{"id":91,"date":"2026-06-08T19:05:50","date_gmt":"2026-06-08T19:05:50","guid":{"rendered":"https:\/\/kaganlegal-germany.com\/?page_id=91"},"modified":"2026-06-14T16:01:47","modified_gmt":"2026-06-14T16:01:47","slug":"employment-contracts-germany","status":"publish","type":"page","link":"https:\/\/kaganlegal-germany.com\/en\/employment-contracts-germany\/","title":{"rendered":"Employment\n          Contracts in Germany \u2014 Legal Advice"},"content":{"rendered":"\n<main id=\"main-content\">\n\n\n    <section class=\"hero-meridian hero-meridian--money\" aria-labelledby=\"page-h1\">\n      <div class=\"hero-meridian__rings\" aria-hidden=\"true\"><\/div>\n      <div class=\"container hero-meridian__inner\">\n        <span class=\"hero-meridian__breadcrumb\"><a href=\"\/en\/\">Home<\/a> &middot; <a href=\"\/en\/services\/\">Services<\/a>\n          &middot; <a href=\"\/en\/employment-law\/\">Employment Law<\/a>\n          &middot; Employment Contracts Germany<\/span>\n        <h1 class=\"hero-meridian__h1\" id=\"page-h1\">Employment\n          Contracts in Germany &mdash; Legal Advice<\/h1>\n        <p class=\"hero-meridian__lead\">Employment contracts in Germany\n          are governed by the BGB, the Nachweisgesetz (NachwG,\n          substantially amended 2022 and partly digitalised from\n          2025), the TzBfG for fixed-term and part-time arrangements,\n          and the HGB for post-contractual non-compete clauses. We\n          advise employers and employees on drafting, review and\n          negotiation of employment contracts and managing director\n          service agreements, in German and English.<\/p>\n        <div class=\"hero-meridian__actions\">\n          <a href=\"\/en\/contact\/\" class=\"btn btn-light btn-lg\">\n            Request Advice<\/a>\n          <a href=\"#ec-nachwg\" class=\"btn btn-ghost-light btn-lg\">\n            Learn more &darr;<\/a>\n        <\/div>\n      <\/div>\n    <\/section>\n    <div class=\"container\">\n      <aside class=\"summary-box\" aria-label=\"At a glance\">\n        <span class=\"summary-box__eyebrow\">At a Glance<\/span>\n        <p class=\"summary-box__text\">Employment contracts in Germany\n        are governed by the BGB, the Nachweisgesetz (NachwG,\n        substantially amended 2022 and partly digitalised from\n        2025), the TzBfG for fixed-term and part-time arrangements,\n        and the HGB for post-contractual non-compete clauses.\n        Managing directors are generally not treated as ordinary\n        employees under German employment law. Their service\n        agreement and corporate appointment are legally separate\n        and require a distinct assessment. We advise employers and\n        employees on drafting, review and negotiation of employment\n        contracts and managing director service agreements, in\n        German and English.<\/p>\n      <\/aside>\n    <\/div>\n    <section class=\"service-body\">\n      <div class=\"container\">\n\n        <details class=\"page-toc-mobile\">\n          <summary class=\"page-toc-summary\">\n            <span class=\"page-toc-title\">Contents<\/span>\n          <\/summary>\n          <nav class=\"page-toc-nav\" aria-label=\"Page contents\">\n            <ul class=\"page-toc-list\">\n              <li><a href=\"#ec-nachwg\" class=\"page-toc-link\">NachwG &mdash; what the employer must document<\/a><\/li>\n              <li><a href=\"#ec-standard\" class=\"page-toc-link\">Standard contract terms<\/a><\/li>\n              <li><a href=\"#ec-fixedterm\" class=\"page-toc-link\">Fixed-term contracts &mdash; Befristung<\/a><\/li>\n              <li><a href=\"#ec-probation\" class=\"page-toc-link\">Probation periods<\/a><\/li>\n              <li><a href=\"#ec-gf\" class=\"page-toc-link\">Executive service contracts &mdash; Anstellungsvertrag<\/a><\/li>\n              <li><a href=\"#ec-remote\" class=\"page-toc-link\">Remote work arrangements<\/a><\/li>\n              <li><a href=\"#ec-noncompete\" class=\"page-toc-link\">Post-contractual non-compete clauses<\/a><\/li>\n              <li><a href=\"#ec-immigration\" class=\"page-toc-link\">Foreign employees &mdash; contract and permit interface<\/a><\/li>\n            <\/ul>\n          <\/nav>\n        <\/details>\n\n        <div class=\"service-layout\">\n          <div class=\"service-prose\">\n\n            <h2 id=\"ec-nachwg\">NachwG &mdash; What the Employer Must\n              Document<\/h2>\n            <p>Since 1&nbsp;August 2022, the Nachweisgesetz requires\n            employers to document the essential conditions of employment\n            and make them available to the employee within statutory\n            deadlines. Certain core information must be provided no later\n            than the first day of work, further information no later than\n            the seventh calendar day after the agreed start of\n            employment, and the remaining statutory information no later\n            than one month after the agreed start date.