Received a termination or been presented with a termination agreement? Then the matter should be reviewed promptly. In employment law, deadlines are often short, and mistakes do not improve by letting them sit for a few days. In the case of a termination, the deadline for filing a lawsuit is typically only three weeks.
Employment law conflicts rarely begin in textbooks and usually arise when facts have already been established. The termination has been issued, the termination agreement is on the table, the warning has been given, or wages remain unpaid. Whether these steps are legally sound often only becomes clear upon careful examination.
I represent both employees and employers in employment law. This is not a contradiction, but rather an advantage in practice. Those who understand both perspectives can assess risks more realistically, recognize typical arguments from the opposing side earlier, and develop strategies that are not only legally defensible but also economically sensible.
This is not about abstract statutes, but about a concrete result: deadlines, economic consequences, and the question of which step makes sense in the specific case—and which primarily generates further effort.
Typical Cases
Unfair Dismissal Claim
Whether a termination is valid often depends on details. Errors can occur in formal requirements, in the justification, or in the process. I review the legal situation, assess the prospects of success, and tell you openly whether a lawsuit for protection against dismissal is worthwhile or whether a settlement is the more economically reasonable solution.
The deadline is crucial: After receipt of the termination, the lawsuit must generally be filed within three weeks. After that, it regularly becomes very difficult legally—even if the termination would be substantively challengeable.
Termination Agreements
A termination agreement often appears more straightforward than it is. In practice, significant disadvantages can quickly arise: a waiting period for unemployment benefits, an insufficient severance payment, problematic clauses, or unnecessary concessions. I review the contract before you sign it, so that avoidable mistakes do not become costly after the fact.
Warning, Reference, and Compensation
Not every employment law case begins with a termination. Often it involves a warning that is not legally sound, a reference with problematic wording, or compensation that is owed but not paid. In these cases as well, I review the legal situation, enforce claims, and represent your interests out of court or, if necessary, in court.
Advice for Employees and Employers
I advise and represent employees and employers in employment law. As a result, I understand the typical interests, arguments, and risks of both sides.
This helps in negotiations, in assessing litigation prospects, and in determining which strategy is not only legally defensible but also economically reasonable.
Those who have received a termination or want to have a termination agreement reviewed do not need an on-site appointment. Often an initial conversation is sufficient to clarify where you stand and whether further action is worthwhile.
What Sets Me Apart in Employment Law
Employment law decisions are rarely purely legal decisions. They usually have economic consequences as well: What does a proceeding cost? What does a settlement yield? What actually remains of a severance payment? And what are the financial consequences if, for example, a waiting period for unemployment benefits is at stake?
As an attorney and graduate economist, I therefore consider not only the legal situation but also the economic consequences. You receive not merely a formal assessment, but a reliable basis for a reasonable decision.
If you would like to know what the situation looks like and which steps are legally and economically sensible, briefly describe the case to me.
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☎️ 05204 – 9249884 · info@anwaltskanzlei-nieweg.de
Callback usually on the same business day.
