Work contracts in Germany must contain more information from August 2022
To better protect people working in Germany and provide more transparency and clarity, a new law will soon require employers to provide more information in work contracts than was previously necessary. Although the new regulation only applies to new contracts concluded after August 1, 2022, people with existing contracts will also benefit.
German employment contracts to contain more details from August
Employers and international companies in Germany have various obligations when it comes to giving their workers information and documentation about their jobs. These are regulated in the so-called Proof Act (Nachweisgesetz or NachwG). From August 1, 2022, the NachwG is being amended and extended to implement a new EU Directive, meaning employment contracts will look a little different in future.
Up until now, employment contracts have had to include the following points:
- Name and address of the contracting parties
- Start date of employment
- Duration of employment (in the case of a fixed-term contract)
- Job title or description
- Working time
- Holiday leave
- Notice period
- References to applicable collective agreements
After the passing of a new law in Germany, however, the following points must also be documented in employment contracts from August 1, 2022:
- End date of employment
- If relevant, the employee has free choice of workplace
- The duration of the probationary period (if there is one)
- The composition and amount of pay, including overtime pay, supplements, allowances, bonuses and special payments, which must be specified separately, along with their due date
- The agreed working hours, rest breaks and rest periods, and - in the case of shift work - the shift system and requirements for shift changes
- If agreed, the possibility of ordering overtime and its requirements
- Any entitlement to training provided by the employer
- If the employer is providing a company pension, the name and address of the pension provider
- The procedure to be followed by the employer and employee when terminating the employment
Current employees benefit from law change too
The change not only affects new hires. If you already have an employment contract in Germany, from August 1, 2022, you have the right to request the above information from your employer in writing.
You might already know a lot of the above information, especially if you’ve been working for the company for a long time, but it can be helpful to have it officially in writing - for instance in the event of a dispute with your employer.
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