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Employment Law
An employment relationship is what the contract and the payroll say.
Acting for employees and employers, we build the written ground of the employment relationship and conduct its disputes — from drafting employment contracts to termination, from severance and notice pay to reinstatement.
Scope
- Drafting employment contracts and workplace regulations
- Severance pay, notice pay and overtime claims
- Reinstatement actions
- Compensation for occupational accidents and diseases
- Managing termination procedures
Process
- 01DocumentsThe contract, payroll and social security (SGK) records are reviewed.
- 02CalculationThe heads of claim are identified and calculated.
- 03MediationThe mediation sessions that are a precondition of suit.
- 04ActionProceedings before the labour court.
- 05AppealsRegional appeal and cassation review.
Frequently recorded questions
The answers below are general information; your specific matter requires a consultation.
Is mediation mandatory before an employment lawsuit?
For employee or employer claims and compensation based on the law or on an individual or collective employment contract, and for reinstatement claims, prior mediation is a statutory precondition of filing suit (Labour Courts Law No. 7036, Article 3).
What is the deadline to seek reinstatement?
Mediation must be applied for within one month of service of the notice of termination; if no agreement is reached, suit may be filed within two weeks of the final mediation report (Labour Law No. 4857, Article 20).
How long must one work to be entitled to severance pay?
At least one year with the same employer, with the employment contract ending on one of the grounds listed in the law (Law No. 1475, Article 14).
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