{"id":94,"date":"2026-06-08T19:05:50","date_gmt":"2026-06-08T19:05:50","guid":{"rendered":"https:\/\/kaganlegal-germany.com\/?page_id=94"},"modified":"2026-06-14T16:21:19","modified_gmt":"2026-06-14T16:21:19","slug":"employment-law","status":"publish","type":"page","link":"https:\/\/kaganlegal-germany.com\/en\/employment-law\/","title":{"rendered":"Employment Law in\n          Germany."},"content":{"rendered":"\n<main id=\"main-content\">\n\n\n    <section class=\"hero-meridian hero-meridian--hub\" aria-labelledby=\"hub-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; Employment Law<\/span>\n        <span class=\"hero-meridian__eyebrow\">SERVICES &middot; 05<\/span>\n        <h1 class=\"hero-meridian__h1\" id=\"hub-h1\">Employment Law in\n          Germany.<\/h1>\n        <p class=\"hero-meridian__lead\">Employment law questions arise at\n          critical moments &mdash; contract signing, termination, or when\n          hiring international staff. We advise on all three tracks:\n          employer-side employment law, employee-side employment law, and\n          the employment-immigration interface for foreign\n          workforce.<\/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=\"#leistungen\" class=\"btn btn-ghost-light btn-lg\">\n            Services &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\">We advise employers and employees in\n        Hamburg on employment contracts, termination, termination\n        protection, termination agreements, and severance pay. We also\n        advise employers on hiring foreign skilled workers &mdash;\n        including the information obligation under &sect;&nbsp;45c\n        AufenthG (in force since 1&nbsp;January 2026) and right-to-work\n        compliance. As of: June 2026.<\/p>\n      <\/aside>\n    <\/div>\n    <section class=\"service-body\">\n      <div class=\"container\">\n\n        <div class=\"page-toc-mobile\">\n          <details class=\"page-toc-details\">\n            <summary class=\"page-toc-summary\">Contents<\/summary>\n            <nav class=\"page-toc-nav\" aria-label=\"Page contents\">\n              <ol class=\"page-toc-list\" role=\"list\">\n                <li><a href=\"#el-two\" class=\"page-toc-link\">Two mandates, one firm<\/a><\/li>\n                <li><a href=\"#el-employers\" class=\"page-toc-link\">For employers<\/a><\/li>\n                <li><a href=\"#el-employees\" class=\"page-toc-link\">For employees<\/a><\/li>\n                <li><a href=\"#el-overview\" class=\"page-toc-link\">Topics overview<\/a><\/li>\n                <li><a href=\"#el-immigration\" class=\"page-toc-link\">Employment-immigration interface<\/a><\/li>\n                <li><a href=\"#el-hamburg\" class=\"page-toc-link\">Hamburg base<\/a><\/li>\n              <\/ol>\n            <\/nav>\n          <\/details>\n        <\/div>\n\n        <div class=\"service-layout\">\n\n          <div class=\"service-prose\">\n\n            <h2 id=\"el-two\">Two Mandates, One Firm<\/h2>\n            <p>Employment law reveals its full complexity in the concrete case.\n            An employer who wants to terminate needs a different perspective\n            from an employee who wants to challenge that termination &mdash;\n            and a company hiring international skilled workers faces a third\n            challenge that touches employment law and immigration law\n            simultaneously.<\/p>\n            <p>We advise on all three tracks. Employers receive employment law\n            advice oriented to business practice &mdash; contracts designed to\n            reduce legal risk, terminations that withstand scrutiny, termination\n            agreements that account for Sperrzeit risks on the employee side\n            and structuring risks on the employer side. Employees receive the\n            counterpart perspective &mdash; based on the KSchG and current BAG\n            case law.<\/p>\n            <p>We do not advise employers and employees in the same matter.\n            Where a conflict of interest exists, the mandate is not\n            accepted.<\/p>\n\n            <h2 id=\"el-employers\">For Employers<\/h2>\n\n            <h3>Employment Contracts and NachwG Compliance<\/h3>\n            <p>The Nachweisgesetz (Verification Act on essential employment\n            conditions, substantially amended in 2022 and partly digitalised\n            from 2025) requires employers to document essential employment\n            conditions. Since 2025, many notices can be provided electronically\n            in text form if the statutory requirements are met; exceptions\n            remain. The mandatory disclosures were significantly expanded in\n            2022 &mdash; to include probation duration, overtime arrangements,\n            training entitlements, and applicable collective agreements. Failure\n            to comply may create fine risks and evidentiary difficulties in\n            disputes.