Employment Law.Clear, swift and focused on what matters.
We support employees, employers and works councils – in dismissals, termination agreements and all matters of workplace co-determination.
On both sidesof the employment relationship.
Employment law is one of the most dynamic and emotionally charged areas of law – often touching on livelihoods, daily work and the trust between employer and employee. KBS Legal supports you on both sides of the employment relationship: clearly, swiftly and with a focus on what truly matters.
Deadlines in employment law are short: a dismissal can only be challenged in court within three weeks. Contact us early – the initial assessment is free of charge.
How we cansupport you.
Unfair Dismissal Claim
A dismissal often comes without warning – and the deadline to file a claim is only three weeks. We immediately assess whether the dismissal is formally and substantively valid, whether special dismissal protection applies (e.g. pregnancy, severe disability or works council membership) and which strategy promises the best outcome. Whether an out-of-court settlement on severance or a determined claim before the labour court – we enforce your interests.
- Immediate review of the dismissal's validity
- Timely filing of the claim
- Representation before the labour court
- Negotiation of severance payments
Termination Agreement
When the employer presents a termination agreement, one is often under pressure – and the terms are frequently improvable. We carefully analyse every contract: severance amount, garden leave, reference letter, non-compete clauses and the impact on unemployment benefit. Our aim is always to achieve the best possible outcome for you – above all with clear negotiating strength.
- Review of all contractual clauses
- Negotiation of the severance amount
- Securing unemployment benefit entitlement
- Reference letter wording & garden leave
Works Council
Establishing a works council is an important step towards employee participation in a company. We support employees in initiating and conducting works council elections and ensure that the process is carried out in full compliance with the law. We also advise and represent existing works councils on all matters relating to their activities – from exercising co-determination rights and negotiating works agreements to representing them in disputes with the employer.
- Advice and support during works council elections
- Legally compliant conduct of the election process
- Advice on co-determination rights
- Negotiation of works agreements
- Representation vis-à-vis the employer
Personallythere for you.
Employment lawbriefly explained.
Dismissal is a significant event – and the right response in the first few days is crucial. The key points: First, there is a claim deadline of only three weeks from receipt of the dismissal. Anyone who misses this deadline generally loses the right to challenge it. Second, you should not sign any agreements presented by the employer immediately after dismissal – whether a termination agreement or a so-called turbo clause. Such documents frequently contain clauses that lead to significant disadvantages with the social authorities, in particular a blocking period for unemployment benefit of up to twelve weeks. Have the situation reviewed by a lawyer immediately before taking any action.
A termination agreement should never be signed without legal review – even if the employer applies time pressure. The most common pitfalls: the severance amount is often too low and can in many cases be renegotiated. If the contract provides for a mutual termination, a blocking period of up to twelve weeks may apply to unemployment benefit. Non-compete clauses and unfavourable reference provisions can burden your professional future. Garden leave and holiday compensation are frequently arranged to the employee's disadvantage. We carefully analyse every contract, explain the risks and negotiate the best possible terms on your behalf – covering severance, reference letter, garden leave and transitional arrangements.
The first consultation with us is generally free of charge and non-binding. We take the time to understand your situation and provide an initial legal assessment – at no risk to you. Following the initial assessment, we will openly discuss the next steps and the associated costs, so that you have full transparency from the outset.
Dismissed or offered a termination agreement?Let us talk about your case.
Call or write to us – we will get back to you as soon as possible, usually within 1–2 working days.