<\/p>\n            <p>The required information includes, among other matters:\n            place of work, scope of duties, working hours and overtime\n            rules, remuneration components and payment intervals, holiday\n            entitlement, the procedure to be followed when terminating\n            the employment relationship (including the statutory\n            written-form requirement, applicable notice periods and the\n            three-week period for filing a dismissal-protection claim),\n            probationary period, applicable collective agreements or\n            works agreements, and &mdash; for fixed-term contracts &mdash;\n            the agreed end date or expected duration.<\/p>\n            <p>Since 1&nbsp;January 2025, the information may in many\n            cases be transmitted electronically in text form, provided\n            the document is accessible to the employee, can be saved and\n            printed, and the employer requests confirmation of receipt.\n            The electronic option does not apply in all sectors;\n            employees can always request a written paper record. A breach\n            of the documentation obligation does not automatically\n            invalidate the agreed employment terms, but may lead to\n            regulatory consequences and affect the evidentiary position\n            in a later dispute.<\/p>\n\n            <h2 id=\"ec-standard\">Standard Contract Terms<\/h2>\n            <p>A well-drafted employment contract addresses: the scope of\n            duties and location, working time and overtime arrangements,\n            remuneration structure (fixed, variable, bonuses), notice\n            periods under &sect;&nbsp;622 BGB &mdash; including the\n            longer statutory employer notice periods that apply with\n            increasing length of service and any valid contractual\n            alignment of the employee&rsquo;s notice period &mdash;\n            holiday entitlement including the statutory minimum\n            equivalent to 20 working days for an employee working a\n            regular five-day week, employment-reference rights including\n            the statutory right to an Arbeitszeugnis at the end of\n            employment, return of company property, confidentiality, and\n            applicable collective arrangements, contractual exclusion\n            periods, governing-law issues in international cases, and the\n            competent court where this can validly be agreed.<\/p>\n            <p>Clauses in standard employment contracts are subject to\n            AGB review under &sect;&sect;&nbsp;305&nbsp;ff. BGB:\n            surprising clauses may not become part of the contract;\n            clauses that unreasonably disadvantage the employee may be\n            void. Many employment contract clauses that look enforceable\n            on paper fail AGB review in practice &mdash; in particular,\n            broadly drafted overtime flat-rate clauses, disproportionate\n            contractual penalty clauses, unclear voluntariness or\n            revocability reservations, excessive exclusion periods, and\n            excessive post-contractual restrictions.<\/p>\n\n            <h2 id=\"ec-fixedterm\">Fixed-Term Contracts &mdash;\n              Befristung<\/h2>\n            <p>Fixed-term employment contracts (befristete\n            Arbeitsvertr&auml;ge) are subject to the TzBfG. A fixed-term\n            contract without an objective reason (sachgrundlose\n            Befristung) under &sect;&nbsp;14(2) TzBfG is permissible for\n            up to two years. Within the general two-year maximum, the\n            contract may ordinarily be extended no more than three times,\n            although applicable collective agreements may provide\n            different limits. As a general rule, a fixed-term contract\n            without an objective reason is not permitted if the employee\n            has previously been employed by the same legal employer. Very\n            narrow exceptions may apply where the previous employment was\n            very long ago, entirely different in nature or of very short\n            duration.<\/p>\n            <p>The fixed-term agreement must satisfy the statutory\n            written-form requirement before the employee begins work.\n            This can be done by wet-ink signatures or, in principle, by\n            qualified electronic signatures meeting\n            &sect;&sect;&nbsp;126 and 126a BGB. An ordinary email,\n            scanned signature or simple electronic signature is not\n            sufficient. If the statutory form is not completed before\n            work begins, the fixed-term clause is generally ineffective\n            and the employment relationship is treated as having been\n            concluded for an indefinite period under\n            &sect;&nbsp;16 TzBfG.