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  1. Business and Human Rights - the Supply Chain Act is coming

    The much-discussed and politically highly controversial Supply Chain Act is now to come into force during the current legislative period. In the future, companies will have to pay particular attention to decent working conditions in their supply chains, otherwise they could face drastic fines. Even stricter European rules on supply chain compliance could soon follow.

  2. Caught in the act! Or not? Employment law pitfalls of solving criminal offenses in the workplace

    Blog article by Sebastian Juli

    Crimes committed within companies are not trivial offenses! But how can an employer uncover thefts which are obviously carried out in secret? Are measures such asecret investigations using video cameras permissible?

  3. Dr. Oliver Grimm

    Certified Employment Law Specialist

  4. The German Language – where lack of proficiency is a problem

    Blog article by Dr. Stefan Röhrborn

    Foreign workers who do not have a good command of the German language can be found in many workplaces. What is the impact of poor language skills on a relationship of employment in Germany? 

  5. The EU Whistleblowing Directive - Watch out: The German Whistleblower Protection Act is in the starting blocks

    The first unofficial governmental draft of the German "Act for Better Protection of Whistleblowers and for the Implementation of the Directive on the Protection of Persons Reporting Breaches of Union Law", transposing the EU Whistleblowing Directive (so-called “Hinweisgeberschutzgesetz” - HinSchG for short) was recently circulated. It obliges companies to establish an internal whistleblower system. There is no time to lose here: Companies should become active at an early stage.

  6. Labor law in the coalition agreement - How much progress does the “traffic light coalition” dare to make?

    Blog article by Malte Schürmann

    Cannabis is being legalized, contraceptives are available free of charge and, of course, the focus in the current legislative period is on climate protection and digital development. At the same time, there is still a pandemic to deal with. But does the alliance for freedom, justice and sustainability also dare to make more progress in labor law?

  7. ECJ advocate general: customer complaints on account of head scarf do not justify dismissal

    The employee was dismissed because a customer had complained about her head scarf. The ECJ advocate general has now decided in her conclusion this was not justified. If the refusal to remove a head scarf is followed by dismissal, this is unlawful as direct discrimination. Will the ECJ agree?

  8. 1G, 2G, 3G, 3G+ - A look back and forward at the pandemic hurdle race of employers and employees

    "SME association calls for 2G in the workplace." ticked it recently over the relevant news portals and also from the Ministries of Justice of the Federal States one hears visibly the demand to at least consider “2G” regulations in German enterprises, thus only allowing vaccinated (“Geimpft”) or recovered (Genesen”) employees to come to work. The association of small and medium-sized enterprises in particular justifies its approach primarily with the high administrative and financial hurdles that the current 3G regulations entail in companies as they have to constantly check on test certificates to monitor whether employees tested negative for Sars-CoV2 (“Getestet”). And the legislator is also already reacting: at least for employees in healthcare professions and professions that care for people in need of care and people with disabilities, a general vaccination obligation will apply from March 15, 2022.

  9. Matthias Pallentin

    Attorney, Business Mediator