Disagreements that follow from the termination of an employment contract are increasingly ending up before employment courts. It is becoming ever more difficult to opt for the usual settlement package, since the end of the working relationship often leads to a lengthy period of unemployment. That is why it is essential to get a clear prognosis of the validity of a contractual termination. Problems frequently occur if termination is not preceded by a warning as this is a condition for validity in certain cases:
Termination for business reasons
Termination for personal reasons
Termination due to misconduct
Groups of people with special employment protection and assent procedures for the termination of contracts for these groups
Employment protection regulations concerning wages
An amicable end to an employment contract is often the least risky solution for the employer. Extensive knowledge of the social security and tax consequences will help you to put together sensible packages when terminating an employment contract.
