I represent you in matters of termination (Kündigung), warning (Abmahnung), termination agreement (Aufhebungsvertrag), and other employment law concerns.
Have you received a termination (Kündigung)? Is your employer failing to pay your wages? Or does your employment reference (Arbeitszeugnis) not meet your expectations?
I review your case, explain your legal options, and represent you both out of court and before the labor court (Arbeitsgericht). I enforce your claims consistently – committed, structured, and at eye level.
I review your termination (Kündigung) and represent you in the dismissal protection proceedings (Kündigungsschutzverfahren). I observe the relevant deadlines and assess your chances of success at an early stage.
I review employment-law warnings (Abmahnung) and represent you against unjustified ones.
I review termination agreements (Aufhebungsvertrag) and negotiate severance pay (Abfindung) and other terms of separation.
I review and draft employment contracts (Arbeitsverträge) and other employment-law agreements.
I review employment references (Arbeitszeugnis) and enforce your right to corrections (Berichtigungsanspruch).
I assert and enforce outstanding wage claims (Lohnforderungen) and other claims arising from the employment relationship.
No. Terminations (Kündigung) under employment law must be made in writing. This means that the termination must be signed by hand and delivered to the recipient in the original. A termination via WhatsApp, e-mail or SMS, for example, does not satisfy the statutory written form requirement and is therefore invalid. The same applies to a termination declared merely verbally
Act promptly. You have only three weeks from receipt of the termination to file an unfair dismissal claim (Kündigungsschutzklage) at the labor court (Arbeitsgericht). Arrange a consultation appointment – I will review the validity of the termination and, if necessary, represent you before the labor court.
A blocking period (Sperrzeit) does not occur automatically. It comes into consideration in particular if you yourself contributed to the ending of the employment relationship, for example by concluding a termination agreement (Aufhebungsvertrag), through conduct in breach of contract, or if you resign yourself without having good cause to do so.
In principle, there is no statutory entitlement. In practice, severance payments (Abfindung) are often negotiated as part of unfair dismissal claims (Kündigungsschutzklage) or termination agreements (Aufhebungsvereinbarung). Whether and in what amount a severance payment is made depends, among other things, on the length of service, age, gross monthly salary, and the prospects of success of an unfair dismissal claim.
Yes, you are generally entitled to a qualified employment reference (qualifiziertes Arbeitszeugnis). It must be worded favorably and must not impair your professional future. I will review your reference for hidden negative phrasing and enforce corrections.
A simple employment reference (einfaches Arbeitszeugnis) contains information on the type and duration of the work. A qualified employment reference (qualifiziertes Arbeitszeugnis) additionally assesses the employee's performance and conduct.
Questions about Employment Law? I will advise you in person.