{"id":28,"date":"2020-09-01T16:34:01","date_gmt":"2020-09-01T14:34:01","guid":{"rendered":"http:\/\/www.wsk-arbeitsrecht.com\/?page_id=28"},"modified":"2022-02-25T13:00:13","modified_gmt":"2022-02-25T12:00:13","slug":"aktuelles","status":"publish","type":"page","link":"https:\/\/www.wsk-arbeitsrecht.com\/en\/aktuelles\/","title":{"rendered":"Current"},"content":{"rendered":"<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-1vm0a-25dce135aa1aa2e4b5ce01e174c5b8e6\">\n.avia-section.av-1vm0a-25dce135aa1aa2e4b5ce01e174c5b8e6{\nbackground-repeat:no-repeat;\nbackground-image:url(https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/11\/wsk-arbeitsrecht-treppe-full-01-1.jpg);\nbackground-position:50% 0%;\nbackground-attachment:fixed;\n}\n.avia-section.av-1vm0a-25dce135aa1aa2e4b5ce01e174c5b8e6 .av-section-color-overlay{\nopacity:0.1;\nbackground-color:#ffffff;\n}\n<\/style>\n<div id='av_section_1'  class='avia-section av-1vm0a-25dce135aa1aa2e4b5ce01e174c5b8e6 main_color avia-section-default avia-no-border-styling  avia-builder-el-0  el_before_av_section  avia-builder-el-first  anwaelte avia-full-stretch avia-bg-style-fixed av-section-color-overlay-active av-minimum-height av-minimum-height-100 av-height-100  container_wrap sidebar_right'  data-section-bg-repeat='stretch' data-av_minimum_height_pc='100' data-av_min_height_opt='100'><div class=\"av-section-color-overlay-wrap\"><div class=\"av-section-color-overlay\"><\/div><div class='container av-section-cont-open' ><main  role=\"main\" itemprop=\"mainContentOfPage\"  class='template-page content  av-content-small alpha units'><div class='post-entry post-entry-type-page post-entry-28'><div class='entry-content-wrapper clearfix'>\n<div class='flex_column_table av-14nsi-731c93cd5fb3469a18acbe43dd36ba60 sc-av_three_fourth av-equal-height-column-flextable'>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-14nsi-731c93cd5fb3469a18acbe43dd36ba60\">\n.flex_column.av-14nsi-731c93cd5fb3469a18acbe43dd36ba60{\nborder-radius:0px 0px 0px 0px;\npadding:20px 20px 20px 20px;\nbackground-color:#ffffff;\n}\n<\/style>\n<div  class='flex_column av-14nsi-731c93cd5fb3469a18acbe43dd36ba60 av_three_fourth  avia-builder-el-1  el_before_av_one_fourth  avia-builder-el-first  first flex_column_table_cell av-equal-height-column av-align-middle'     ><section  class='av_textblock_section av-kg8372gi-c7afeb27a00efc815fff99019f629477'   itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><div class='avia_textblock'  itemprop=\"text\" ><blockquote>\n<h1 class=\"av-special-heading-tag\">Current<\/h1>\n<\/blockquote>\n<h5>We will continually keep you up to date with new developments in labor law.<\/h5>\n<\/div><\/section><br \/>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-kh2f1dm5-f92e239d5e0f442f18a6a6b0993cbccd\">\n.avia-image-container.av-kh2f1dm5-f92e239d5e0f442f18a6a6b0993cbccd img.avia_image{\nbox-shadow:none;\n}\n.avia-image-container.av-kh2f1dm5-f92e239d5e0f442f18a6a6b0993cbccd .av-image-caption-overlay-center{\ncolor:#ffffff;\n}\n<\/style>\n<div  class='avia-image-container av-kh2f1dm5-f92e239d5e0f442f18a6a6b0993cbccd av-styling-no-styling avia-align-  avia-builder-el-3  el_after_av_textblock  el_before_av_hr'   itemprop=\"image\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/ImageObject\" ><div class=\"avia-image-container-inner\"><div class=\"avia-image-overlay-wrap\"><img decoding=\"async\" fetchpriority=\"high\" class='wp-image-2757 avia-img-lazy-loading-not-2757 avia_image' src=\"https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/11\/wsk-arbeitsrecht-aktuelles-quer-01-2.jpg\" alt='' title='wsk-labour-law-news-quer-01'  height=\"350\" width=\"1400\"  itemprop=\"thumbnailUrl\" srcset=\"https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/11\/wsk-arbeitsrecht-aktuelles-quer-01-2.jpg 1400w, https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/11\/wsk-arbeitsrecht-aktuelles-quer-01-2-300x75.jpg 300w, https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/11\/wsk-arbeitsrecht-aktuelles-quer-01-2-1030x258.jpg 1030w, https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/11\/wsk-arbeitsrecht-aktuelles-quer-01-2-768x192.jpg 768w, https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/11\/wsk-arbeitsrecht-aktuelles-quer-01-2-705x176.jpg 705w\" sizes=\"(max-width: 1400px) 100vw, 1400px\" \/><\/div><\/div><\/div><br \/>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-ki4c4zo9-bcf841802ad3f4ccc8c4d75db262f639\">\n#top .hr.hr-invisible.av-ki4c4zo9-bcf841802ad3f4ccc8c4d75db262f639{\nheight:10px;\n}\n<\/style>\n<div  