<\/p>\n            <p>We draft employment contracts, structure fixed-term agreements\n            under &sect;&nbsp;14 TzBfG, and design managing director service\n            agreements (Gesch&auml;ftsf&uuml;hrer-Dienstvertr&auml;ge) that\n            correctly reflect the corporate position.<\/p>\n\n            <h3>Termination and Termination Protection<\/h3>\n            <p>Employers who want to terminate need a sound basis. A\n            conduct-based termination (verhaltensbedingte K&uuml;ndigung)\n            generally requires a prior relevant warning letter (Abmahnung)\n            unless the circumstances &mdash; such as a serious breach of duty\n            &mdash; make a warning unnecessary. An operational redundancy\n            (betriebsbedingte K&uuml;ndigung) requires a demonstrable business\n            decision, no suitable alternative employment opportunity, and a\n            social selection (Sozialauswahl) that withstands scrutiny. Labour\n            courts examine both systematically. We advise employers before the\n            termination is issued &mdash; not only after.<\/p>\n\n            <h3>Warning Letters and Termination Agreements<\/h3>\n            <p>A warning letter (Abmahnung) must describe the objectionable\n            conduct specifically, express the expectation of future compliance,\n            and announce the employment consequences of repetition &mdash;\n            otherwise it may fail to serve its warning function in subsequent\n            proceedings.<\/p>\n            <p>The BAG held in its decision of 7&nbsp;February 2019\n            (6&nbsp;AZR&nbsp;75\/18) that employees do not generally have a\n            statutory right of withdrawal from employment termination\n            agreements. At the same time, the BAG recognises the principle of\n            fair negotiation: if this principle is breached, the agreement may\n            be legally vulnerable and the employee may have to be placed as if\n            the agreement had not been concluded.<\/p>\n\n            <h3>Foreign Workforce &mdash; &sect;&nbsp;45c and Right-to-Work<\/h3>\n            <p>Since 1&nbsp;January 2026, &sect;&nbsp;45c AufenthG requires\n            certain employers in Germany who conclude an employment contract\n            with a third-country national whose residence or habitual residence\n            is abroad for work in Germany to provide, in text form, information\n            about advisory services under &sect;&nbsp;45b AufenthG, including\n            the contact details of the nearest advisory centre, no later than\n            the first day of work. Separately, employers must check before\n            employment begins whether the residence title permits the specific\n            employment and keep a copy or documentation of the permit for the\n            duration of employment. If employment for which an\n            employment-related residence title was issued ends earlier than\n            planned, a notification to the immigration authority within four\n            weeks may be required.<\/p>\n            <p>We advise employers on hiring, onboarding, and the ongoing\n            employment relationship &mdash; both on the employment law side and\n            on immigration compliance (EU Blue Card, fast-track procedure, ICT\n            Card). Further detail is on our\n            <a href=\"\/en\/employ-foreign-skilled-workers\/\">hire foreign skilled\n            workers page<\/a>.<\/p>\n\n            <h2 id=\"el-employees\">For Employees<\/h2>\n\n            <h3>Termination Received &mdash; What Applies Now<\/h3>\n            <p>The three-week deadline under &sect;&nbsp;4 KSchG runs from\n            receipt of the written termination notice. Missing it generally\n            means that the termination is deemed legally effective under\n            &sect;&nbsp;7 KSchG, even if substantive objections might otherwise\n            have existed. Reinstatement under &sect;&nbsp;5 KSchG is available\n            only in narrow exceptional cases.<\/p>\n            <p>We assess whether a dismissal protection claim\n            (K&uuml;ndigungsschutzklage) is worth pursuing. The relevant\n            factors are whether general termination protection under the KSchG\n            applies &mdash; where the employment has lasted more than six\n            months and the establishment regularly employs more than ten\n            employees, with part-time employees counted pro rata &mdash; the\n            grounds for termination, and the employer&rsquo;s willingness to\n            negotiate.