<\/p>\n            <p>A fixed-term contract may be justified by an objective\n            reason under &sect;&nbsp;14(1) TzBfG, for example a\n            temporary replacement, a demonstrably temporary\n            project-related staffing need, or employment for the purpose\n            of assessing the employee&rsquo;s suitability. Fixed-term\n            contracts supported by an objective reason are not subject to\n            the general two-year limit. However, repeated successive\n            fixed-term contracts may still be reviewed for institutional\n            abuse, taking into account their total duration, number and\n            circumstances.<\/p>\n\n            <h2 id=\"ec-probation\">Probation Periods<\/h2>\n            <p>A probationary period within an indefinite employment\n            contract is typically up to six months. During an agreed\n            probationary period of no more than six months,\n            &sect;&nbsp;622(3) BGB generally permits termination on two\n            weeks&rsquo; notice. An individual employment contract\n            cannot ordinarily shorten this statutory period, although a\n            valid collective agreement may provide otherwise.<\/p>\n            <p>A contractual probationary period and the statutory\n            waiting period under the KSchG are separate concepts. General\n            dismissal protection under &sect;&nbsp;1 KSchG generally\n            begins only after the employment relationship has existed for\n            more than six months, provided that the establishment also\n            meets the employee-number threshold under\n            &sect;&nbsp;23 KSchG. For a fixed-term employment\n            relationship, any probationary period must also be\n            proportionate to the expected duration of the contract and\n            the nature of the work under &sect;&nbsp;15(3) TzBfG.<\/p>\n\n            <h2 id=\"ec-gf\">Executive Service Contracts &mdash;\n              Anstellungsvertrag<\/h2>\n            <p>Managing directors are generally not treated as ordinary\n            employees under German employment law. Their relationship\n            with the GmbH is based on a service contract\n            (Anstellungsvertrag). The corporate appointment as managing\n            director and the underlying service agreement are legally\n            separate. Removal from office does not automatically\n            terminate the service agreement, and termination of the\n            service agreement does not by itself necessarily end the\n            corporate appointment.<\/p>\n            <p>The KSchG does not apply in the same way; the ordinary\n            employment-law requirement of a prior warning before many\n            conduct-based terminations does not apply in the same way;\n            and disputes relating to a managing director service\n            agreement are generally heard by the ordinary civil courts,\n            particularly while the individual holds the corporate office.\n            Jurisdiction may nevertheless depend on the person&rsquo;s\n            status, the timing of any removal from office and the legal\n            nature of the underlying relationship.<\/p>\n            <p>Key provisions in a managing director service contract:\n            remuneration and variable components, scope of duties and\n            reporting obligations, post-contractual non-compete\n            obligations taking into account the principles of\n            &sect;&sect;&nbsp;74&nbsp;ff. HGB and the modifications that\n            may apply to managing directors, D&amp;O insurance,\n            termination and garden leave, notice, and the relationship\n            between the Anstellungsvertrag and the corporate appointment\n            (Bestellung). Further detail is on our\n            <a href=\"\/en\/managing-directors-shareholders\/\">managing\n            directors and shareholders page<\/a>.<\/p>\n\n            <h2 id=\"ec-remote\">Remote Work Arrangements<\/h2>\n            <p>Remote work (Homeoffice) has no single statutory framework\n            in Germany. The employer may determine the place of work\n            under &sect;&nbsp;106 GewO only to the extent that the\n            location has not already been fixed by the employment\n            contract, a works agreement, a collective agreement or\n            statutory law. Any instruction must also satisfy the\n            requirement of reasonable discretion. Contractual remote work\n            arrangements address: the agreed work location, equipment\n            provision and data protection, reimbursement of costs,\n            availability obligations, health and safety compliance, and\n            working-time recording.<\/p>\n            <p>Whether the employer can require a return to the office\n            depends on the wording of the employment contract, any agreed\n            revocation or flexibility clause, applicable works agreements\n            and the limits of reasonable discretion under\n            &sect;&nbsp;106 GewO. Where a works council exists, it may\n            have co-determination rights over the design of mobile work\n            arrangements, including under &sect;&nbsp;87(1)\n            no.