What happens if I don’t sign a new employment contract?

What happens if I don’t sign a new employment contract?

The employer then does not have to base his dismissal on a reason for dismissal. This means that he has leverage here if an employee does not want to sign the new employment contract. He can then simply threaten termination.

Can the employment contract be changed easily?

It also applies to employment contracts that the contracting parties cannot change them unilaterally. This means that subsequent changes to the employment contract or individual regulations contained therein are normally only possible if you and your employer agree on this. So it won’t work without your consent.

When does the employment contract have to be changed?

Change employment contract: Only possible with mutual consent. According to Section 311 (1) of the German Civil Code, an employment contract can easily be changed by means of an addendum or a new version. However, the rule of thumb applies here: the contract can only be changed if both parties agree.

What happens if you don’t stick to the notice period?

If the employee simply no longer shows up for work before the end of the notice period, he violates his main obligation to perform under the employment contract. If the employee is absent from work without an excuse, the employer does not usually have to continue to pay the remuneration.

Can I waive the notice period?

The employer cannot change the notice period unilaterally. If you do not agree to this, he can only release you. However, this gives you the right to receive the agreed wages. Otherwise you are obliged to go to work.

What are reasons for termination where one does not have to comply with the notice period?

In principle, no reason for termination is required for ordinary termination. If the Dismissal Protection Act is applicable, the employer must provide evidence of a reason for dismissal. Otherwise it is socially unjustified. There are behavioral, personal and operational reasons for termination.

Is breach of trust a reason for termination?

One thing is certain: Both sides in an employment relationship must adhere to the contractual agreements. If an employee does not comply with these agreements, resulting in a significant breach of trust, termination without notice may be appropriate.

When do I not have to comply with the 3-month notice period?

Unless otherwise agreed, the statutory notice period of 3 months applies. The law regulates in § 573c Abs. 1 S. 1 BGB that the termination is permissible at the latest on the third working day of a calendar month at the end of the month after next.

When to give reason for termination?

You are not legally obliged to give a reason for termination in the letter of termination. § 623 BGB only provides for the written form for the termination, reasons only have to be given upon request and only in cases of termination without notice, § 626 para. 2 sentence 3 BGB.

What is a reason for termination?

Reasons for termination in the behavior of the employee: the behavior-related termination. Unlike dismissal for operational reasons, the reasons for a behavior-related dismissal are always to be found in the sphere of the employee. Property offenses against the employer. Insults, racist remarks.

When is termination possible without a warning?

Employees who violate their work obligations or other contractual obligations usually have to be given a warning before they can be dismissed. In the event of serious breaches of duty, however, termination without a warning is also permissible.

When can I terminate for operational reasons?

Within the scope of the Dismissal Protection Act (KSchG), the employment relationship in Germany may only be terminated for operational reasons in accordance with § 1 KSchG if there is no longer any need for employment for one or more employees in the previously performed area of ​​​​responsibility and the employee …

What is termination for operational reasons?

A “compulsory termination” is a termination by the employer, with which an employee who is protected by the KSchG can (nevertheless) be terminated in a legally permissible manner if the employer has urgent operational requirements that require a …

What must be considered in the event of a termination for operational reasons?

Prerequisites for dismissal for operational reasons For operational dismissal, it is necessary that there is no possibility of continued employment. In addition, there should always be a balancing of interests.

How do I behave in the event of a termination for operational reasons?

If your employer has terminated you for operational reasons, there are three ways you can act: You accept the termination and collect the statutory severance payment. You are fighting for your job in a dismissal protection process and, if necessary,

How high is the severance pay in the event of a termination for operational reasons?

Amount of the severance payment in the event of termination for operational reasons according to § 1a KSchG. If the employee has not sued and thus tacitly accepted the offer, he can demand a severance payment from the employer in accordance with § 1a KSchG in the amount of half a month’s earnings per year of employment in the employment relationship.

Can you be terminated without notice for operational reasons?

If the employer wants to terminate the contract for operational reasons, he usually has to observe the notice period. Extraordinary termination for operational reasons is only permitted if he cannot continue to employ the employee using all reasonable means.

Can short-time work be terminated for operational reasons?

The employer can also give notice of termination during short-time work (both for personal, behavioral or operational reasons). All other statements are without any basis. In the event of a termination for operational reasons, there must be other reasons in addition to the reasons for short-time work.

What does zero short-time work mean?

Whether the loss of work lasts hours, days or even weeks depends on the order situation and the agreements in the company. With “zero short-time work”, the loss of work is 100 percent, i.e. work is completely suspended for a temporary period.

Is short-time work allowance counted towards the pension?

Employees who receive short-time work benefits are insured in the pension insurance. The contributions to the pension insurance are paid during short-time work on the basis of the actually paid – reduced – earnings of the employee.