<\/p>\n\n            <h3>Termination Agreements and Severance<\/h3>\n            <p>A termination agreement (Aufhebungsvertrag) is not a standard\n            form to be signed without review. Signing one generally waives\n            termination protection and can trigger a Sperrzeit on unemployment\n            benefits under &sect;&nbsp;159 SGB&nbsp;III, regularly up to twelve\n            weeks unless a recognised important reason applies. We review\n            termination agreements for the adequacy of severance, the\n            arrangements on release from duties and reference, and possible\n            immigration consequences for non-German employees.<\/p>\n            <p>Severance pay (Abfindung) is not guaranteed by statute in most\n            cases but is frequently negotiated in settlement of a\n            K&uuml;ndigungsschutzklage or in connection with a termination\n            agreement. The common starting point in practice is half a monthly\n            gross salary per year of service &mdash; but the actual figure\n            depends on the facts, the legal strength of the termination, and\n            the employer&rsquo;s position. &sect;&nbsp;1a KSchG provides a\n            statutory severance entitlement in specific operational redundancy\n            cases &mdash; this is a special statutory route, not the general\n            rule.<\/p>\n\n            <h2 id=\"el-overview\">Topics and Detail Pages &mdash; Overview<\/h2>\n            <div class=\"data-table-wrap\">\n              <table class=\"data-table data-table--scroll\">\n                <thead>\n                  <tr>\n                    <th>Topic<\/th>\n                    <th>Legal basis<\/th>\n                    <th>Focus<\/th>\n                    <th>Primary audience<\/th>\n                  <\/tr>\n                <\/thead>\n                <tbody>\n                  <tr>\n                    <td><a href=\"\/en\/employment-law-employers\/\">Employment law\n                      for employers<\/a><\/td>\n                    <td>KSchG, NachwG, BGB<\/td>\n                    <td>Contracts, termination, warning letters,\n                      &sect;&nbsp;45c<\/td>\n                    <td>Employers<\/td>\n                  <\/tr>\n                  <tr>\n                    <td><a href=\"\/en\/employment-law-employees\/\">Employment law\n                      for employees<\/a><\/td>\n                    <td>KSchG &sect;&nbsp;4, BGB<\/td>\n                    <td>Termination protection, severance, contracts<\/td>\n                    <td>Employees<\/td>\n                  <\/tr>\n                  <tr>\n                    <td><a href=\"\/en\/employment-contracts-germany\/\">Employment\n                      contracts<\/a><\/td>\n                    <td>NachwG, BGB, TzBfG &sect;&nbsp;14<\/td>\n                    <td>Drafting, review, NachwG compliance<\/td>\n                    <td>Employers, employees<\/td>\n                  <\/tr>\n                  <tr>\n                    <td><a href=\"\/en\/termination-protection-germany\/\">Termination\n                      protection<\/a><\/td>\n                    <td>KSchG<\/td>\n                    <td>3-week deadline, grounds, social selection<\/td>\n                    <td>Employees, employers<\/td>\n                  <\/tr>\n                  <tr>\n                    <td><a href=\"\/en\/termination-agreement-germany\/\">Termination\n                      agreements<\/a><\/td>\n                    <td>BGB, &sect;&nbsp;159 SGB&nbsp;III,\n                      BAG&nbsp;6&nbsp;AZR&nbsp;75\/18<\/td>\n                    <td>Sperrzeit, severance, release, fair negotiation\n                      principle<\/td>\n                    <td>Both sides<\/td>\n                  <\/tr>\n                  <tr>\n                    <td><a href=\"\/en\/warning-letter-employment\/\">Warning\n                      letters<\/a><\/td>\n                    <td>KSchG, BGB<\/td>\n                    <td>Warning function, personnel file, conduct-based\n                      termination<\/td>\n                    <td>Employers<\/td>\n                  <\/tr>\n                  <tr>\n                    <td><a href=\"\/en\/severance-pay-germany\/\">Severance\n                      pay<\/a><\/td>\n                    <td>BGB, KSchG<\/td>\n                    <td>Calculation, negotiation, &sect;&nbsp;1a KSchG<\/td>\n                    <td>Both sides<\/td>\n                  <\/tr>\n                  <tr>\n                    <td><a href=\"\/en\/employ-foreign-skilled-workers\/\">Foreign\n                      workforce<\/a><\/td>\n                    <td>&sect;&sect;&nbsp;45c, 4a AufenthG<\/td>\n                    <td>Hiring compliance, right-to-work, &sect;&nbsp;45c<\/td>\n                    <td>Employers<\/td>\n                  <\/tr>\n                <\/tbody>\n              <\/table>\n            <\/div>\n\n            <h2 id=\"el-immigration\">The Employment-Immigration Interface<\/h2>\n            <p>Employment law and immigration law intersect whenever foreign\n            skilled workers are involved. A termination while a residence\n            permit is in force can trigger deadlines within which the skilled\n            worker may have to find a new qualifying position within a set\n            period or face immigration consequences. The EU Blue Card does not\n            automatically lapse on termination, but employer changes and\n            periods without employment can trigger notification and assessment\n            duties. The effect differs by permit type and should be checked\n            before signing a termination agreement.