General Questions on Legal Advice
The firm advises in German and English. Advisory in Russian is available by prior arrangement.
The firm advises in selected areas:
- Residence law and business immigration
- Company formation and corporate law
- Commercial and contract law
- Selected employment law matters
- Selected civil disputes
For a precise assessment of whether your matter falls within the firm’s advisory scope, please contact us directly.
You can describe your matter via the contact form or by email. The firm will review your enquiry and be in touch for an initial conversation. Please do not send confidential original documents before a mandate has been confirmed.
After receiving your enquiry, the firm will carry out an initial assessment of the matter. A conversation is then arranged to discuss the situation and the documents required. This is followed by an initial legal assessment and, if appropriate, the formalisation of an engagement.
Business Immigration
Business immigration refers to the legal facilitation of entry and residence in Germany for persons wishing to carry out an economic activity — as entrepreneurs, self-employed individuals, investors, or managing directors.
Various residence titles may be available for self-employed individuals and entrepreneurs, depending on nationality, type of activity, investment level, and other factors. An individual assessment is required. We advise on the options that may apply in the specific case.
The EU Blue Card under § 18g AufenthG is a residence title for highly qualified skilled workers from non-EU countries who hold a recognised university degree and have a job offer in Germany meeting the salary threshold. For 2026, the general threshold is €50,700 gross per year. The reduced threshold of €45,934.20 applies only to the statutory qualifying groups. For specific requirements and procedure, we advise individually.
Residence Law
Nationals of countries outside the EU/EEA generally require a residence title for a longer stay in Germany. The precise requirements depend on nationality, purpose of stay, and other circumstances. EU citizens generally have a right of free movement.
A residence permit (Aufenthaltserlaubnis) is time-limited and tied to a specific purpose (e.g. employment, study, self-employment). A settlement permit (Niederlassungserlaubnis) is unlimited and allows permanent residence in Germany. The requirements for a settlement permit are generally more demanding.
Foreign managing directors of a German GmbH require a suitable residence title. Which title applies depends on several factors, including the structure of the role, the director’s shareholding, and the nature of the activity. We advise on the residence law options in the context of managing director activity.
Company Formation / GmbH
In principle, a GmbH in Germany can be formed by foreign shareholders without restriction. Residence law aspects must however be taken into account, in particular if the founder wishes to be active in Germany. We advise on both the corporate and residence law requirements.
The minimum share capital of a GmbH is €25,000. At formation, at least half of this amount must be paid in. For details on formation requirements and procedure, we advise individually. This is general information and does not constitute legal advice.
The time required depends on several factors, including notary appointment availability, commercial register processing, and the completeness of the documents. As a rule, several weeks should be expected. For an individual assessment, please contact us.
Employment Law
After receiving a notice of termination, a strict three-week deadline applies within which to bring an unfair dismissal claim before the Labour Court under § 4 KSchG. This deadline must be observed. Early legal advice is strongly recommended.
A termination agreement is a mutually agreed arrangement between employer and employee to end the employment relationship. Legal review before signing is strongly recommended, as a termination agreement can have significant consequences for social security entitlements, including a potential blocking period of up to 12 weeks under § 159 SGB III.
German law provides a statutory severance entitlement only in narrow circumstances — for example under § 1a KSchG for operationally-motivated terminations where the employer includes a specific notice in the termination letter. In practice, severance pay most commonly arises through a termination agreement or a court settlement. The amount depends on length of service, salary, and the prospects of an unfair dismissal claim.
An employment contract should at minimum address: start date and duration of the employment, role and place of work, remuneration, working hours, holiday entitlement, and notice periods. For international employment relationships, choice of law and jurisdiction are also relevant. For senior employees, confidentiality, non-compete clauses, and severance arrangements deserve particular attention.
Getting in Touch and Starting an Engagement
No. Sending an enquiry via the contact form or by email does not create an engagement. A mandate begins only after the firm has expressly accepted the matter and a corresponding agreement has been reached.
Please do not send confidential original documents before a mandate has been confirmed. For the initial assessment, a brief description of the matter is sufficient.
Enquiries can be submitted in German, English, or Russian. You can indicate your preferred advisory language in the contact form.
Ask us directly
Describe your matter directly. The firm will review your enquiry and be in touch promptly.
Please do not send confidential original documents before a mandate has been confirmed.