class='hr av-ki4c4zo9-bcf841802ad3f4ccc8c4d75db262f639 hr-invisible  avia-builder-el-4  el_after_av_image  el_before_av_blog'><span class='hr-inner'><span class=\"hr-inner-style\"><\/span><\/span><\/div><br \/>\n<div  data-slideshow-options=\"{&quot;animation&quot;:&quot;fade&quot;,&quot;autoplay&quot;:false,&quot;loop_autoplay&quot;:&quot;once&quot;,&quot;interval&quot;:5,&quot;loop_manual&quot;:&quot;manual-endless&quot;,&quot;autoplay_stopper&quot;:false,&quot;noNavigation&quot;:false,&quot;show_slide_delay&quot;:90}\" class='avia-content-slider avia-content-grid-active avia-content-slider1 avia-content-slider-even  avia-builder-el-5  el_after_av_hr  avia-builder-el-last  av-slideshow-ui av-control-default   av-no-slider-navigation av-slideshow-manual av-loop-once av-loop-manual-endless'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/Blog\" ><div class=\"avia-content-slider-inner\"><div class=\"slide-entry-wrap\"><article class='slide-entry flex_column  post-entry post-entry-4041 slide-entry-overview slide-loop-1 slide-parity-odd  av_one_half first fake-thumbnail posttype-post post-format-standard'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/kopplungsklausel-im-befristeten-geschaeftsfuehrervertrag-olg-hamm-legt-voraussetzungen-fuer-agb-festigkeit-fest\/' data-rel='slide-1' class='slide-image' title='Kopplungsklausel im befristeten Gesch\u00e4ftsf\u00fchrervertrag: OLG Hamm legt Voraussetzungen f\u00fcr AGB-Festigkeit fest'><span class='fallback-post-type-icon avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='pencil' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"25\" height=\"32\" viewbox=\"0 0 25 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M22.976 5.44q1.024 1.024 1.504 2.048t0.48 1.536v0.512l-8.064 8.064-9.28 9.216-7.616 1.664 1.6-7.68 9.28-9.216 8.064-8.064q1.728-0.384 4.032 1.92zM7.168 25.92l0.768-0.768q-0.064-1.408-1.664-3.008-0.704-0.704-1.44-1.12t-1.12-0.416l-0.448-0.064-0.704 0.768-0.576 2.56q0.896 0.512 1.472 1.088 0.768 0.768 1.152 1.536z\"><\/path>\n<\/svg><\/span><span class='slider-fallback-image'><\/span><\/a><div class=\"slide-content\"><header class=\"entry-content-header\" aria-label=\"Slide: Kopplungsklausel im befristeten Gesch\u00e4ftsf\u00fchrervertrag: OLG Hamm legt Voraussetzungen f\u00fcr AGB-Festigkeit fest\"><h3 class='slide-entry-title entry-title'  itemprop=\"headline\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/kopplungsklausel-im-befristeten-geschaeftsfuehrervertrag-olg-hamm-legt-voraussetzungen-fuer-agb-festigkeit-fest\/' title='Kopplungsklausel im befristeten Gesch\u00e4ftsf\u00fchrervertrag: OLG Hamm legt Voraussetzungen f\u00fcr AGB-Festigkeit fest'>Kopplungsklausel im befristeten Gesch\u00e4ftsf\u00fchrervertrag: OLG Hamm legt Voraussetzungen f\u00fcr AGB-Festigkeit fest<\/a><\/h3><span class=\"blog-categories minor-meta\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/presse\/\" rel=\"tag\">Press<\/a> <\/span><span class=\"av-vertical-delimiter\"><\/span><\/header><div class='slide-entry-excerpt entry-content'  itemprop=\"text\" >Das OLG Hamm hat mit Urteil vom 1. Dezember 2025 (Az: 8 U 93\/24) erstmals konkret herausgearbeitet, unter welchen Voraussetzungen eine Kopplungsklausel in einem befristeten Gesch\u00e4ftsf\u00fchrervertrag einer AGB-Kontrolle standh\u00e4lt. Damit schafft\u2026<div class=\"read-more-link\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/kopplungsklausel-im-befristeten-geschaeftsfuehrervertrag-olg-hamm-legt-voraussetzungen-fuer-agb-festigkeit-fest\/\" class=\"more-link\">Read more<span class='more-link-arrow avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='right-open-big' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"15\" height=\"32\" viewbox=\"0 0 15 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M0.416 27.84l11.456-11.84-11.456-11.904q-0.832-0.832 0-1.536 0.832-0.832 1.536 0l12.544 12.608q0.768 0.832 0 1.6l-12.544 12.608q-0.704 0.832-1.536 0-0.832-0.704 0-1.536z\"><\/path>\n<\/svg><\/span><\/a><\/div><\/div><\/div><footer class=\"entry-footer\"><div class=\"slide-meta\"><time class='slide-meta-time updated'  itemprop=\"datePublished\" datetime=\"2026-03-16T16:35:07+01:00\" >16. March 2026<\/time><\/div><\/footer><span class='hidden'>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"image\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/ImageObject\" >\n\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<span itemprop='height'>0<\/span>\n\t\t\t\t\t\t<span