Attorney-at-Law Maria Svetlova

Employment Law in Düsseldorf – Nationwide Legal Representation in Germany

Expert legal advice. Personal support. Modern legal services.

Our law firm in Düsseldorf advises and represents employees, employers and executives in all matters relating to employment law.

We represent clients not only in Düsseldorf and North Rhine-Westphalia, but throughout Germany, provided that nationwide representation is legally possible and appropriate in the specific proceedings.

Thanks to modern communication and working methods, legal advice and client support can be provided efficiently beyond the geographical location of our law firm.

Employment Law Is Often Time-Sensitive

A dismissal, formal warning or termination agreement can have significant legal and personal consequences.

That is why we recommend seeking legal advice at an early stage. We assess your individual situation and explain the legal options available to you.

Our Key Areas of Practice

Dismissal & Protection Against Unfair Dismissal

Review of dismissals and advice on possible further legal steps.

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Formal Warnings

Legal review and assessment of formal warnings, as well as advice and representation for employees and employers.

Employment References

Review and preparation of employment references and enforcement of legal claims relating to employment references.

Termination Agreements

Review and negotiation of termination agreements, including advice on their potential legal and financial consequences.

Severance Pay

Advice on severance payments in connection with dismissals and the termination of employment relationships.

Employment Contracts

Review and drafting of employment contracts, as well as advice on amendments to existing employment relationships.

Transfers & Changes Within the Company

Legal advice on changes to duties, positions, remuneration, working hours or place of work.

Employment Law for Employers

Support with employment-law decisions, contract drafting, personnel measures and workplace disputes.

Dismissal & Protection Against Unfair Dismissal

Have you received a dismissal? Have your legal rights reviewed promptly.

Receiving a dismissal can come unexpectedly and may have significant personal and financial consequences. Whether a dismissal is legally effective and what options are available depends on the individual circumstances of each case.

Have your dismissal reviewed by a lawyer

After receiving a dismissal, a number of important questions often arise:

Is the dismissal legally effective?
Was the correct notice period observed?
Are the legal requirements for the dismissal satisfied?
Can a claim for protection against unfair dismissal be filed?
Is continued employment possible?
Could severance pay be considered?
What claims remain outstanding under the employment relationship?
What are the legal implications of being placed on garden leave or being released from work?
What needs to be considered in cases of redundancy, dismissal for personal reasons or dismissal for conduct-related reasons?

We review the dismissal and the circumstances surrounding it and discuss the possible next steps with you.

Observe the three-week deadline

If you wish to challenge a dismissal, acting promptly is particularly important.

Under Section 4 of the German Protection Against Unfair Dismissal Act (KSchG), a claim challenging a dismissal generally must be filed with the competent labour court within three weeks of receiving the written dismissal.

If this deadline is missed, the dismissal may generally be deemed legally effective from the outset.

For this reason, you should seek legal advice as soon as possible after receiving a dismissal.

What types of dismissal are there?

Dismissal for operational reasons / redundancy

An operational dismissal may be issued where urgent business-related requirements prevent the employee from continuing to be employed.

Depending on the circumstances, matters such as the employer's business decision, the elimination of the position and the required social selection process may be relevant.

Dismissal for personal reasons

A dismissal for personal reasons may be based on certain personal circumstances relating to the employee.

Whether the legal requirements for such a dismissal are actually satisfied must be assessed on the basis of the individual circumstances.

Dismissal for conduct-related reasons

A conduct-related dismissal generally concerns a breach of contractual employment obligations.

A prior warning may play an important role. Whether the dismissal can withstand legal scrutiny depends on the circumstances of the individual case.

Extraordinary / summary dismissal

An extraordinary or summary dismissal may terminate the employment relationship without observing the ordinary notice period.

Strict legal requirements apply to such dismissals. They should therefore be reviewed by a lawyer without delay.

Dismissal by the employer

Employers should also prepare and implement dismissals carefully.

We advise employers on matters including:

ordinary dismissals
extraordinary / summary dismissals
redundancies
conduct-related dismissals
dismissals for personal reasons
dismissals during the probationary period
changes to employment terms through a dismissal (Änderungskündigung)
termination of employment relationships with executives

Our aim is to identify legal risks at an early stage and determine an appropriate course of action based on the individual situation.

Severance pay following dismissal

Severance pay is not automatically payable in every dismissal case.

In certain circumstances, however, severance may form part of a settlement or court proceedings.

We advise you on the legal options available and assist you in negotiations concerning an amicable termination of the employment relationship.

Frequently Asked Questions

How quickly do I need to act after receiving a dismissal?

The three-week deadline for filing a claim against a dismissal can be decisive. You should therefore have the dismissal reviewed as soon as possible after receiving it.

Do I have to sign a dismissal?

Receiving a dismissal and its legal effectiveness are two different matters. In principle, a dismissal does not become legally effective simply because the employee signs it.

Am I automatically entitled to severance pay?

No. There is no general entitlement to severance pay in every dismissal case. Whether severance can be considered depends on the circumstances of the individual case.

Can I continue working despite having received a dismissal?

This depends, among other things, on whether you have been released from your duties and how the employment relationship is legally treated. The individual circumstances should be reviewed.

Personal Advice in Düsseldorf. Digital and Nationwide.

Our law firm is based in Düsseldorf. Clients from throughout North Rhine-Westphalia and across Germany can benefit from our legal advice.

Modern communication tools allow us to provide both personal and digital consultations, regardless of the client's place of residence or the location of their business.

We handle employment-law matters and court proceedings throughout Germany, provided that nationwide representation is legally possible and appropriate in the individual case.

Three Languages – Personal Legal Advice

Depending on your needs, our law firm provides communication and legal advice in German · English · Russian.

We aim to provide clients with an international background with clear, accessible and personal legal support.

Do You Have an Employment Law Question?

Whether you are dealing with a dismissal, formal warning, employment reference, termination agreement or a change within your company: