rights, with particular focus on international professionals. Understanding German labor laws can be challenging – especially from an international perspective.
We offer strategic legal guidance for:
Every case begins with understanding your unique situation and goals. You’ll receive clear, practical advice that considers both legal requirements and cultural aspects of the German workplace.
Let’s discuss your situation and develop the best strategy for your career.
As experienced employment lawyers in Germany, we specialize in protecting employees facing workplace dismissals in Germany. With years of expertise in German labor law, we know how to effectively defend your rights while making the process clear and manageable.
Individual Approach
Every dismissal case receives personalized attention:
Comprehensive Support
Beyond dismissal protection, we handle:
Don’t let a dismissal overwhelm you. As your Employment Lawyer in Germany, we’ll manage all legal aspects while keeping you informed at every step. Contact us for an English-language consultation to discuss your options.
As employment lawyers in Germany, we strongly advise against signing any termination agreement without professional legal review. Many international employees face significant disadvantages by accepting seemingly fair agreements that contain hidden pitfalls.
A thorough legal review is crucial for protecting your interests. Employers often propose below-market severance settlements, and your signature carries significant negotiating power. Without proper guidance, you risk triggering a 12-week suspension of unemployment benefits or inadvertently waiving important claims like outstanding vacation pay, overtime compensation, and additional benefit entitlements.
Professional support ensures you understand all implications and secure the best possible terms. We offer comprehensive services including agreement review, strategic negotiation support, contract drafting, and guidance for voluntary transitions – all designed to protect your rights and financial interests.
Signing a termination agreement in Germany without proper legal guidance can trigger serious consequences for your unemployment benefits (Arbeitslosengeld). The most significant risk is a 12-week benefit suspension and reduced total benefit duration, which can severely impact your financial security during career transition.
To protect your benefits, termination agreements must be carefully structured with proper documentation, strategic timing, and appropriate severance amounts. This includes clear statements about avoiding inevitable dismissal, evidence of the employer’s termination intent, and respect for statutory notice periods.
As employment lawyers in Germany, we frequently encounter a common misconception among international professionals: the belief that severance pay is an automatic right when leaving a job. This isn’t the case under German law. Instead, severance payments are typically the result of strategic negotiations with your employer.
The key to successful severance negotiations lies in understanding your position of strength. When employers face the prospect of dismissing an employee, they often prefer reaching a settlement through severance rather than risking a legal challenge. This is because unilateral dismissals carry significant risks for employers – they might face costly court proceedings, potential mandatory reinstatement of the employee, and substantial back pay obligations if the dismissal is found invalid.
While employers occasionally offer severance payments voluntarily or based on social plans, these initial offers rarely reflect optimal amounts. Professional representation can significantly improve your position by clearly demonstrating the legal risks to your employer, evaluating the appropriateness of offers, and managing the timing and strategy of negotiations.
It’s also crucial to consider the financial implications of severance payments. While these payments are subject to taxation in Germany, you can benefit from the “one-fifth rule” (Fünftelregelung), which helps reduce the tax burden. Notably, severance payments are exempt from social security contributions, though professional tax advice is recommended to fully understand the implications.
As your Employment Lawyer in Germany, we provide comprehensive guidance through these negotiations, ensuring you understand both the opportunities and limitations while pursuing the best possible outcome. Whether you’re facing a potential dismissal or considering a voluntary departure, professional legal support can help maximize your severance prospects. Contact us for a consultation to evaluate your specific situation and discuss potential strategies.
Hidden messages, subtle omissions, and strategic phrasing – German employment references (Arbeitszeugnisse) operate in a complex world of coded language. Understanding these nuances matters: Is the absence of a “regret formula” significant? What do certain phrases really mean? Should parental leave be mentioned?
Remember: You don’t have to accept negative assessments that don’t reflect reality. If you’ve received an employment reference that seems problematic or requires evaluation, contact us for a professional review of your legal options.
A thorough legal review is crucial for protecting your interests. Employers often propose below-market severance settlements, and your signature carries significant negotiating power. Without proper guidance, you risk triggering a 12-week suspension of unemployment benefits or inadvertently waiving important claims like outstanding vacation pay, overtime compensation, and additional benefit entitlements.
Professional support ensures you understand all implications and secure the best possible terms. We offer comprehensive services including agreement review, strategic negotiation support, contract drafting, and guidance for voluntary transitions – all designed to protect your rights and financial interests.
Receiving a warning letter (Abmahnung) from your German employer can be unsettling, especially for international professionals unfamiliar with local labor laws. These formal warnings represent a significant step in German employment relations and deserve immediate attention.
Warning letters serve as official reprimands from employers regarding specific complaints or violations of workplace rules. Their significance extends far beyond simple documentation – in the German employment system, these formal warnings play a crucial role in the dismissal process. Before an employer can legally terminate employment for conduct-related reasons, they must typically issue at least one formal warning addressing the specific behavior in question. This requirement reflects a fundamental principle of German labor law – employees must be given a clear opportunity to correct their behavior before facing dismissal.
As your Employment Lawyer in Germany, we can help you navigate this challenging situation. Whether you need to verify the warning’s validity, assess your response options, or understand potential consequences for your employment relationship, professional guidance can make a significant difference. Don’t hesitate to contact us for a consultation to evaluate your specific situation and discuss appropriate strategies. Quick professional action can often help prevent more serious employment issues from developing.
Under German law, you have a legal right to request part-time work – even in management positions. Employers must actively evaluate which positions can accommodate part-time arrangements and make reasonable efforts to fulfill these requests within their organizational framework.
Want to transition to part-time work but facing challenges? As specialized employment lawyers, we can help you understand and enforce your rights. Contact us for a consultation to discuss your specific situation.
Do you have questions about switching to part-time work? We will support you in enforcing your part-time entitlement. Feel free to contact us.
Do you have questions about a fixed-term employment contract? A fixed-term contract ends automatically or without notice when the agreed termination date has been reached or when the purpose of the contract has been achieved. A fixed-term contract cannot be terminated with or without notice unless such a termination option is exceptionally provided for in an individual contract or an applicable collective agreement.
Please feel free to call us. Our employment law firm in Berlin is available around the clock. We will review your fixed-term employment contract.
The path from a termination agreement (Aufhebungsvertrag) to unemployment insurance benefits (Arbeitslosengeld) can be complicated in Germany. While you generally remain eligible for benefits, signing a termination agreement typically triggers a 12-week blocking period (Sperrzeit), during which no benefits are paid.
However, you can avoid or reduce this blocking period through several strategies:
Important: The blocking period not only delays your initial payment but also reduces your total benefit duration. If unemployment continues after your insurance benefits expire, you may be eligible for Bürgergeld (formerly ALG II).
Need help navigating these complexities? Contact us to review your options before signing any agreements.
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