itemprop='width'>0<\/span>\n\t\t\t\t<\/span>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"publisher\" itemtype=\"https:\/\/schema.org\/Organization\" itemscope=\"itemscope\" >\n\t\t\t\t\t\t<span itemprop='name'>wskuser<\/span>\n\t\t\t\t\t\t<span itemprop='logo' itemscope itemtype='https:\/\/schema.org\/ImageObject'>\n\t\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<\/span>\n\t\t\t\t<\/span><span class='av-structured-data'  itemprop=\"author\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/Person\" ><span itemprop='name'>wskuser<\/span><\/span><span class='av-structured-data'  itemprop=\"datePublished\" datetime=\"2020-09-01T16:34:01+02:00\" >2026-03-16 16:35:07<\/span><span class='av-structured-data'  itemprop=\"dateModified\" itemtype=\"https:\/\/schema.org\/dateModified\" >2026-03-16 16:36:02<\/span><span class='av-structured-data'  itemprop=\"mainEntityOfPage\" itemtype=\"https:\/\/schema.org\/mainEntityOfPage\" ><span itemprop='name'>Kopplungsklausel im befristeten Gesch\u00e4ftsf\u00fchrervertrag: OLG Hamm legt Voraussetzungen f\u00fcr AGB-Festigkeit fest<\/span><\/span><\/span><\/article><article class='slide-entry flex_column  post-entry post-entry-3357 slide-entry-overview slide-loop-2 slide-parity-even  av_one_half  fake-thumbnail posttype-post post-format-standard'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/sonderkuendigungsschutz-fuer-schwangere-arbeitnehmerinnen-beginn-des-schutzes\/' data-rel='slide-1' class='slide-image' title='Special protection against dismissal for pregnant employees: When does the protection begin?'><span class='fallback-post-type-icon avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='pencil' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"25\" height=\"32\" viewbox=\"0 0 25 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M22.976 5.44q1.024 1.024 1.504 2.048t0.48 1.536v0.512l-8.064 8.064-9.28 9.216-7.616 1.664 1.6-7.68 9.28-9.216 8.064-8.064q1.728-0.384 4.032 1.92zM7.168 25.92l0.768-0.768q-0.064-1.408-1.664-3.008-0.704-0.704-1.44-1.12t-1.12-0.416l-0.448-0.064-0.704 0.768-0.576 2.56q0.896 0.512 1.472 1.088 0.768 0.768 1.152 1.536z\"><\/path>\n<\/svg><\/span><span class='slider-fallback-image'><\/span><\/a><div class=\"slide-content\"><header class=\"entry-content-header\" aria-label=\"Slide: Sonderk\u00fcndigungsschutz f\u00fcr schwangere Arbeitnehmerinnen: Wann beginnt der Schutz?\"><h3 class='slide-entry-title entry-title'  itemprop=\"headline\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/sonderkuendigungsschutz-fuer-schwangere-arbeitnehmerinnen-beginn-des-schutzes\/' title='Special protection against dismissal for pregnant employees: When does the protection begin?'>Special protection against dismissal for pregnant employees: When does the protection begin?<\/a><\/h3><span class=\"blog-categories minor-meta\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/presse\/\" rel=\"tag\">Press<\/a> <\/span><span class=\"av-vertical-delimiter\"><\/span><\/header><div class='slide-entry-excerpt entry-content'  itemprop=\"text\" ><div class=\"read-more-link\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/sonderkuendigungsschutz-fuer-schwangere-arbeitnehmerinnen-beginn-des-schutzes\/\" class=\"more-link\">Read more<span class='more-link-arrow avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='right-open-big' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"15\" height=\"32\" viewbox=\"0 0 15 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M0.416 27.84l11.456-11.84-11.456-11.904q-0.832-0.832 0-1.536 0.832-0.832 1.536 0l12.544 12.608q0.768 0.832 0 1.6l-12.544 12.608q-0.704 0.832-1.536 0-0.832-0.704 0-1.536z\"><\/path>\n<\/svg><\/span><\/a><\/div><\/div><\/div><footer class=\"entry-footer\"><div class=\"slide-meta\"><time class='slide-meta-time updated'  itemprop=\"datePublished\" datetime=\"2025-12-12T17:49:19+01:00\" >12. December 2025<\/time><\/div><\/footer><span class='hidden'>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"image\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/ImageObject\" >\n\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<span itemprop='height'>0<\/span>\n\t\t\t\t\t\t<span itemprop='width'>0<\/span>\n\t\t\t\t<\/span>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"publisher\" itemtype=\"https:\/\/schema.org\/Organization\" itemscope=\"itemscope\" >\n\t\t\t\t\t\t<span itemprop='name'>wskuser<\/span>\n\t\t\t\t\t\t<span itemprop='logo' itemscope itemtype='https:\/\/schema.org\/ImageObject'>\n\t\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<\/span>\n\t\t\t\t<\/span><span class='av-structured-data'  itemprop=\"author\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/Person\" ><span itemprop='name'>wskuser<\/span><\/span><span class='av-structured-data'  itemprop=\"datePublished\" datetime=\"2020-09-01T16:34:01+02:00\" >2025-12-12 17:49:19<\/span><span class='av-structured-data'  itemprop=\"dateModified\" itemtype=\"https:\/\/schema.org\/dateModified\" >2026-03-16 16:38:11<\/span><span class='av-structured-data'  itemprop=\"mainEntityOfPage\" itemtype=\"https:\/\/schema.org\/mainEntityOfPage\" ><span itemprop='name'>Special protection against dismissal for pregnant employees: When does the protection begin?