Bettina Goletz

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Notice Rights – What Rights Do Employees Have To Notice On Termination Of Employment

Notice rights have the purpose of giving the employee the opportunity to take appropriate measures in preparation for the termination. The obligation of the employer to adhere to certain notice periods and the length of these notice periods depend - amongst other things - on the characterisation of the termination and the duration of the … Continue reading

Working time – are there any restrictions on an employee’s working week in Germany?

By Bettina Goletz on May 28, 2015 Posted in Europe, Germany

Under the German Act on Working Time (Arbeitszeitgesetz), an employee’s working time is limited to a maximum of eight hours per working day and 48-hours per week. This 48 hours threshold applies to all employees working a five or six day week. However, most employees in Germany work five days and 40 hours per week … Continue reading

What about non-compete compensation payments in case of the employer’s insolvency?

By Bettina Goletz and Daniela Loy on April 23, 2014 Posted in Europe, Germany

In reference to a previous post, entitled “Limits on non-compete and non-solicitation clauses under German law” by Bettina Goletz, we have been asked about non-compete compensation payments in case of the employer’s insolvency. This post will address whether the employee is entitled to compensation payments under a post-contractual non-compete clause in the situation where the … Continue reading

Pflicht zur Beteiligung der Schwerbehindertenvertretung im Bewerbungsverfahren

By Bettina Goletz on August 29, 2013 Posted in Discrimination and harassment, Europe, Germany

Bewirbt sich ein schwerbehinderter Mensch auf eine ausgeschriebene Stelle, ist der Arbeitgeber grundsätzlich verpflichtet, die Schwerbehindertenvertretung nach § 81 SGB IX zu beteiligen. Verletzt er diese Obliegenheit, kann dies zu Gunsten des Schwerbehinderten eine Benachteiligung wegen seiner Behinderung im Sinne des Allgemeinen Gleichbehandlungsgesetzes indizieren. Dies kann zu einer Schadensersatz- und Entschädigungszahlungsverpflichtung des Arbeitgebers führen. In … Continue reading

Time limitation of employment relationships in Germany

By Bettina Goletz on July 29, 2013 Posted in Contracts, Europe, Germany

Legal background In Germany, there are two cases where employment relationships can be limited in time, i.e. have a fixed term. In the first case, an employment relationship can be limited in time for a specific purpose, if certain statutory grounds exist (such as temporary demand or temporary filling-in for an employee on leave). Secondly, … Continue reading

Kündigung zum „nächstmöglichen Termin“?

By Bettina Goletz on July 4, 2013 Posted in Europe, Germany

In einer aktuellen Entscheidung des Bundesarbeitsgerichtes hat dieses zur Bestimmtheit einer Kündigungserklärung Stellung genommen. Der Sachverhalt: Die Klägerin war seit Ende der 80er Jahre als Industriekauffrau bei dem Arbeitgeber beschäftigt. Mitte 2010 wurde über das Vermögen des Arbeitgebers das Insolvenzverfahren eröffnet und ein Insolvenzverwalter bestellt. Nachdem die Betriebsstilllegung beschlossen und der Betriebsrat ordnungemäß angehört … Continue reading

Limits on non compete and non solicitation clauses under German law

By Bettina Goletz on June 6, 2013 Posted in Europe, Germany

During the course of their employment relationship, employees are prohibited from competing with their employer and from soliciting other employees and/or customers; this applies even if there is no express provision in the employment agreement. With regard to a post contractual non-compete covenant agreed before the employment’s termination there are several restrictions which have to … Continue reading

Do agency workers count as employees at the hirer’s business?

By Bettina Goletz on April 16, 2013 Posted in Europe, Germany

In Germany, a number of employees’ rights and employers’ obligations depend on specific thresholds regarding the number of employees assigned to a business unit or a company. The German Federal Labour Court recently decided two cases with regard to agency workers and their effect on dismissal protection and on the number of works council members … Continue reading