Littler, the world’s largest employment and labor law practice representing management, has released its European Employer COVID-19 Survey Report, completed by more than 750 human resources executives and in-house counsel across Europe. Find out what is top of mind with European Companies in times of COVID-19.

    In the second part of our article on vacation calculation, we cast light on the specific issues connected to dormant employment relationships, short-time work, long-term illness and part-time retirement in block models.

    Stephanie Koch

    The German Skilled Immigration Act (Fachkräfteeinwanderungsgesetz), which has been eagerly awaited by many industries, entered into force on March 1, 2020. It being the peak of the coronavirus pandemic, its introduction went almost unnoticed. As we slowly return to normality, companies are turning their mind to recruitment again – a reason for us to look at what has actually been done by the Skilled Immigration Act.

    Vacation calculation is a »permanent fixture« of our consulting. Special configurations, such as those relating to a change in the number of working days per week or various retirement situations, regularly cause employers and employees to lose the overview – not least because the European Court of Justice regularly has its fingers in the vacation law pie and often »makes things worse by making them better«.

    Insa Ritter

    In June, the summer vacations began and despite the continuing existence of the coronavirus, one employee or the other doesn't want to be deprived of the opportunity to fly off on their long-awaited vacation, even if the vacation destination is designated as a risk area by the Robert Koch Institute (RKI). But what are the implications for the employment relationship? Does the employer have to continue to pay wages during a subsequent quarantine? We provide you with an overview here.

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