In the second half of this year there are once again going to be important labour law reforms that will keep HR departments on their toes. The Act on the Implementation of the EU Working Conditions Directive [Gesetz zur Umsetzung der EU-Arbeitsbedingungenrichtlinie] is due to come into force on 1August 2022 and includes numerous amendments to the Act on Proof of Working Conditions Governing an Employment Relationship [Nachweisgesetz, NachwG] and the Act on Part-Time and Fixed-Term Employment [Teilzeit- und Befristungsgesetz, TzBfG]. Furthermore, the Act on Increasing the Protection provided by the Statutory Minimum Wage and on Changes in the Area of Marginal Employment [Gesetz zur Erhöhung des Schutzes durch den gesetzlichen Mindestlohn und zu Änderungen im Bereich der geringfügigen Beschäftigung] is anticipated to enter into force on 1October 2022. Both reforms will cause enormous changes in the area of HR contract management.
We have summarised the most important innovations for you in this Focus on Labour Law. We also report on a multitude of other important decisions of the labour courts of relevance to company HR work.
1.1 Beware of holiday (remuneration) claims!
1.2 Training costs - invalidity of repayment clauses in the event of termination by employee
1.3 Mandatory information in a mass dismissal notice
1.4 Scanned signature and written form requirement in fixed-term contracts
1.5 Receipt of letter of termination: prima facie evidence in case...
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