If a manager with responsibility for personnel matters, assures an employee near the end of their probation period that they will be retained, but soon terminates employment without valid reason, this inconsistency violates good faith and renders the termination void under Section 242 of the German Civil Code.

Facts of the case

The parties are…

On 25 March, the government published its response to the consultation on mandatory ethnicity and disability pay gap reporting, confirming its intention to proceed with a new reporting regime for large employers. Reporting will apply to organisations with 250 or more employees, aligning with the existing gender pay gap framework and avoiding additional regulatory burden…

From 6 April 2026, the Employment Rights Act 2025 (the Act) will place a new duty on employers to create and retain records that are adequate to show they comply with statutory holiday entitlement rules, covering both leave taken and the pay associated with it.

The Act inserts a new regulation 16A into the Working…

Benachteiligt ein Arbeitgeber ein befristet beschäftigtes Betriebsratsmitglied, indem er wegen dessen Betriebsratstätigkeit den Abschluss eines unbefristeten Folgevertrags ablehnt, hat das Betriebsratsmitglied als Schadensersatz einen Anspruch auf Abschluss des Folgevertrags.

Sachverhalt

Der mit dem klagenden Arbeitnehmer Anfang des Jahres 2021 geschlossene und auf ein Jahr befristete Arbeitsvertrag wurde später um ein weiteres Jahr bis zum 14.02.2023…

If an employer refuses to conclude an indefinite follow‑on contract with a fixed term employee because of the employee’s works council activities, the works council member is entitled, where discrimination is found, by way of damages, to the conclusion of the follow‑on contract.

Facts of the case

The fixed-term employment contract entered into with the…

In a ruling dated November 13, 2025, the French Supreme Court determined that when an employee is hired under a fixed-term replacement contract, the employer must inform the new employee of the dismissal of the employee they have replaced.  Failure to provide such notification results in the fixed-term employment contract being reclassified as…

Dans un arrêt du 13 novembre 2015, la Cour de Cassation a jugé dans le cadre d’un CDD de remplacement, que l’employeur devait informer le salarié remplaçant du licenciement du salarié remplacé et que s’il ne le fait pas, le contrat de travail a durée déterminée est alors requalifié en contrat de travail à durée…

What employers need to know:

By embedding the six core principles of trauma-informed practice to workplace investigations, employers can create respectful, effective processes that lead to more reliable outcomes and foster a culture of trust. We recommend that employers review and align their policies with psychological safety obligations, and ensure that their investigators are trained…