Termination & protection
Reviewing the validity of terminations and representation before labour courts – for employees and employers alike.
HR decisions made legally watertight and commercially sensible. From the employment contract through to operational change – we cover your back.
Not every problem needs a courtroom. Most questions can be resolved quickly, pragmatically and without escalation – if you choose the right strategy.
If a parting is unavoidable: we structure it so that it is workable for both sides and never reaches the labour court.
Whether for executives, sales or IT – tailored contracts that cleanly cover the pitfalls (non-compete, bonus, home office).
Operational change, social plan, transfer company – we accompany you through change processes without legal handbrakes.
Affected yourself? We review your termination for validity and negotiate market-rate severance for you.
Six focus areas – one standard: legally sound, pragmatic and commercially smart.
Reviewing the validity of terminations and representation before labour courts – for employees and employers alike.
Negotiating and enforcing severance claims – out of court, in settlement or by judgment.
Drafting and reviewing employment contracts, termination agreements and non-compete clauses.
Advisory on works-constitution issues, co-determination rights and occupational safety obligations.
Legal action against bullying, harassment and discrimination at work – discreet and decisive.
Reviewing, correcting and enforcing favourable references – qualified and prompt.
Six clauses that become decisive in a dispute – and need to be drafted cleanly before signing.
Click a clause to see the details.
Six topics that often lead to disputes, back-payments or fines in practice – when not regulated cleanly early on.
Without-reason fixed-term max. 2 years; with-reason fixed-term has high thresholds. Chains of fixed-terms are reviewed critically – in doubt, an open-ended contract exists.
Freelancer contracts with directive-bound work, fixed hours and integration trigger DRV status review – consequence: back-payment of social-security contributions for up to 4 years.
Equal pay after 9 months, max. 18 months posting, licence required for lenders. Violations create deemed employment relationships directly with the hirer.
For hires, transfers and operational changes the works council must be consulted. Violated participation rights make measures void – usually more expensive than constructive dialogue.
Employee monitoring, applicant data, BYOD and video surveillance: GDPR violations are sanctioned with significant fines. Clear policies prevent issues.
The German Whistleblower Protection Act (HinSchG) requires internal reporting channels for companies with 50+ employees. Otherwise: fines up to € 50,000 and reputation risks.
We advise Bavarian mid-sized companies on-site and serve clients from Hamburg to Munich digitally – with the same standards.
Our main office on Ritter-von-Eitzenberger-Straße is the contact point for employers and employees from Bayreuth, Bamberg, Hof, Coburg, Kulmbach and the entire Upper Franconia region. We know the local industries – mechanical engineering, automotive, food, logistics – and represent clients before the labour court Bayreuth in contract matters, restructurings and termination proceedings. More about the Bayreuth office.
From our office on Fürther Straße we are present in the region's economic metropolis. We advise tech, industrial and trading companies from Nuremberg, Fürth, Erlangen, Schwabach, Ansbach and the metropolitan area on employment law – including representation before the labour court Nuremberg. More about the Nuremberg office.
30-minute first call. No commitment, discreet, to the point. You will see immediately how we can move your business forward.