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ARTICLE · 25 SEPTEMBER 2023

Focus On Labour Law 3nd Quarter 2023

Oppenhoff
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Following severe protests against the written form requirement for notifying working conditions, which had only entered into force on 1 August 2022, the legislator has acknowledged these protests...

GermanyEmployment and HR
Anja Dombrowsky
Anja Dombrowsky
Isabel Hexel
Isabel Hexel
Jörn Kuhn
Jörn Kuhn
Kathrin Vossen
Kathrin Vossen
Alexander Willemsen
Alexander Willemsen
Alexandra Groth
Alexandra Groth
Annabelle Marceau
Annabelle Marceau
Cornelia-Cristina Scupra
Cornelia-Cristina Scupra
Johannes Kaesbach
Johannes Kaesbach
+2 more
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Following severe protests against the written form requirement for notifying working conditions, which had only entered into force on 1 August 2022, the legislator has acknowledged these protests and plans to slacken the requirements of the German Act on the Notification of Conditions in the Employment Relationship (Nachweisgesetz, "NachwG") again with the Fourth Bureaucracy Relief Act (Viertes Bürokratieentlastungsgesetz, "BEG IV"). Additionally, it should soon become clear whether there will be an end to the substantial effects of an erroneous mass dismissal notification on the validity of dismissals by the employer; following a high-profile ruling by the ECJ in June 2023, the German Federal Labour Court (Bundesarbeitsgericht, "BAG") will be deciding on this issue before the year is out. You will find this ECJ decision and the latest developments in legislation, along with further important labour court rulings, in this third issue of our Focus on Labour Law.

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