<\/span><\/span><\/span><\/article><\/div><div class=\"slide-entry-wrap\"><article class='slide-entry flex_column  post-entry post-entry-3321 slide-entry-overview slide-loop-3 slide-parity-odd  av_one_half first fake-thumbnail posttype-post post-format-standard'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/handlungsbedarf-fuer-arbeitgeber-neues-nachweisgesetz-neue-arbeitgeberpflichten\/' data-rel='slide-1' class='slide-image' title='Need for action for employers: New proof law, new employer obligations'><span class='fallback-post-type-icon avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='pencil' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"25\" height=\"32\" viewbox=\"0 0 25 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M22.976 5.44q1.024 1.024 1.504 2.048t0.48 1.536v0.512l-8.064 8.064-9.28 9.216-7.616 1.664 1.6-7.68 9.28-9.216 8.064-8.064q1.728-0.384 4.032 1.92zM7.168 25.92l0.768-0.768q-0.064-1.408-1.664-3.008-0.704-0.704-1.44-1.12t-1.12-0.416l-0.448-0.064-0.704 0.768-0.576 2.56q0.896 0.512 1.472 1.088 0.768 0.768 1.152 1.536z\"><\/path>\n<\/svg><\/span><span class='slider-fallback-image'><\/span><\/a><div class=\"slide-content\"><header class=\"entry-content-header\" aria-label=\"Slide: Handlungsbedarf f\u00fcr Arbeitgeber: Neues Nachweisgesetz, neue Arbeitgeberpflichten\"><h3 class='slide-entry-title entry-title'  itemprop=\"headline\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/handlungsbedarf-fuer-arbeitgeber-neues-nachweisgesetz-neue-arbeitgeberpflichten\/' title='Need for action for employers: New proof law, new employer obligations'>Need for action for employers: New proof law, new employer obligations<\/a><\/h3><span class=\"blog-categories minor-meta\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/presse\/\" rel=\"tag\">Press<\/a> <\/span><span class=\"av-vertical-delimiter\"><\/span><\/header><div class='slide-entry-excerpt entry-content'  itemprop=\"text\" >On June 23, 2022, the German Bundestag passed the new evidence law, which will come into force on August 1, 2022 (see BT-Drucks. 20\/1636). This results in a significant need for employers to take action when drawing up employment contracts.\u2026<div class=\"read-more-link\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/handlungsbedarf-fuer-arbeitgeber-neues-nachweisgesetz-neue-arbeitgeberpflichten\/\" class=\"more-link\">Read more<span class='more-link-arrow avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='right-open-big' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"15\" height=\"32\" viewbox=\"0 0 15 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M0.416 27.84l11.456-11.84-11.456-11.904q-0.832-0.832 0-1.536 0.832-0.832 1.536 0l12.544 12.608q0.768 0.832 0 1.6l-12.544 12.608q-0.704 0.832-1.536 0-0.832-0.704 0-1.536z\"><\/path>\n<\/svg><\/span><\/a><\/div><\/div><\/div><footer class=\"entry-footer\"><div class=\"slide-meta\"><time class='slide-meta-time updated'  itemprop=\"datePublished\" datetime=\"2022-07-01T12:27:25+02:00\" >July 1, 2022<\/time><\/div><\/footer><span class='hidden'>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"image\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/ImageObject\" >\n\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<span itemprop='height'>0<\/span>\n\t\t\t\t\t\t<span itemprop='width'>0<\/span>\n\t\t\t\t<\/span>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"publisher\" itemtype=\"https:\/\/schema.org\/Organization\" itemscope=\"itemscope\" >\n\t\t\t\t\t\t<span itemprop='name'>wskuser<\/span>\n\t\t\t\t\t\t<span itemprop='logo' itemscope itemtype='https:\/\/schema.org\/ImageObject'>\n\t\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<\/span>\n\t\t\t\t<\/span><span class='av-structured-data'  itemprop=\"author\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/Person\" ><span itemprop='name'>wskuser<\/span><\/span><span class='av-structured-data'  itemprop=\"datePublished\" datetime=\"2020-09-01T16:34:01+02:00\" >2022-07-01 