<\/p>\n            <p>We advise across employment law and immigration law from one\n            mandate. Further detail is on our\n            <a href=\"\/en\/employ-foreign-skilled-workers\/\">hire foreign skilled\n            workers page<\/a>,\n            <a href=\"\/en\/eu-blue-card-germany\/\">EU Blue Card page<\/a>, and the\n            <a href=\"\/en\/business-immigration\/\">business immigration hub<\/a>.\n            <\/p>\n\n            <h2 id=\"el-hamburg\">Hamburg &mdash; Employer and Employee Base<\/h2>\n            <p>Hamburg&rsquo;s labour market &mdash; with a strong\n            owner-managed SME sector (Mittelstand), numerous international\n            companies and subsidiaries, and a significant expat community\n            &mdash; produces employment law mandates on both sides. We advise\n            owner-managed SMEs and international subsidiaries on the employer\n            side, and executives, managers, and skilled workers on the employee\n            side.<\/p>\n\n            <h2 id=\"el-how\">How We Advise<\/h2>\n            <p>Employment law questions often arise at critical moments &mdash;\n            when a termination notice is received, when a termination agreement\n            is presented, or when an employment contract is about to be signed.\n            We advise employers and employees at the Hamburg location and\n            Germany-wide on substantive employment law &mdash; in German and\n            English; by prior arrangement also in Russian.<\/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 Association\n              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. A\n            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            <nav>\n              <p class=\"page-toc-sidebar__heading\">Contents<\/p>\n              <ol class=\"page-toc-list\" role=\"list\">\n                <li><a href=\"#el-two\" class=\"page-toc-link\">Two mandates, one firm<\/a><\/li>\n                <li><a href=\"#el-employers\" class=\"page-toc-link\">For employers<\/a><\/li>\n                <li><a href=\"#el-employees\" class=\"page-toc-link\">For employees<\/a><\/li>\n                <li><a href=\"#el-overview\" class=\"page-toc-link\">Topics overview<\/a><\/li>\n                <li><a href=\"#el-immigration\" class=\"page-toc-link\">Employment-immigration interface<\/a><\/li>\n                <li><a href=\"#el-hamburg\" class=\"page-toc-link\">Hamburg base<\/a><\/li>\n              <\/ol>\n            <\/nav>\n          <\/aside>\n\n        <\/div><!-- \/.service-layout -->\n      <\/div><!-- \/.container -->\n    <\/section><!-- \/.service-body -->\n    <section class=\"section-related\" id=\"leistungen\">\n      <div class=\"container\">\n        <h2>Which Topic Fits Your Situation?<\/h2>\n        <div class=\"related-grid\">\n<a href=\"\/en\/employment-law-employers\/\" class=\"related-card\">\n            <span class=\"related-card-topic\">Employers<\/span>\n            <span class=\"related-card-title\">Employment Law for\n              Employers<\/span>\n            <span class=\"related-card-arrow\"><\/span>\n          <\/a>\n          <a href=\"\/en\/employment-law-employees\/\" class=\"related-card\">\n            <span class=\"related-card-topic\">Employees<\/span>\n            <span class=\"related-card-title\">Employment Law for\n              Employees<\/span>\n            <span class=\"related-card-arrow\"><\/span>\n          <\/a>\n          <a href=\"\/en\/termination-protection-germany\/\"\n            class=\"related-card\">\n            <span class=\"related-card-topic\">Termination<\/span>\n            <span class=\"related-card-title\">Termination Protection\n              Germany<\/span>\n            <span class=\"related-card-arrow\"><\/span>\n          <\/a>\n          <a href=\"\/en\/termination-agreement-germany\/\"\n            class=\"related-card\">\n            <span class=\"related-card-topic\">Termination agreement<\/span>\n            <span class=\"related-card-title\">Termination Agreement\n              Germany<\/span>\n            <span class=\"related-card-arrow\"><\/span>\n          <\/a>\n          <a href=\"\/en\/severance-pay-germany\/\" class=\"related-card\">\n            <span class=\"related-card-topic\">Severance<\/span>\n            <span class=\"related-card-title\">Severance Pay Germany<\/span>\n            <span class=\"related-card-arrow\"><\/span>\n          <\/a>\n          <a href=\"\/en\/employ-foreign-skilled-workers\/\" class=\"related-card\">\n            <span class=\"related-card-topic\">International<\/span>\n            <span class=\"related-card-title\">Hiring Foreign Skilled\n              Workers<\/span>\n            <span class=\"related-card-arrow\"><\/span>\n          <\/a>\n          <a href=\"\/en\/employment-contracts-germany\/\" class=\"related-card\">\n            <span class=\"related-card-topic\">Contracts<\/span>\n            <span class=\"related-card-title\">Employment Contracts Germany<\/span>\n            <span class=\"related-card-arrow\"><\/span>\n          <\/a>\n          <a href=\"\/en\/warning-letter-employment\/\" class=\"related-card\">\n            <span class=\"related-card-topic\">Warning letter<\/span>\n            <span class=\"related-card-title\">Warning Letter (Abmahnung) Germany<\/span>\n            <span class=\"related-card-arrow\"><\/span>\n          <\/a>\n        <\/div>\n      <\/div>\n    <\/section>\n\n    <section class=\"faq-section\" aria-labelledby=\"faq-heading-el\">\n      <div class=\"container\">\n        <div class=\"section-label\">FAQ<\/div>\n        <h2 id=\"faq-heading-el\">Frequently Asked Questions &mdash;\n          German Employment Law<\/h2>\n        <ul class=\"faq-list\" role=\"list\">\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              <span>Does termination protection (KSchG) apply to all\n                employees?<\/span>\n              <span class=\"faq-icon\" aria-hidden=\"true\">+<\/span>\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>No. General termination protection under the KSchG applies\n              regularly where the employment has lasted more than six months\n              and the establishment regularly employs more than ten\n              employees, with part-time employees counted pro rata. Below\n              that threshold, general termination protection under the KSchG\n              does not apply &mdash; but that does not mean a termination is\n              automatically effective. Dismissals that violate general civil\n              law principles or discrimination law remain challengeable\n              without the KSchG.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              <span>Can I still negotiate after receiving a termination\n                notice?<\/span>\n              <span class=\"faq-icon\" aria-hidden=\"true\">+<\/span>\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>Yes in most cases. The three-week deadline under\n              &sect;&nbsp;4 KSchG runs from receipt of the written notice,\n              but parallel negotiation on severance or a termination\n              agreement is possible. Negotiations do not stop the\n              three-week court deadline. We recommend not signing any\n              agreement without prior review.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              <span>What does &sect;&nbsp;45c AufenthG mean for employers\n                in practice?<\/span>\n              <span class=\"faq-icon\" aria-hidden=\"true\">+<\/span>\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>Since 1&nbsp;January 2026, certain employers who hire\n              third-country nationals from abroad for work in Germany must\n              inform them in text form about advisory services under\n              &sect;&nbsp;45b AufenthG &mdash; including the &ldquo;Faire\n              Integration&rdquo; programme and the contact details of the\n              nearest advisory centre &mdash; no later than the first day\n              of work. Employers should document compliance. Separately,\n              employers must verify before employment begins whether the\n              residence title permits the specific work and document this\n              for the duration of employment.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              <span>What is the risk of a Sperrzeit after a termination\n                agreement?<\/span>\n              <span class=\"faq-icon\" aria-hidden=\"true\">+<\/span>\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>Signing a termination agreement can trigger a Sperrzeit\n              under &sect;&nbsp;159 SGB&nbsp;III, regularly up to twelve\n              weeks, unless an important reason is recognised. The specific\n              assessment is made by the Agentur f&uuml;r Arbeit. We review\n              termination agreements before signature.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              <span>Can a foreign employee stay in Germany after\n                termination?