&nbsp;14 BetrVG. This does not in itself require the\n            employer to introduce remote work, but the implementation and\n            practical rules may need to be agreed with the works\n            council.<\/p>\n\n            <h2 id=\"ec-noncompete\">Post-Contractual Non-Compete\n              Clauses<\/h2>\n            <p>A post-contractual non-compete clause\n            (nachvertragliches Wettbewerbsverbot) binds the employee only\n            if: it is concluded in writing, it provides compensation of\n            at least 50% of the employee&rsquo;s most recent contractual\n            remuneration and benefits for the entire duration of the\n            restriction, the duration does not exceed two years, and the\n            restriction is justified by the employer&rsquo;s legitimate\n            business interests. A clause that contains no promise of\n            compensation is generally void. Insufficient compensation may\n            make the clause non-binding on the employee. Excessive scope\n            may make it non-binding in whole or in part.<\/p>\n            <p>Before the employment ends, the employer may waive the\n            non-compete by written declaration. The employee is then\n            released from the competitive restriction. However, under\n            &sect;&nbsp;75a HGB, the employer is generally released from\n            the compensation obligation only one year after the waiver\n            declaration.<\/p>\n\n            <h2 id=\"ec-immigration\">Foreign Employees &mdash; Contract\n              and Permit Interface<\/h2>\n            <p>The employment contract must support the requirements of\n            the intended residence and work authorisation, including the\n            nature of the role, remuneration, working time and, where\n            relevant, the place of work. A change of employer or a\n            material change to the role, salary, working time or other\n            employment conditions may have immigration-law implications,\n            depending on the residence title, the applicable salary\n            threshold and any restrictions recorded in the permit or\n            supplementary sheet.<\/p>\n            <p>For EU Blue Card holders, the agreed remuneration must\n            meet the annually adjusted statutory threshold. In 2026, the\n            regular threshold is &euro;50,700 gross per year. A lower\n            threshold of &euro;45,934.20 applies under the statutory\n            conditions to shortage occupations, qualifying recent\n            graduates and certain IT specialists; Federal Employment\n            Agency approval may be required. The thresholds are adjusted\n            annually and should be checked for the relevant application\n            year. Further detail is on our\n            <a href=\"\/en\/eu-blue-card-germany\/\">EU Blue Card page<\/a>\n            and\n            <a href=\"\/en\/skilled-immigration-germany\/\">skilled worker\n            visa page<\/a>.<\/p>\n\n            <p class=\"anwalt-hinweis\">Advice by\n              <a href=\"\/en\/firm\/alexander-kagan\/\">Alexander Kagan,\n              Attorney at Law<\/a>, admitted to the Hanseatic Bar\n              Association Hamburg. As of: June 2026.<\/p>\n            <p class=\"page-disclaimer\">The contents of this page are for\n            general information only and do not constitute legal advice.\n            A mandate is established only upon express acceptance.<\/p>\n\n          <\/div><!-- \/.service-prose -->\n\n          <aside class=\"page-toc-sidebar\" aria-label=\"Page contents\">\n            <div class=\"page-toc-box\">\n              <div class=\"page-toc-title\">Contents<\/div>\n              <nav aria-label=\"Page contents\">\n                <ul class=\"page-toc-list\">\n                  <li><a href=\"#ec-nachwg\" class=\"page-toc-link\">NachwG &mdash; what the employer must document<\/a><\/li>\n                  <li><a href=\"#ec-standard\" class=\"page-toc-link\">Standard contract terms<\/a><\/li>\n                  <li><a href=\"#ec-fixedterm\" class=\"page-toc-link\">Fixed-term contracts &mdash; Befristung<\/a><\/li>\n                  <li><a href=\"#ec-probation\" class=\"page-toc-link\">Probation periods<\/a><\/li>\n                  <li><a href=\"#ec-gf\" class=\"page-toc-link\">Executive service contracts &mdash; Anstellungsvertrag<\/a><\/li>\n                  <li><a href=\"#ec-remote\" class=\"page-toc-link\">Remote work arrangements<\/a><\/li>\n                  <li><a href=\"#ec-noncompete\" class=\"page-toc-link\">Post-contractual non-compete clauses<\/a><\/li>\n                  <li><a href=\"#ec-immigration\" class=\"page-toc-link\">Foreign employees &mdash; contract and permit interface<\/a><\/li>\n                <\/ul>\n              <\/nav>\n            <\/div>\n          <\/aside>\n\n        <\/div><!-- \/.service-layout -->\n      <\/div><!