12:27:25<\/span><span class='av-structured-data'  itemprop=\"dateModified\" itemtype=\"https:\/\/schema.org\/dateModified\" >2022-07-01 12:35:34<\/span><span class='av-structured-data'  itemprop=\"mainEntityOfPage\" itemtype=\"https:\/\/schema.org\/mainEntityOfPage\" ><span itemprop='name'>Need for action for employers: New proof law, new employer obligations<\/span><\/span><\/span><\/article><article class='slide-entry flex_column  post-entry post-entry-3287 slide-entry-overview slide-loop-4 slide-parity-even  av_one_half  fake-thumbnail posttype-post post-format-standard'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/beweislast-klage-verguetung-ueberstunden\/' data-rel='slide-1' class='slide-image' title='Burden of presentation and proof in the overtime pay process'><span class='fallback-post-type-icon avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='pencil' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"25\" height=\"32\" viewbox=\"0 0 25 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M22.976 5.44q1.024 1.024 1.504 2.048t0.48 1.536v0.512l-8.064 8.064-9.28 9.216-7.616 1.664 1.6-7.68 9.28-9.216 8.064-8.064q1.728-0.384 4.032 1.92zM7.168 25.92l0.768-0.768q-0.064-1.408-1.664-3.008-0.704-0.704-1.44-1.12t-1.12-0.416l-0.448-0.064-0.704 0.768-0.576 2.56q0.896 0.512 1.472 1.088 0.768 0.768 1.152 1.536z\"><\/path>\n<\/svg><\/span><span class='slider-fallback-image'><\/span><\/a><div class=\"slide-content\"><header class=\"entry-content-header\" aria-label=\"Slide: Darlegungs- und Beweislast im Prozess auf \u00dcberstundenverg\u00fctung\"><h3 class='slide-entry-title entry-title'  itemprop=\"headline\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/beweislast-klage-verguetung-ueberstunden\/' title='Burden of presentation and proof in the overtime pay process'>Burden of presentation and proof in the overtime pay process<\/a><\/h3><span class=\"blog-categories minor-meta\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/allgemein\/\" rel=\"tag\">Generally<\/a>, <a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/presse\/\" rel=\"tag\">Press<\/a> <\/span><span class=\"av-vertical-delimiter\"><\/span><\/header><div class='slide-entry-excerpt entry-content'  itemprop=\"text\" >If an employee demands remuneration for overtime worked, he must, on the one hand, explain and prove to the court that the work he performed exceeded his contractually agreed \u201cnormal working hours\u201d or that he was beyond this...<div class=\"read-more-link\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/beweislast-klage-verguetung-ueberstunden\/\" class=\"more-link\">Read more<span class='more-link-arrow avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='right-open-big' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"15\" height=\"32\" viewbox=\"0 0 15 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M0.416 27.84l11.456-11.84-11.456-11.904q-0.832-0.832 0-1.536 0.832-0.832 1.536 0l12.544 12.608q0.768 0.832 0 1.6l-12.544 12.608q-0.704 0.832-1.536 0-0.832-0.704 0-1.536z\"><\/path>\n<\/svg><\/span><\/a><\/div><\/div><\/div><footer class=\"entry-footer\"><div class=\"slide-meta\"><time class='slide-meta-time updated'  itemprop=\"datePublished\" datetime=\"2022-05-17T13:59:11+02:00\" >May 17, 2022<\/time><\/div><\/footer><span class='hidden'>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"image\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/ImageObject\" >\n\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<span itemprop='height'>0<\/span>\n\t\t\t\t\t\t<span itemprop='width'>0<\/span>\n\t\t\t\t<\/span>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"publisher\" itemtype=\"https:\/\/schema.org\/Organization\" itemscope=\"itemscope\" >\n\t\t\t\t\t\t<span itemprop='name'>WSK admin<\/span>\n\t\t\t\t\t\t<span itemprop='logo' itemscope itemtype='https:\/\/schema.org\/ImageObject'>\n\t\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<\/span>\n\t\t\t\t<\/span><span class='av-structured-data'  itemprop=\"author\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/Person\" ><span itemprop='name'>WSK admin<\/span><\/span><span class='av-structured-data'  itemprop=\"datePublished\" datetime=\"2020-09-01T16:34:01+02:00\" >2022-05-17 13:59:11<\/span><span class='av-structured-data'  itemprop=\"dateModified\" itemtype=\"https:\/\/schema.org\/dateModified\" >2022-05-17 14:55:42<\/span><span class='av-structured-data'  itemprop=\"mainEntityOfPage\" itemtype=\"https:\/\/schema.org\/mainEntityOfPage\" ><span itemprop='name'>Burden of presentation and proof in the overtime pay process<\/span><\/span><\/span><\/article><\/div><div class=\"slide-entry-wrap\"><article class='slide-entry flex_column  post-entry post-entry-3266 slide-entry-overview slide-loop-5 slide-parity-odd  av_one_half first fake-thumbnail posttype-post post-format-standard'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/rechtfertigt-ein-datenschutzverstoss-am-arbeitsplatz-die-ausserordentliche-fristlose-kuendigung\/' data-rel='slide-1' class='slide-image' title='Does a data protection violation at work justify extraordinary termination without notice?'