Employment & Pensions

Arbeitsrecht

The dynamics of globalised markets and progressing digitalisation require companies to make constant changes: structural reorganisations achieved by transactions, restructuring, outsourcing and other organisational measures intended to ensure scope for entrepreneurial action, such as optimising cost structures by flexibly assigning employees (including temporary workers). Only companies that are responsive to change will remain competitive in the long term and be in a position to take advantage of opportunities on the market. The increasing digitalisation of the world of work calls for innovative and precise structuring of employment relationships. Mobile and/or virtual workstations and shifts toward cloud environments have to be designed to be flexible and at the same time provide secure protection of data and know-how.

Effective personnel management is another important factor determining whether companies are successful: modern working-time models, appropriate incentive systems or compliance handbooks – tailoring these to the specific needs of the company helps avoid risks and unnecessary costs. Apart from this, employment law reforms and the case law of the German Federal Labour Court naturally create a continual need to update. Some of the latest examples include the increase in the minimum wage, new legislation on the use of temporary agency workers or reforms to contracts for work and services.

As a rule, unions and employee representatives and/or works constitution bodies cannot simply be ignored where these subjects are concerned. This means that negotiating skills are called for. If an employment law dispute turns out to be unavoidable, our experienced litigators are able to effectively reduce the pressure on companies.