1 - 10 of 343 Entries in business matter “#Special regulations for working hours”

Protection against dismissal protects you as an employee after 6 months of uninterrupted work against unjustified and/or disproportionately short-term dismissal by the employer.

For example, employees may be subject to a protection period of up to seven months, depending on their length of employment. Furthermore, dismissals should be prevented that are not pronounced because of the behavior of the employee or for operational reasons.

Special protection against dismissal applies to expectant mothers and severely disabled persons .

The special protection against dismissal for expectant mothers begins with the notification of their pregnancy to the employer. This means that the prohibition of dismissal only applies if the employer was aware of the pregnancy at the time of the dismissal or if it is communicated to him within two weeks of receipt of the dismissal.

The special protection against dismissal of the law on severely disabled persons applies to severely disabled persons and persons treated as such. Employers are obliged to obtain the consent of the Integration Office of the State Administration Office before giving notice of termination. The decision is preceded by the examination of whether a business-economically meaningful continued employment is also possible with the use of advisory, technical and financial assistance.

If you are a foreign employer that employs staff in Germany, you must give notification of this through the Minimum Wage Notification Portal. The same applies if you are a German employer employing foreign temporary workers.

Planen Sie längere Nachtarbeitszeiten für Ihre Beschäftigten? Dann können Sie diese unterbestimmten Voraussetzungen bei dem örtlich zuständigen Amt für Arbeitsschutz bewilligen lassen.

Arbeitgeber müssen eine Ausgleichsabgabe leisten, wenn Sie nicht genügend schwerbehinderte Menschen beschäftigen.