Category: Arbeitsrecht

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

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.

(Baden-Württemberg Higher Labor Court, judgment of 14.01.2025 - Ref. 15 Sa 22/24) The Baden-Württemberg Higher Labor Court (LAG) has ruled: A dismissal due to illness is invalid if the company integration management (BEM) was carried out incorrectly. Employers bear full responsibility - even if an external service provider takes over the process. What was the case about? An employee had been off work for a long