Constance Law Kanzlei Dominik Unger • Spezialisierter Anwalt für Arbeitsrecht

German Employment Law Counsel for US & UK Employers

Specialized German Labor and Employment Law advisory dedicated to US technology enterprises, London law firms, UK scale-ups, and German corporate groups. Led by Dominik Unger, Spezialisierter Anwalt für Arbeitsrecht (Specialized German Employment Lawyer).

SLA Turnaround: 24–48 Hours
Direct WhatsApp / UK Desk: +44 7383 348516
Direct Office (Germany): +49 (0)7531 / 12 82 89 0
Billing: Fixed-Fee & Retainers in GBP, USD, EUR

Core Legal Practice Areas

1. The 10-Employee Threshold (KSchG)

Under Section 23 of the German Dismissal Protection Act, crossing 10 full-time equivalent employees introduces mandatory statutory dismissal protection. We structure headcount, part-time weighting, and workforce strategies to mitigate long-term liability.

2. Mutual Separation Agreements (Aufhebungsvertrag)

Drafting bulletproof separation agreements compliant with Section 623 BGB wet-ink signature mandates. Strategic severance calculation (0.5 to 1.5 multiplier formulas) and avoidance of employee unemployment blocking periods (Sperrzeit § 159 SGB III).

3. Performance Management & Low-Performer Exits

Dismissing underperforming employees in Germany requires verifiable evidence, structured Performance Improvement Plans (PIPs), and precise formal warning letters (Abmahnung) to withstand Labor Court scrutiny.

4. Works Councils (Betriebsräte & BetrVG)

Navigating statutory co-determination under Section 87 BetrVG. Negotiating Works Agreements for enterprise software rollouts (Slack, Microsoft 365, Teams, Jira, GitHub), working hours, and pre-dismissal consultations (§ 102 BetrVG).

5. Bilingual Employment Contracts (DE/EN)

Drafting watertight dual-language agreements strictly compliant with German Standard Terms Law (§§ 305 ff. BGB), enforceable overtime caps, and valid post-contractual non-competes with statutory compensation (Karenzentschädigung § 74 HGB).

6. Remote Contractors & False Self-Employment

Mitigating Deutsche Rentenversicherung (DRV) social security audit exposure, Status Determination Procedures (§ 7a SGB IV), and back-tax liabilities for independent contractors integrated into international agile teams.

Knowledge Center & Specialized Legal Guides

In-depth statutory analyses and strategic guidebooks for Managing Directors, General Counsels, and People Leaders:

Attorney Profile: Dominik Unger

Dominik Unger is a specialized German employment lawyer (Spezialisierter Anwalt für Arbeitsrecht) with over a decade of experience representing international corporations, venture-backed tech scale-ups, London law firms, and domestic German enterprises.

Admitted to the German Bar (Rechtsanwaltskammer Freiburg). Fluent in English and German.

Frequently Asked Questions (FAQ)

How does German employment law differ for US & UK companies?
Unlike US 'at-will' employment or UK redundancy frameworks, German employment law provides strong statutory dismissal protection under the KSchG once an employer has more than 10 employees. Terminations require legally recognized grounds, wet-ink physical signatures (Section 623 BGB), and strict formal procedures.
Can US and UK companies use their standard international employment templates?
No. Standard US or UK employment agreements containing unilateral variation clauses or blanket overtime waivers are regularly declared null and void under German Standard Terms Law (§§ 305 ff. BGB). Enforceable contracts require dual-language (DE/EN) drafting and compliant post-contractual non-compete clauses.
When does the German Dismissal Protection Act (KSchG) apply and how is the 10-employee threshold calculated?
The KSchG applies once an employer regularly employs more than 10.0 full-time equivalent employees (FTE) and an employee has worked for longer than 6 months. Part-time employees are weighted: up to 20 hrs/week = 0.5 FTE; up to 30 hrs/week = 0.75 FTE; over 30 hrs/week = 1.0 FTE.
Can termination notices or mutual separation agreements be signed digitally via DocuSign or email?
Under Section 623 of the German Civil Code (BGB), notice of termination and mutual separation agreements (Aufhebungsvertrag) strictly require wet-ink handwritten signatures on physical paper. Digital signatures (DocuSign, Adobe Sign, email) are 100% legally void.
Is severance pay mandatory under German law and how is it calculated?
There is no statutory default right to severance upon dismissal. However, because court litigation carries high employer back-pay risk (Annahmeverzugslohn), over 80% of employment disputes settle via severance agreements. The standard formula is 0.5 gross monthly salaries per year of service (ranging between 0.25 and 1.5+ multipliers).

Direct Contact & Confidential Case Review

Office: Constance Law (Kanzlei Dominik Unger • Bürogemeinschaft Rohrer & Kollegen), Untere Laube 29, 78462 Konstanz, Germany

Phone (DE): +49 (0)7531 / 12 82 89 0 • UK Desk / WhatsApp: +44 7383 348516

Email: info@constance-law.com