><span class='fallback-post-type-icon avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='pencil' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"25\" height=\"32\" viewbox=\"0 0 25 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M22.976 5.44q1.024 1.024 1.504 2.048t0.48 1.536v0.512l-8.064 8.064-9.28 9.216-7.616 1.664 1.6-7.68 9.28-9.216 8.064-8.064q1.728-0.384 4.032 1.92zM7.168 25.92l0.768-0.768q-0.064-1.408-1.664-3.008-0.704-0.704-1.44-1.12t-1.12-0.416l-0.448-0.064-0.704 0.768-0.576 2.56q0.896 0.512 1.472 1.088 0.768 0.768 1.152 1.536z\"><\/path>\n<\/svg><\/span><span class='slider-fallback-image'><\/span><\/a><div class=\"slide-content\"><header class=\"entry-content-header\" aria-label=\"Slide: Rechtfertigt ein Datenschutzversto\u00df am Arbeitsplatz die au\u00dferordentliche fristlose K\u00fcndigung?\"><h3 class='slide-entry-title entry-title'  itemprop=\"headline\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/rechtfertigt-ein-datenschutzverstoss-am-arbeitsplatz-die-ausserordentliche-fristlose-kuendigung\/' title='Does a data protection violation at work justify extraordinary termination without notice?'>Does a data protection violation at work justify extraordinary termination without notice?<\/a><\/h3><span class=\"blog-categories minor-meta\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/allgemein\/\" rel=\"tag\">Generally<\/a>, <a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/presse\/\" rel=\"tag\">Press<\/a> <\/span><span class=\"av-vertical-delimiter\"><\/span><\/header><div class='slide-entry-excerpt entry-content'  itemprop=\"text\" >\u201cReading an email that is obviously addressed to another addressee and copying and passing on the email attachment (private chat history) to third parties can, in individual cases, justify extraordinary termination without notice,\u2026<div class=\"read-more-link\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/rechtfertigt-ein-datenschutzverstoss-am-arbeitsplatz-die-ausserordentliche-fristlose-kuendigung\/\" class=\"more-link\">Read more<span class='more-link-arrow avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='right-open-big' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"15\" height=\"32\" viewbox=\"0 0 15 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M0.416 27.84l11.456-11.84-11.456-11.904q-0.832-0.832 0-1.536 0.832-0.832 1.536 0l12.544 12.608q0.768 0.832 0 1.6l-12.544 12.608q-0.704 0.832-1.536 0-0.832-0.704 0-1.536z\"><\/path>\n<\/svg><\/span><\/a><\/div><\/div><\/div><footer class=\"entry-footer\"><div class=\"slide-meta\"><time class='slide-meta-time updated'  itemprop=\"datePublished\" datetime=\"2022-04-07T10:59:21+02:00\" >April 7, 2022<\/time><\/div><\/footer><span class='hidden'>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"image\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/ImageObject\" >\n\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<span itemprop='height'>0<\/span>\n\t\t\t\t\t\t<span itemprop='width'>0<\/span>\n\t\t\t\t<\/span>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"publisher\" itemtype=\"https:\/\/schema.org\/Organization\" itemscope=\"itemscope\" >\n\t\t\t\t\t\t<span itemprop='name'>WSK admin<\/span>\n\t\t\t\t\t\t<span itemprop='logo' itemscope itemtype='https:\/\/schema.org\/ImageObject'>\n\t\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<\/span>\n\t\t\t\t<\/span><span class='av-structured-data'  itemprop=\"author\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/Person\" ><span itemprop='name'>WSK admin<\/span><\/span><span class='av-structured-data'  itemprop=\"datePublished\" datetime=\"2020-09-01T16:34:01+02:00\" >2022-04-07 10:59:21<\/span><span class='av-structured-data'  itemprop=\"dateModified\" itemtype=\"https:\/\/schema.org\/dateModified\" >2022-05-17 14:02:45<\/span><span class='av-structured-data'  itemprop=\"mainEntityOfPage\" itemtype=\"https:\/\/schema.org\/mainEntityOfPage\" ><span itemprop='name'>Does a data protection violation at work justify extraordinary termination without notice?