-- \/.container -->\n    <\/section><!-- \/.service-body -->\n    <section class=\"section-related\" id=\"leistungen\" aria-label=\"Related Services\">\n      <div class=\"container\">\n        <div class=\"section-label\">Related Services<\/div>\n        <h2>Employment Contracts Germany &mdash; Related Pages<\/h2>\n        <div class=\"related-grid\">\n          <a href=\"\/en\/employment-law\/\" class=\"related-card\">\n            <span class=\"related-card-topic\">Services<\/span>\n            <span class=\"related-card-title\">Employment Law Hub<\/span>\n            <span class=\"related-card-arrow\">&rarr;<\/span>\n          <\/a>\n          <a href=\"\/en\/employment-law-employers\/\" class=\"related-card\">\n            <span class=\"related-card-topic\">Services<\/span>\n            <span class=\"related-card-title\">Employment Law for\n              Employers<\/span>\n            <span class=\"related-card-arrow\">&rarr;<\/span>\n          <\/a>\n          <a href=\"\/en\/employment-law-employees\/\" class=\"related-card\">\n            <span class=\"related-card-topic\">Services<\/span>\n            <span class=\"related-card-title\">Employment Law for\n              Employees<\/span>\n            <span class=\"related-card-arrow\">&rarr;<\/span>\n          <\/a>\n          <a href=\"\/en\/termination-protection-germany\/\" class=\"related-card\">\n            <span class=\"related-card-topic\">Services<\/span>\n            <span class=\"related-card-title\">Termination Protection\n              Germany<\/span>\n            <span class=\"related-card-arrow\">&rarr;<\/span>\n          <\/a>\n          <a href=\"\/en\/managing-directors-shareholders\/\" class=\"related-card\">\n            <span class=\"related-card-topic\">Cross-Cluster<\/span>\n            <span class=\"related-card-title\">Managing Directors &amp;\n              Shareholders<\/span>\n            <span class=\"related-card-arrow\">&rarr;<\/span>\n          <\/a>\n          <a href=\"\/en\/eu-blue-card-germany\/\" class=\"related-card\">\n            <span class=\"related-card-topic\">Business Immigration<\/span>\n            <span class=\"related-card-title\">EU Blue Card\n              Germany<\/span>\n            <span class=\"related-card-arrow\">&rarr;<\/span>\n          <\/a>\n          <a href=\"\/en\/for-employers\/\" class=\"related-card\">\n            <span class=\"related-card-topic\">For whom<\/span>\n            <span class=\"related-card-title\">For Employers<\/span>\n            <span class=\"related-card-arrow\">&rarr;<\/span>\n          <\/a>\n          <a href=\"\/en\/for-executives-skilled-workers\/\" class=\"related-card\">\n            <span class=\"related-card-topic\">For whom<\/span>\n            <span class=\"related-card-title\">For Executives &amp;\n              Skilled Workers<\/span>\n            <span class=\"related-card-arrow\">&rarr;<\/span>\n          <\/a>\n        <\/div>\n      <\/div>\n    <\/section>\n\n    <section class=\"faq-section\" aria-labelledby=\"faq-heading-ec\">\n      <div class=\"container\">\n        <div class=\"section-label\">FAQ<\/div>\n        <h2 id=\"faq-heading-ec\">Frequently Asked Questions &mdash;\n          German Employment Contracts<\/h2>\n        <ul class=\"faq-list\" role=\"list\">\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              <span>What must a German employment contract contain\n                under the NachwG?<\/span>\n              <span class=\"faq-icon\" aria-hidden=\"true\">+<\/span>\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>The NachwG requires documentation of essential\n              employment conditions within statutory deadlines. Core\n              information must be provided on the first day of work,\n              further information within seven days, and the\n              remainder within one month of the agreed start date.\n              Required items include place of work, duties, working\n              hours, remuneration, holiday entitlement, applicable\n              notice periods and the termination procedure, including\n              the three-week filing deadline for dismissal-protection\n              claims. Electronic text-form transmission is permitted\n              in many cases, provided the statutory requirements are\n              met. It is not available without exception in every\n              sector, and the employee may request a written\n              record.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              <span>Is a fixed-term contract without a reason\n                (sachgrundlose Befristung) allowed?