Dismissal and separation
Review of dismissals, preparation of claims, and negotiation of severance, release, references and exit terms.
Services
Employment and service contracts, termination agreements, dismissal protection and fixed-term disputes
Employment law for employees, managing directors and employers.
Employment law is one of the firm’s core areas. We advise and represent employees, works councils, senior staff, managing directors and employers both out of court and in court on all key employment-law questions.
01 Employment and service contracts, including managing-director appointments
02 Termination agreements, dismissal protection and release from duties
03 Fixed-term disputes, remuneration, warnings and ongoing advice
Employment law
Where we step in
The work does not start with standard letters, but with a precise view of risk, leverage and the real objective.
Contracts and remuneration
Review and drafting of employment and service agreements, bonus structures, non-compete clauses and managing-director contracts.
Conflicts during ongoing employment
Support in matters involving warnings, transfers, discrimination, unpaid salary, works-council issues and internal escalation.
Employment law
Typical situations
Most mandates arise where a document must be signed, challenged or litigated quickly.
A dismissal has been received and the deadline for a claim must be checked
A termination agreement and severance offer need to be assessed
A managing-director separation or removal from office must be handled
Bonus, salary or another payment claim needs to be enforced
A warning, transfer or conflict with management must be evaluated
A strategic position is needed in matters involving a works council
Process
How the mandate is handled
- 1 Documents and deadlines are reviewed immediately so that no procedural ground is lost.
- 2 You then receive a realistic assessment of prospects, severance room, costs and negotiation leverage.
- 3 After that we decide whether the right path is negotiation, defence, active enforcement or litigation.
- 4 Further work is carried out directly, quickly and with a focus on an economically sensible result.
Employment law
Frequent employment-law questions
These are the points that are usually clarified first in an initial employment-law review.
How much time do I have after receiving a dismissal?
In Germany, a dismissal protection claim normally has to be filed within three weeks from receipt of the dismissal. Waiting longer often means giving up procedural leverage.
Should I sign a termination agreement immediately?
Usually not. Severance, release, wording of the reference, non-compete clauses and social-security implications should be checked before anything is signed.
Do you also represent managing directors and senior staff?
Yes. The firm also advises managing directors, senior executives and separation scenarios where corporate role, service contract and economic exposure overlap.
Which documents are useful before the first consultation?
An employment or service contract, the dismissal letter, addenda, warnings, bonus terms and the key correspondence are usually enough to assess deadlines, leverage and risk quickly.
Documents
Useful starting documents
Employment contracts, dismissal letters, addenda and key e-mails help us assess the situation immediately.
Contact
An employment issue on the table?
In employment matters, an early review of documents, deadlines and leverage often prevents the biggest damage.
- +49 (0)30 206785210
- kanzlei@jablukov.de
- Meetings in the office, by phone or online by arrangement.