<\/span><\/span><\/span><\/article><article class='slide-entry flex_column  post-entry post-entry-3258 slide-entry-overview slide-loop-6 slide-parity-even  av_one_half  fake-thumbnail posttype-post post-format-standard'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/keine-entgeltfortzahlung-im-krankheitsfall-bei-online-krankschreibung\/' data-rel='slide-1' class='slide-image' title='No continued payment of wages in the event of illness when registering sick online'><span class='fallback-post-type-icon avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='pencil' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"25\" height=\"32\" viewbox=\"0 0 25 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M22.976 5.44q1.024 1.024 1.504 2.048t0.48 1.536v0.512l-8.064 8.064-9.28 9.216-7.616 1.664 1.6-7.68 9.28-9.216 8.064-8.064q1.728-0.384 4.032 1.92zM7.168 25.92l0.768-0.768q-0.064-1.408-1.664-3.008-0.704-0.704-1.44-1.12t-1.12-0.416l-0.448-0.064-0.704 0.768-0.576 2.56q0.896 0.512 1.472 1.088 0.768 0.768 1.152 1.536z\"><\/path>\n<\/svg><\/span><span class='slider-fallback-image'><\/span><\/a><div class=\"slide-content\"><header class=\"entry-content-header\" aria-label=\"Slide: Keine Entgeltfortzahlung im Krankheitsfall bei Online-Krankschreibung\"><h3 class='slide-entry-title entry-title'  itemprop=\"headline\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/keine-entgeltfortzahlung-im-krankheitsfall-bei-online-krankschreibung\/' title='No continued payment of wages in the event of illness when registering sick online'>No continued payment of wages in the event of illness when registering sick online<\/a><\/h3><span class=\"blog-categories minor-meta\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/allgemein\/\" rel=\"tag\">Generally<\/a>, <a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/presse\/\" rel=\"tag\">Press<\/a> <\/span><span class=\"av-vertical-delimiter\"><\/span><\/header><div class='slide-entry-excerpt entry-content'  itemprop=\"text\" >In individual cases, issuing an online sick note may not be sufficient to prompt the employer to continue paying wages in the event of illness. Probative value of the certificate of incapacity for work Basis of every continued payment of wages\u2026<div class=\"read-more-link\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/keine-entgeltfortzahlung-im-krankheitsfall-bei-online-krankschreibung\/\" class=\"more-link\">Read more<span class='more-link-arrow avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='right-open-big' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"15\" height=\"32\" viewbox=\"0 0 15 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M0.416 27.84l11.456-11.84-11.456-11.904q-0.832-0.832 0-1.536 0.832-0.832 1.536 0l12.544 12.608q0.768 0.832 0 1.6l-12.544 12.608q-0.704 0.832-1.536 0-0.832-0.704 0-1.536z\"><\/path>\n<\/svg><\/span><\/a><\/div><\/div><\/div><footer class=\"entry-footer\"><div class=\"slide-meta\"><time class='slide-meta-time updated'  itemprop=\"datePublished\" datetime=\"2022-03-01T10:40:31+01:00\" >March 1, 2022<\/time><\/div><\/footer><span class='hidden'>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"image\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/ImageObject\" >\n\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<span itemprop='height'>0<\/span>\n\t\t\t\t\t\t<span itemprop='width'>0<\/span>\n\t\t\t\t<\/span>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"publisher\" itemtype=\"https:\/\/schema.org\/Organization\" itemscope=\"itemscope\" >\n\t\t\t\t\t\t<span itemprop='name'>WSK admin<\/span>\n\t\t\t\t\t\t<span itemprop='logo' itemscope itemtype='https:\/\/schema.org\/ImageObject'>\n\t\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<\/span>\n\t\t\t\t<\/span><span class='av-structured-data'  itemprop=\"author\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/Person\" ><span itemprop='name'>WSK admin<\/span><\/span><span class='av-structured-data'  itemprop=\"datePublished\" datetime=\"2020-09-01T16:34:01+02:00\" >2022-03-01 10:40:31<\/span><span class='av-structured-data'  itemprop=\"dateModified\" itemtype=\"https:\/\/schema.org\/dateModified\" >2022-05-17 14:04:32<\/span><span class='av-structured-data'  itemprop=\"mainEntityOfPage\" itemtype=\"https:\/\/schema.org\/mainEntityOfPage\" ><span itemprop='name'>No continued payment of wages in the event of illness when registering sick online<\/span><\/span><\/span><\/article><\/div><div