<\/span>\n              <span class=\"faq-icon\" aria-hidden=\"true\">+<\/span>\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>A fixed-term contract without an objective reason is\n              generally permitted for up to two years under\n              &sect;&nbsp;14(2) TzBfG, with no more than three\n              extensions within that period unless an applicable\n              collective agreement provides otherwise. As a rule, it\n              is not permitted if the employee has previously worked\n              for the same legal employer, although very narrow\n              constitutional exceptions may apply. The fixed-term\n              clause must satisfy the statutory form requirement\n              before work begins; otherwise, the employment\n              relationship is generally treated as indefinite under\n              &sect;&nbsp;16 TzBfG.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              <span>Is a probationary period the same as the KSchG\n                waiting period?<\/span>\n              <span class=\"faq-icon\" aria-hidden=\"true\">+<\/span>\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>No. The probationary period is a contractual\n              arrangement under which a shorter notice period applies.\n              The six-month KSchG waiting period is a statutory\n              threshold for general termination protection &mdash;\n              it runs from the start of employment regardless of any\n              probationary period. For a fixed-term contract, the\n              probationary period must also be proportionate to the\n              expected contract duration and the nature of the work\n              under &sect;&nbsp;15(3) TzBfG.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              <span>Do managing director service contracts differ\n                from employment contracts?<\/span>\n              <span class=\"faq-icon\" aria-hidden=\"true\">+<\/span>\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>Yes. Managing directors are generally not treated as\n              ordinary employees. Their corporate appointment and\n              service agreement are legally separate and must be\n              assessed together. General KSchG protection and\n              ordinary employment-law warning requirements usually do\n              not apply in the same way. Disputes are generally heard\n              by the ordinary civil courts, although jurisdiction can\n              depend on the individual&rsquo;s status and the timing\n              of removal from office.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              <span>Are post-contractual non-compete clauses always\n                enforceable?<\/span>\n              <span class=\"faq-icon\" aria-hidden=\"true\">+<\/span>\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>No. A clause without any compensation promise is\n              generally void. Insufficient compensation or excessive\n              scope may make the clause non-binding on the employee.\n              A valid clause requires written form, compensation of\n              at least 50% of the most recent contractual\n              remuneration and benefits, a maximum of two years, and\n              a scope justified by legitimate employer interests.\n              Whether a specific clause is binding requires\n              individual assessment.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              <span>What should a remote work clause contain?<\/span>\n              <span class=\"faq-icon\" aria-hidden=\"true\">+<\/span>\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>A remote-work clause should address the agreed work\n              location, the extent and frequency of remote work, any\n              valid flexibility or revocation mechanism, equipment,\n              liability, cost reimbursement, data protection,\n              availability, working-time recording and occupational\n              health and safety. Whether the employer can require a\n              return to the office depends on the contract wording,\n              any works agreement and the limits of reasonable\n              discretion under &sect;&nbsp;106 GewO. Where a works\n              council exists, co-determination rights may apply to\n              the design of mobile work.<\/p>\n            <\/div>\n          <\/li>\n\n        <\/ul>\n      <\/div>\n    <\/section>\n\n    <section class=\"section-cta\">\n      <div class=\"container\">\n        <div class=\"cta-inner\">\n          <div class=\"section-label\">Request Advice<\/div>\n          <h2 class=\"cta-heading\">Employment Contracts &mdash;\n            Request Advice<\/h2>\n          <p class=\"cta-body\">We advise employers and employees on\n          drafting, review and negotiation of employment contracts and\n          managing director service agreements &mdash; NachwG\n          compliance, fixed-term clauses, non-compete, remote work,\n          and the immigration interface.<\/p>\n          <p class=\"cta-body\">Please outline your situation briefly.\n          Useful details include your role (employer or employee),\n          contract type, and any specific question.<\/p>\n          <div class=\"cta-actions\">\n            <a href=\"\/en\/contact\/\" class=\"btn btn-primary btn-lg\">\n              Request Advice<\/a>\n          <\/div>\n          <p class=\"cta-body page-meta\">Please do not send confidential\n          original documents before a mandate has been accepted.