For employees and employers
When an employment relationship starts, changes, or ends.
Have you received a dismissal notice or a termination agreement, or do you have questions about your employment contract? Lawrence Thiemann, LL.M. and Benjamin Mann advise employees and employers on employment law. We review your documents and discuss your goals, options and next steps.
Discuss your matterYour contacts: Employment law
Attorney-at-law
Lawrence Thiemann advises and represents companies and public figures in press and speech law, copyright and media law, and competition law. His areas of focus include accompanying critical reporting and protecting reputation. He also advises and represents in employment law and data protection law.
To the team profile Book a consultationYour contacts: Employment law
Attorney-at-law
Benjamin Mann advises and represents in corporate law, employment law and tenancy law. In tenancy law, there is a particular focus on commercial leases. He supports companies and shareholders as well as employers, employees, tenants and landlords.
To the team profileAdvice & representation
Employment law depends on the documents and the timeline. What was agreed upon, what was explained and when was a letter received? We organize this information and discuss what outcome you want to achieve. In addition to the legal assessment, we look at the practical situation. Before taking over, we clarify the mandate, remuneration and, if applicable, the role of your legal expenses insurance.
We review the dismissal notice and the circumstances of your employment. Record when and how you received the notice. We discuss the outcome you want to pursue and the steps that may be available.
Advice after a dismissalWe review the complete draft agreement before you sign. We consider the proposed provisions on termination, payments, release from duties and your employment reference together. Tell us which points matter to you and when a decision is expected.
We advise employees and employers on contract clauses, remuneration, warnings and employment references. Describe the specific review or drafting assistance you need. The scope of services, fees and any representation are agreed before we accept the matter.
We support the introduction of internal AI rules and review employment law issues regarding employee data, performance monitoring and any necessary participation.
About the AI guideline for companies at SARAFI.ITRECHTSpecific enquiries
Employees and employers
We review the dismissal and employment relationship using your documents. Tell us when the notice arrived, any known deadlines and your objective so we can clarify representation and the next steps.
Request a dismissal assessmentWe examine the full draft, including payments, release from duties and the employment reference. You can also discuss specific negotiation objectives or your wish to continue the employment relationship.
Enquire about a termination agreementThe first request
First, briefly describe the facts. We will coordinate with you how to submit further documents.
Working with us
Before the assignment, we agree on the scope of services and remuneration. When taking over, we will name your legal contact person.
They describe the facts, the parties involved and known deadlines.
We agree on performance and compensation and name your contact person.
The responsible lawyer will check your documents and coordinate the procedure with you.
Employment law
In addition to the letter of termination, we also need the employment contract and the exact date of receipt. Describe the start and course of the employment relationship as well as your desired goal. Explicitly point out known dates.
Yes First, submit the complete draft and explain the initial situation. We will clarify the possible takeover, the scope of the audit and whether the desired processing deadline can be met.
Tell us whether insurance exists and whether a coverage request has already been made. Insurance coverage and remuneration are clarified for the specific mandate; no assumption of costs is required.
Yes. Lawrence Thiemann, LL.M. and Benjamin Mann are your contacts for employment law. Describe your role and the specific issue. We establish whether we can take on the matter and the appropriate scope of services.
SARAFI.LABOR LAW
Germany’s Federal Labour Court upheld a pregnancy counsellor’s challenge to dismissal. The specific duties, comparable roles and religious requirements are decisive.
Still have leave left, but HR points to 31 December? When employer notices matter and why different time limits apply after employment ends.
Dismissed before finding out you were pregnant? When a late dismissal claim may still be admitted under German law, and why notifying the employer and applying to the court are separate steps.
A settlement ends the dispute over a job. Outstanding statutory leave does not always disappear with it. The timing of the agreement, leave actually taken and the wording of the clause are crucial.
SARAFI.LABOR LAW
Briefly describe your case and known deadlines. We clarify the takeover, the scope of services and the remuneration.
English translation of our German website. Statutory references concern German or EU law. The German original remains available through the language selector.