An interim reference provides the employee with information about their current activity, their own qualifications and their social conduct in the company. In this respect, it corresponds to the normal employer's reference, which can regularly be requested by the employer upon termination of the employment relationship in accordance with Section 106 GewO. The only difference is that the employment relationship continues even after the reference has been issued. For
The new EU Pay Transparency Directive (Directive (EU) 2023/970) aims to reduce pay gaps between men and women and promote fair pay structures. From 2026 at the latest, companies in Germany will have to be much more transparent about how salaries are calculated and how remuneration develops. Employees will have significantly greater rights to information, while employers will have to fulfill new obligations and reporting requirements. New rights for
A death in the family brings with it not only emotional stress but also many organizational and legal questions - for example: How many days are you entitled to on the workplace side? Does the employer have to grant paid leave? Which degrees of kinship play a role? In the following, the law firm Haas und Kollegen GmbH explains the most important aspects of special leave in the event of death
In its ruling of October 23, 2025 (Ref. 8 AZR 300/24), the Federal Labour Court (BAG) clarified that a single colleague with a higher salary can be sufficient as a benchmark in the context of equal pay/equal pay law. This decision has considerable practical significance - both for employers and employees. In the following, we explain the decision and what is important
In its judgment of 30.05.2025 (case no. 10 GLa 337/25), the Hessian Higher Labor Court made important clarifications regarding the protection of whistleblowers in the employment relationship. Facts The plaintiff in the injunction proceedings objected to measures that disadvantaged her as a whistleblower vis-à-vis her employer. The issue in dispute was whether the claim for injunctive relief of a whistleblower could already be enforced by way of a preliminary injunction.
Many employees are familiar with the problem - although they are prepared to work their contractually agreed hours, they end up with minus hours. These can arise for a variety of reasons that are the responsibility of either the employer or the employee. But how do you deal with minus hours? What is the employer allowed to do? What rights does the employee have? We
