Specialist lawyer for employment law in Dresden

Conflicts in the workplace can affect anyone - whether it's a dismissal, a warning, a dispute over a reference or problems with your salary. In such situations, you need an experienced Specialist lawyer for employment law in Dresden, who consistently enforces your rights. I am Martin Reichelt, a specialist solicitor in employment law, and I advise and represent employees and employers in all matters of individual and collective labour law.

My law firm in Dresden stands for competent, personal and solution-oriented legal advice. Whether it is an impending dismissal, the negotiation of a severance package or the review of a settlement agreement – I take the time for your case and develop the best possible strategy together with you.

Fields of activity in labour law

Employment law is a complex and multifaceted field of law. I can assist you in the following areas, amongst others:

Protection against dismissal

A termination is often a shock for those affected. But not every termination is legally valid. The Dismissal Protection Act (KSchG) places high demands on the employer. I will review your dismissal promptly and, if necessary, initiate a Action for unfair dismissal in. Please note: The deadline for bringing an action is only three weeks from receipt of the notice of termination (§ 4 KSchG). Therefore, do not hesitate to seek advice immediately.

severance pay

Contrary to widespread belief, in Germany there are no general statutory entitlement to a severance payment. Nevertheless, in practice, a severance payment is frequently agreed upon in cases of unfair dismissal claims, termination agreements, and social plans. I will negotiate the best possible severance package for you, while also paying attention to the tax and social security implications.

Cancellation agreement

A termination agreement ends the employment relationship by mutual agreement - but harbours considerable risks for employees. In particular, there is a risk of Blocking period for unemployment benefit (§ 159 SGB III). Have a settlement agreement checked by a lawyer before you sign. I will analyse all clauses and negotiate amendments if necessary.

Warning letter

A formal warning is often the first step towards dismissal. Employees should take a formal warning seriously, but not simply accept it without review. I check whether the formal warning is correct in terms of form and content, and advise you on the options for a counter-statement or removal from your personnel file.

Labour contract

The employment contract forms the basis of every employment relationship. However, many clauses in employment contracts are invalid, such as unreasonable non-compete clauses, forfeiture periods or overtime regulations. I review your employment contract and identify problematic clauses – for both employees and employers.

Especially before signing a new employment contract, having it checked by a lawyer is well worth it. Many employees overlook problematic clauses such as overly long probationary periods, blanket overtime arrangements or ineffective relocation clauses. I will check your employment contract for hidden pitfalls and advise you on renegotiation options — before you sign. An early review can prevent later legal disputes and strengthen your position right from the start.

certificate of employment

Every employee is entitled to a Favourable and truthful reference (§ 109 GewO). However, reference language is full of hidden phrases that can negatively impact your professional career. I analyse your reference, identify covert negative evaluations and enforce a correction if necessary.

Wage and salary

Outstanding salary payments, incorrect payslips, disputes over overtime pay or bonuses – conflicts concerning remuneration are among the most common employment law disputes. I consistently enforce your claims, if necessary also through litigation proceedings before the Dresden Labour Court.

Works council and co-determination

In collective labour law, I advise both works councils and employers. The Works Constitution Act (BetrVG) regulates the co-determination rights of the works council comprehensively - from recruitment and transfer to dismissal. Sound legal support is essential here for both sides.

The co-determination rights of the works council are set out in the §§ 87 ff. BetrVG regulated and include, among other things, issues concerning working hours, holiday schedules and the introduction of technical monitoring devices. In the event of operational changes such as mass redundancies, relocations or restructuring, the works council has the right to a reconciliation of interests and a social plan. I advise both works councils and individual employees on their rights within the scope of co-determination.

Why a specialist lawyer for employment law in Dresden is so important

Labour law is characterised by short deadlines, complex regulations and a large number of laws, collective agreements and works agreements. Even small mistakes can have far-reaching consequences:

• Missed deadline: The three-week period for filing an action against dismissal is a preclusive period. If it is missed, the dismissal is deemed to be effective - regardless of whether it was lawful.
• Prescribed signature: Anyone who signs a cancellation agreement without consulting a lawyer can suffer considerable financial disadvantages - from a suspension of unemployment benefits to a severance payment that is too low.
• Missing documentation: In disputes, evidence is crucial. A specialist employment lawyer will advise you early on what documents you should secure.
• Negotiating position: Employers generally have more resources and legal support at their disposal. An experienced lawyer equalises this imbalance.

