Clarity when things get difficult at work.
Termination, conflicts, or questions regarding your employment relationship.
We help employees and employers navigate legal requirements with confidence.
Employment protection
that works.
A termination often comes as a surprise. When it does, acting quickly is what counts.
We will evaluate your chances of success and advise you on warnings, severance agreements, and potential settlement packages.
You will receive a clear assessment and support for your next steps.
Three key areas of employment law
Employment law has many facets.
Here are the most common concerns.
Protection against dismissal & severance
We assess whether a termination is valid and what options are available to challenge it. This includes unfair dismissal lawsuits, evaluating formal warnings, and negotiating severance packages or termination agreements.
Typical topics
Dismissal review
Unfair dismissal claim
Termination agreement review
Negotiating severance
Special dismissal protection
Understanding and drafting employment contracts
Employment contracts govern rights and obligations in the workplace. We review existing contracts, assist with contract negotiations, and help identify unclear or problematic provisions.
Typical topics
Termination agreements
Employment contract review
Fixed-term contracts
Non-compete clauses
Contract amendments
Enforcing employment claims
Outstanding claims should be reviewed and asserted at an early stage. We provide support in legally enforcing legitimate claims and resolving conflicts within the employment relationship.
Typical topics
Bonus and commission claims
Employment reference
Holiday entitlement
Overtime pay
Unpaid wages
Clear services.
Clear costs.
We will find a solution that fits your situation.
What my clients say
"I can highly recommend Andreas as a lawyer"
"I am very grateful that Andreas took on my case. He is extremely competent and provided me with empathetic yet pragmatic advice in my complex situation. I would particularly like to highlight that he always took the time to listen carefully and consistently sought the best solutions. The result speaks for itself. I can highly recommend him as a lawyer."
What you should know now.
The most important answers regarding labor law and my services
The specific notice period depends largely on the length of your employment. Longer periods may be stipulated in your employment contract. In the event of termination, I will quickly check which deadlines apply and when you need to act.
A formal warning is a red flag. It documents misconduct and can later serve as grounds for termination. Not every warning is justified. I will review whether and how you should take action against it.
Costs depend on how far the case proceeds and who is responsible for them. If it leads to an unfair dismissal lawsuit, I charge according to the statutory fee schedule (RVG). The decisive factor here is, among other things, your gross salary. An initial assessment is free of charge. Many proceedings are covered by legal expenses insurance. Where possible, I work with clear flat rates, or on an hourly basis if preferred. We will clarify which solution is appropriate and what costs may arise transparently in advance.
Yes, if overtime has been worked and not paid, you may have a claim. It is important to act early and document your hours. I will review your situation and support you in enforcing your rights.
Yes, if a dismissal is formally incorrect or not socially justified. It is important to note the three-week deadline from the receipt of the dismissal notice. I will quickly assess whether filing an unfair dismissal lawsuit is advisable.
Bullying should be taken seriously. Document incidents as precisely as possible and speak with your employer or the HR department. I will advise you on your rights and potential legal steps.
A dismissal can be invalid if it is not socially justified or violates protection against dismissal regulations. Formal errors can also play a role. Whether this applies depends on the specific case and must be carefully examined.
In the first instance, proceedings before the labor court usually take two to four months. In many cases, however, an agreement is reached beforehand. An appeal can prolong the process. I will keep you updated throughout the entire process.
There is only a statutory right to severance pay in specific cases. In practice, however, severance packages are often negotiated as part of unfair dismissal proceedings or severance agreements.
Being ill does not automatically provide protection against dismissal. However, in certain cases, such as severe disability, pregnancy, or parental leave, special protection against dismissal applies. Whether a termination is effective depends on the individual case.
Still have questions?
Contact me directly for a personal consultation
Get clarity on your employment situation now.
Get an assessment of your situation and find out which steps make sense.