Anyone wishing to give notice of termination must be familiar with the formal requirements that both employer and employee must fulfil. This is because formal errors can quickly lead to a dismissal becoming invalid. This article offers
Dismissal due to illness is a particularly sensitive issue in labour law. Many employees believe that dismissal during illness is generally not permitted - but this is not correct. Under certain
The planned closure of the Continental plant in Stolzenau is causing great uncertainty among employees. As recently as 2023, it was said that no job cuts were planned - now all 110 jobs are to be lost.
On 27 September 2024, numerous employees of Monacor International GmbH in Bremen received their redundancy notices. The reason: a planned plant shutdown at the Bremen site. These compulsory redundancies have left many of those affected
Employment reference must contain the date of termination and not the date of issue The date on which an employment reference is issued must indicate the date on which the employment relationship was legally terminated. However, it does not have to state the
Determining the gross monthly salary for calculating severance pay in accordance with Section 1a KSchG is a complex issue that requires special attention. We have already provided information on severance payments in labour law in an earlier article
Many employees regularly work overtime - either voluntarily or because the company situation requires it. But what if these hours are simply cancelled at the end of the month? Is that permitted? Must
Federal Labour Court: Compensation obligation for changing and showering times On 23 April 2024, the Federal Labour Court (BAG) issued a ruling on compensation for changing, commuting and body cleaning times (case no. 5 AZR 212/23). The case
Abfindung clever versteuern: So holen Sie das Meiste heraus Wenn Sie von Ihrem Arbeitgeber eine Abfindung erhalten, klingt das erst einmal wie ein finanzieller Segen. Doch viele Gekündigte erleben nach
Eine personenbedingte Kündigung liegt vor, wenn der Kündigungsgrund in der Person des Arbeitnehmers selbst liegt – ohne dass dieser ein Fehlverhalten begangen hat. Es geht also um Umstände, die der Arbeitnehmer nicht
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