<\/p>\n        <\/div>\n      <\/div>\n    <\/section>\n  \n<\/main>\n\n\n\n<script type=\"application\/ld+json\">\n  {\n    \"@context\": \"https:\/\/schema.org\",\n    \"@graph\": [\n      {\n        \"@type\": \"Service\",\n        \"@id\": \"https:\/\/kaganlegal-germany.com\/en\/employment-contracts-germany\/#service\",\n        \"name\": \"German Employment Contract Lawyer NachwG Hamburg\",\n        \"description\": \"Legal advice on German employment contracts \u2014 NachwG compliance, fixed-term contracts (TzBfG), managing director service agreements, non-compete clauses, remote work, immigration interface. Kagan Legal Hamburg.\",\n        \"provider\": {\n          \"@type\": \"LegalService\",\n          \"name\": \"Kagan Legal\",\n          \"url\": \"https:\/\/kaganlegal-germany.com\/\"\n        },\n        \"areaServed\": \"DE\",\n        \"availableLanguage\": [\"English\", \"German\"]\n      },\n      {\n        \"@type\": \"FAQPage\",\n        \"@id\": \"https:\/\/kaganlegal-germany.com\/en\/employment-contracts-germany\/#faq\",\n        \"mainEntity\": [\n          {\n            \"@type\": \"Question\",\n            \"name\": \"Is a fixed-term contract without a reason (sachgrundlose Befristung) allowed?\",\n            \"acceptedAnswer\": {\n              \"@type\": \"Answer\",\n              \"text\": \"Generally permitted for up to two years under \u00a7 14(2) TzBfG with no more than three extensions, unless a collective agreement provides otherwise. Not permitted where the employee has previously worked for the same legal employer, with very narrow exceptions. The fixed-term clause must meet the statutory form requirement before work begins; otherwise the contract is treated as indefinite under \u00a7 16 TzBfG.\"\n            }\n          },\n          {\n            \"@type\": \"Question\",\n            \"name\": \"Are post-contractual non-compete clauses always enforceable?\",\n            \"acceptedAnswer\": {\n              \"@type\": \"Answer\",\n              \"text\": \"No. A clause without compensation is generally void. Insufficient compensation or excessive scope may make it non-binding. A valid clause requires written form, at least 50% of most recent contractual remuneration and benefits, maximum two years, and scope justified by legitimate employer interests.\"\n            }\n          },\n          {\n            \"@type\": \"Question\",\n            \"name\": \"Do managing director service contracts differ from employment contracts?\",\n            \"acceptedAnswer\": {\n              \"@type\": \"Answer\",\n              \"text\": \"Yes significantly. Managing directors are generally not ordinary employees. Their corporate appointment and service agreement are legally separate. KSchG and standard warning requirements do not apply in the same way. 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Electronic text-form permitted in many cases; employees may always request a written record.\"\n            }\n          }\n        ]\n      },\n      {\n        \"@type\": \"BreadcrumbList\",\n        \"@id\": \"https:\/\/kaganlegal-germany.com\/en\/employment-contracts-germany\/#breadcrumb\",\n        \"itemListElement\": [\n          {\n            \"@type\": \"ListItem\",\n            \"position\": 1,\n            \"name\": \"Home\",\n            \"item\": \"https:\/\/kaganlegal-germany.com\/en\/\"\n          },\n          {\n            \"@type\": \"ListItem\",\n            \"position\": 2,\n            \"name\": \"Employment Law\",\n            \"item\": \"https:\/\/kaganlegal-germany.com\/en\/employment-law\/\"\n          },\n          {\n            \"@type\": \"ListItem\",\n            \"position\": 3,\n            \"name\": \"Employment Contracts Germany\",\n            \"item\": \"https:\/\/kaganlegal-germany.com\/en\/employment-contracts-germany\/\"\n          }\n        ]\n      }\n    ]\n  }\n  <\/script>\n","protected":false},"excerpt":{"rendered":"<p>Home &middot; Services &middot; Employment Law &middot; Employment Contracts Germany Employment Contracts in Germany &mdash; Legal Advice Employment contracts in Germany are governed by the BGB, the Nachweisgesetz (NachwG, substantially amended 2022 and partly digitalised from 2025), the TzBfG for fixed-term and part-time arrangements, and the HGB for post-contractual non-compete clauses. We advise employers and [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"page-leistung","meta":{"footnotes":""},"class_list":["post-91","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/pages\/91","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/comments?post=91"}],"version-history":[{"count":0,"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/pages\/91\/revisions"}],"wp:attachment":[{"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/media?parent=91"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}