<\/span>\n              <span class=\"faq-icon\" aria-hidden=\"true\">+<\/span>\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>It depends on the residence permit. The EU Blue Card does\n              not automatically lapse on termination. However, employer\n              changes and periods without employment can trigger\n              notification and assessment obligations under immigration law.\n              The effect differs by permit type and should be checked before\n              signing a termination agreement. We advise on the immigration\n              dimension in parallel with the employment law\n              assessment.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              <span>When is a dismissal protection claim\n                (K&uuml;ndigungsschutzklage) worth filing?<\/span>\n              <span class=\"faq-icon\" aria-hidden=\"true\">+<\/span>\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>Key factors are whether the KSchG applies, the legal\n              strength of the termination grounds, and whether severance\n              negotiation is a realistic alternative. Even where a\n              termination is legally sound, an employer may prefer a\n              negotiated exit over court proceedings. We assess the\n              situation and advise on strategy &mdash; litigation or\n              negotiation.<\/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 Law &mdash; Request\n            Advice<\/h2>\n          <p class=\"cta-body\">Whether you are an employer or an employee,\n          whether the issue is a contract, a termination, a termination\n          agreement, or hiring international staff &mdash; we advise on\n          all three tracks of German employment law.<\/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\": \"LegalService\",\n        \"@id\": \"https:\/\/kaganlegal-germany.com\/en\/employment-law\/#legalservice\",\n        \"name\": \"Kagan Legal\",\n        \"url\": \"https:\/\/kaganlegal-germany.com\/\",\n        \"address\": {\n          \"@type\": \"PostalAddress\",\n          \"streetAddress\": \"Neuer Wall 75\",\n          \"addressLocality\": \"Hamburg\",\n          \"postalCode\": \"20354\",\n          \"addressCountry\": \"DE\"\n        }\n      },\n      {\n        \"@type\": \"Service\",\n        \"@id\": \"https:\/\/kaganlegal-germany.com\/en\/employment-law\/#service\",\n        \"name\": \"German Employment Law\",\n        \"description\": \"German employment law for employers and employees \u2014 contracts, termination protection, warning letters, severance, foreign workforce compliance. 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Below that threshold, general KSchG protection does not apply, but terminations may still be challengeable on other grounds.\"\n            }\n          },\n          {\n            \"@type\": \"Question\",\n            \"name\": \"What does \u00a7 45c AufenthG mean for employers?\",\n            \"acceptedAnswer\": {\n              \"@type\": \"Answer\",\n              \"text\": \"Since 1 January 2026, certain employers hiring third-country nationals from abroad must inform them in text form about advisory services under \u00a7 45b AufenthG no later than the first day of work. Employers should document compliance and verify right-to-work before employment begins.\"\n            }\n          },\n          {\n            \"@type\": \"Question\",\n            \"name\": \"What is the risk of a Sperrzeit after a termination agreement?\",\n            \"acceptedAnswer\": {\n              \"@type\": \"Answer\",\n              \"text\": \"Signing a termination agreement can trigger a Sperrzeit under \u00a7 159 SGB III, regularly up to twelve weeks, unless an important reason is recognised. The Agentur f\u00fcr Arbeit makes the specific assessment.\"\n            }\n          },\n          {\n            \"@type\": \"Question\",\n            \"name\": \"Can a foreign employee stay in Germany after termination?\",\n            \"acceptedAnswer\": {\n              \"@type\": \"Answer\",\n              \"text\": \"It depends on the permit. 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Employment law questions arise at critical moments &mdash; contract signing, termination, or when hiring international staff. We advise on all three tracks: employer-side employment law, employee-side employment law, and the employment-immigration interface for foreign workforce. Request Advice Services &darr; At a Glance [&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-94","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/pages\/94","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=94"}],"version-history":[{"count":0,"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/pages\/94\/revisions"}],"wp:attachment":[{"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/media?parent=94"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}