Employment law for employers: representation before the labour courts

Representing employers in labour court proceedings

An unfair dismissal claim, a pay dispute or other claims arising from employment call for a clear strategy. Together, we review the facts, available documents and legal arguments. On this basis, I prepare your case and represent your interests before the labour court.

At the outset, we also clarify the outcome you want: continuing the employment relationship, arranging a departure, defending a claim or resolving a recurring issue. These objectives guide our negotiations and the solutions we consider.

When does a settlement make financial sense?

A settlement can resolve a dispute and provide certainty for planning. Whether it makes sense for you depends on its specific terms. Together, we compare the proposed solution with the opportunities and risks of continuing the proceedings.

• How strong are the legal arguments and the available evidence?
• What payments or other obligations does the settlement provide for?
• What further time and costs should be expected?
• What will the agreement mean for the business and the employment relationship concerned?

This gives you a reasoned assessment on which to base your decision. A quick resolution is not an end in itself; the terms must suit your objectives.

When is it worth pursuing a legal position?

Not every decision can be measured solely by its immediate financial outcome. A court ruling may be useful where an issue repeatedly arises within the business, consistent workplace practices are at stake or unfounded claims need to be challenged.

I discuss with you the specific interests that go beyond the sum at issue. We then assess whether those interests justify the additional effort and litigation risk. Even when firmly defending your position, a realistic assessment and a proportionate approach remain essential.

Advice before a dispute arises

I also support employers with employment contracts, day-to-day employment matters and the preparation of formal warnings, dismissals and termination agreements. An early review helps identify risks and provides a sound basis for decisions.

What documents do I need for the first meeting?

The employment contract and any amendments, previous correspondence and documents relating to the dispute are helpful. If proceedings are already pending, please have the statement of claim, court correspondence, case reference and any notified dates and deadlines ready.

Start with a brief account of the matter and the outcome you seek. We then agree on the scope of advice, the documents required and the fees.

Do you advise employers in Berlin and Munich?

Yes. In-person meetings can be arranged at my locations in Berlin and Munich or online. When making your enquiry, please mention any court dates or deadlines already in place.