My advice: seek legal counsel as early as possible with employment law issues. The sooner you act, the more options for action will be available to you.

About lawyer Martin Reichelt

I am the principal of the Reichelt law firm in Dresden, advising and representing clients in all areas of employment law and traffic law. My advisory service is characterised by a clear analysis of the legal situation, an honest assessment of the prospects of success and the consistent enforcement of legitimate claims.

I value a Personal and trusting client relationship. Every case is considered individually – there is no standardised mass processing with me. As a specialist solicitor for employment law in Dresden, I know the local conditions, the rulings of the Dresden Employment Court and the customs in the Saxon economy.

My law firm is conveniently located in Dresden and is easily accessible by both public transport and car. Appointments are available promptly – and at short notice for urgent matters such as a recently received dismissal.

Assumption of costs in labour law

Many clients shy away from going to a lawyer because they are worried about the costs. However, there are various options for covering the costs:

Legal protection insurance

If you have a Labour law insurance have, this generally covers the legal and court fees. I will clarify the coverage directly with your insurance company, allowing you to focus entirely on your case. Important: Most legal expenses insurance policies have a three-month waiting period for employment law matters.

Legal aid (PKH)

Employees with a low income can Legal aid apply pursuant to sections 114 et seq. of the Code of Civil Procedure (ZPO). If granted, the state will cover the court and legal fees in full or in part. I will assist you with the application and check in advance whether the conditions are met in your case.

Counselling assistance

For out-of-court counselling, people on low incomes can apply to the Dresden District Court for a Counselling assistance certificate apply. With this certificate, the cost for an initial legal consultation is merely 15 euros. I accept legal aid certificates.

Initial consultation

The costs of an initial legal consultation are limited by law (§ 34 RVG). Within this framework, you will receive a well-founded assessment of your legal situation and can decide on this basis whether you would like to seek further legal assistance.

Special feature in labour law: In the first instance before the labour court, each party bears their own legal costs - regardless of the outcome of the proceedings (Section 12a ArbGG). This means that even if you win the case, you will have to pay your own lawyer (unless you have legal expenses insurance or PKH).

How to reach me

Book a consultation appointment now – by phone or email. For urgent matters, especially upon receipt of a dismissal, I will endeavour to arrange an appointment as soon as possible.

Reichelt law firm
Attorney Martin Reichelt
Dresden

Frequently asked questions about labour law

How much does a specialist lawyer for employment law cost?

The costs are based on the German Lawyers' Fees Act (RVG) and depend on the amount in dispute. An initial consultation costs a legally limited fee. If you have legal expenses insurance, legal aid or a certificate of counselling assistance, the costs may be covered in full or in part.

How soon do I have to see a lawyer after a cancellation?

Immediately! The deadline for an action for protection against dismissal is only three weeks from the receipt of the notice of termination (§ 4 KSchG). After expiry of this period, the termination is generally considered effective. Therefore, please contact a specialist lawyer for employment law immediately.

Am I entitled to a severance payment?

There is no general statutory entitlement to severance pay. In practice, however, severance pay is often agreed as part of dismissal protection claims, cancellation agreements or social plans. The amount depends on many factors - length of service, chances of success of the claim and negotiating skills.

Can I contest a warning letter?

You can submit a counter-statement to your personnel file and demand the removal of an unjustified warning. If the content of the warning is incorrect, procedurally flawed or disproportionate, you have a good chance of having it removed. I will review your warning and advise you on the best course of action.

Does my employer have to pay my legal fees if I win the case?

No - this is a special feature of labour law. In the first instance before the labour court, each party bears its own legal costs, regardless of the outcome of the case (Section 12a ArbGG). Only from the second instance (regional labour court) does the usual reimbursement of costs apply.

This article is for general information and does not replace individual legal advice. For an assessment tailored to your specific case, please arrange a personal consultation appointment with me.