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Saskia MacLaughlin

Author's details

Name: Saskia MacLaughlin
Date registered: December 23, 2013

Latest posts

  1. A1-form required for business trips abroad – significant fines may apply — April 15, 2019
  2. Penalty clause unenforceable where non-compete obligation is invalid — August 14, 2017
  3. Shortened notice period during probationary period requires clear language — April 18, 2017
  4. The objective suitability of an applicant is no condition for discrimination — December 12, 2016
  5. The works council has no right to a separate internet or telephone connection — April 29, 2016

Author's posts listings

A1-form required for business trips abroad – significant fines may apply

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A1-form, Business trips

April 15, 2019

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From January 2019, employees will now generally need to carry an A1 form whenever they are normally working in, or posted to, other EEA countries in order to avoid liability for social security contributions and potential fines. In general, an employee pays social security contributions to the country they are working in. However, employees from …

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Penalty clause unenforceable where non-compete obligation is invalid

Categories:

Employment contract, Post-contractual non-compete

August 14, 2017

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If a post-contractual non-compete obligation is invalid and therefore non-binding, a penalty clause intended to protect this clause is unenforceable (judgment of the Solingen labour court dated 20 June 2017, docket number 3 Ca 153/17). The employee worked for a travel agent and had mainly sold cruises. The employee’s contract included a post-contractual non-compete obligation …

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Shortened notice period during probationary period requires clear language

Categories:

Dismissal, Probationary period

April 18, 2017

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German law allows a short notice period of two weeks during a probationary period, which can be agreed for up to six months. However, if the employment contract generally provides for a longer notice period, without making clear that this longer notice period only applies after the end of the probationary period, that longer notice …

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The objective suitability of an applicant is no condition for discrimination

Categories:

Damages, Discrimination, Equal Treatment

December 12, 2016

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The Federal Labor Court (Bundesarbeitsgericht) decided on 19 May 2016 (docket no. 8 AZR 470/14) that an applicant, who is not objectively suitable for the advertised position, is nevertheless in a comparable situation or comparable position within the meaning of sec. 3 para. 1 and 2 of the General Equal Treatment Act (Allgemeines Gleichbehandlungsgesetz – …

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The works council has no right to a separate internet or telephone connection

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Works Council

April 29, 2016

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The parties – a company and its five-member works council – were is dispute about a separate telephone and internet connection for the works council, alternatively about unlimited internet access. On 20 April 2016 (docket number: 7 ABR 50/14) the Federal Labour Court (BAG) decided that the employer is not obliged to provide an internet …

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Employer does not need allow strike action on her own premises

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Uncategorized

April 19, 2016

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On the 7 April the Labour Court (ArbG) Berlin (docket no.: 41 Ca 15029/15) prohibited the trade union ver.di from undertaking strike action on the employer’s premises.   In the relevant case ver.di planned to undertake strike action on the employer’s carpark arguing that in view of the circumstances at the relevant work site as well …

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Different principles for different payments

Categories:

Benefits, Bonus Payments, Equal Treatment, Site closure, Termination

December 28, 2015

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On 8 December 2015 the Federal Labour Court (Bundesarbeitsgericht, BAG, docket number: 1 AZR 595/14) ruled that it is permissible to limit severance payment entitlements in a social plan (Sozialplan) to employees who are facing unemployment as a result of the termination. In contrast to this, a bonus payment in exchange for a waiver to …

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Documentation obligations for minimum wage employers reduced

Categories:

Minimum Wage

August 17, 2015

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With effect from 1 August 2015 the Regulation on Minimum Wage Documentation (Mindestlohndokumentationspflichtenverordnung) was amended by the Federal Ministry for Labor and Social Affairs. Since the Minimum Wage Act (Mindestlohngesetz) came into effect on 1 January 2015 a documentation requirement was imposed on employers which employ low-paid employees (earning a maximum monthly salary of EUR …

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Roundup on the New Minimum Wage

Categories:

Dismissal, Employment contract, Legislation, Minimum Wage

May 8, 2015

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Since the nationwide statutory minimum wage of EUR 8.50 per working hour entered into force on January 1, 2015, court cases dealing with minimum wage issues are slowly starting to trickle in. Here we present two new decisions on this topic. The Berlin Labour Court (Arbeitsgericht Berlin, ArbG) recently held that the dismissal of employees …

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Too short a notice period will not render a termination null and void

Categories:

Dismissal, Employment contract, Standard contractual terms and conditions of employment, Termination

April 14, 2015

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Even if an employment contract invalidly provides for a notice period of two days and the employer subsequently issues a termination with a two-day notice period, this will not render a termination null and void. The Hamm Higher Regional Labour Court (Landesarbeitsgericht, LAG) was called to rule on the validity of a termination in the …

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