Parties entering into an employment contract may agree to a probationary period of up to six months. During the trial period, the legal notice is two weeks. […] For more information on German labour law and employment contracts, please contact the […] Often, both parties are reluctant to say exactly what they need, what they want and wait when developing employment contracts. Instead, they work with typical contracts that can cover the basics of a professional relationship, but are not very sophisticated and can become responsibilities in the event of litigation. Model contracts should therefore only be used in custom contracts tailored to the needs of both parties. The fixed-term contract must also be based on a motivation that includes reasons such as the temporary requirement for a certain type of work or the replacement of an absent worker. However, a fixed-term contract may be legal, even without justification, if it falls under the exception that the contract is valid for a limited period of up to two years. The initially agreed temporary period can be extended up to three times if the extensions do not exceed two years in total. However, these fixed-term contracts cannot be entered into with workers already employed by the same employer. In Germany, there are different types of employment contracts.
Indeterminate contracts are by far the most common. The distinction must be made between the lease and the taker and the lease agreement between the two companies concerned. Employees are “rented” when they are fully integrated into the other company and do not continue to work alone for their employer. In companies with more than ten employees, any worker whose contract has been terminated can take legal action before the labour tribunal within three weeks of receiving the dismissal for violating the principles of German labour law. The termination of a employment relationship for business reasons or the personal circumstances of the workers is permitted. Workers are not entitled to compensation. When an applicant has to answer admissible questions, the employer may terminate the employment contract for deception. As a general rule, the employment contract is concluded indefinitely. However, employers and workers may enter into a fixed-term contract. If the worker wishes to invoke the ineffectiveness of the statute of limitations, he must take legal action within three weeks of the end of the employment contract. You found a job, you succeeded through interviews and you received an offer! But before you can work in Germany, you must make an employment contract with your new employer to confirm the details of your role. An important part of each employment contract is compensation.
Does the company pay extras or bonuses in addition to the regular salary at Christmas or on weekends? When does the company pay the employee – for example at the end or the beginning of the month? As a general rule, gross compensation is indicated in the employment contract. Some amounts are deducted for taxes and social contributions, such as health insurance, dependency insurance, pension contributions and unemployment insurance.