class=\"slide-entry-wrap\"><article class='slide-entry flex_column  post-entry post-entry-3231 slide-entry-overview slide-loop-7 slide-parity-odd  av_one_half first fake-thumbnail posttype-post post-format-standard'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/impfpraevention-im-bereich-einrichtungsbezogener-taetigkeiten\/' data-rel='slide-1' class='slide-image' title='Vaccination prevention in the area of facility-related activities - an overview from a labor law perspective'><span class='fallback-post-type-icon avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='pencil' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"25\" height=\"32\" viewbox=\"0 0 25 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M22.976 5.44q1.024 1.024 1.504 2.048t0.48 1.536v0.512l-8.064 8.064-9.28 9.216-7.616 1.664 1.6-7.68 9.28-9.216 8.064-8.064q1.728-0.384 4.032 1.92zM7.168 25.92l0.768-0.768q-0.064-1.408-1.664-3.008-0.704-0.704-1.44-1.12t-1.12-0.416l-0.448-0.064-0.704 0.768-0.576 2.56q0.896 0.512 1.472 1.088 0.768 0.768 1.152 1.536z\"><\/path>\n<\/svg><\/span><span class='slider-fallback-image'><\/span><\/a><div class=\"slide-content\"><header class=\"entry-content-header\" aria-label=\"Slide: Impfpr\u00e4vention im Bereich einrichtungsbezogener T\u00e4tigkeiten \u2013 Ein \u00dcberblick aus arbeitsrechtlicher Sicht\"><h3 class='slide-entry-title entry-title'  itemprop=\"headline\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/impfpraevention-im-bereich-einrichtungsbezogener-taetigkeiten\/' title='Vaccination prevention in the area of facility-related activities - an overview from a labor law perspective'>Vaccination prevention in the area of facility-related activities - an overview from a labor law perspective<\/a><\/h3><span class=\"blog-categories minor-meta\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/allgemein\/\" rel=\"tag\">Generally<\/a>, <a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/presse\/\" rel=\"tag\">Press<\/a> <\/span><span class=\"av-vertical-delimiter\"><\/span><\/header><div class='slide-entry-excerpt entry-content'  itemprop=\"text\" >The coronavirus SARS-CoV-2 still has the world population under control. In order to continue to effectively combat the infection process, the federal government has decided to protect particularly vulnerable people from infection...<div class=\"read-more-link\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/impfpraevention-im-bereich-einrichtungsbezogener-taetigkeiten\/\" class=\"more-link\">Read more<span class='more-link-arrow avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='right-open-big' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"15\" height=\"32\" viewbox=\"0 0 15 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M0.416 27.84l11.456-11.84-11.456-11.904q-0.832-0.832 0-1.536 0.832-0.832 1.536 0l12.544 12.608q0.768 0.832 0 1.6l-12.544 12.608q-0.704 0.832-1.536 0-0.832-0.704 0-1.536z\"><\/path>\n<\/svg><\/span><\/a><\/div><\/div><\/div><footer class=\"entry-footer\"><div class=\"slide-meta\"><time class='slide-meta-time updated'  itemprop=\"datePublished\" datetime=\"2022-01-21T17:17:54+01:00\" >January 21, 2022<\/time><\/div><\/footer><span class='hidden'>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"image\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/ImageObject\" >\n\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<span itemprop='height'>0<\/span>\n\t\t\t\t\t\t<span itemprop='width'>0<\/span>\n\t\t\t\t<\/span>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"publisher\" itemtype=\"https:\/\/schema.org\/Organization\" itemscope=\"itemscope\" >\n\t\t\t\t\t\t<span itemprop='name'>WSK admin<\/span>\n\t\t\t\t\t\t<span itemprop='logo' itemscope itemtype='https:\/\/schema.org\/ImageObject'>\n\t\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<\/span>\n\t\t\t\t<\/span><span class='av-structured-data'  itemprop=\"author\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/Person\" ><span itemprop='name'>WSK admin<\/span><\/span><span class='av-structured-data'  itemprop=\"datePublished\" datetime=\"2020-09-01T16:34:01+02:00\" >2022-01-21 17:17:54<\/span><span class='av-structured-data'  itemprop=\"dateModified\" itemtype=\"https:\/\/schema.org\/dateModified\" >2022-05-17 14:05:35<\/span><span class='av-structured-data'  itemprop=\"mainEntityOfPage\" itemtype=\"https:\/\/schema.org\/mainEntityOfPage\" ><span itemprop='name'>Vaccination prevention in the area of facility-related activities - an overview from a labor law perspective<\/span><\/span><\/span><\/article><article class='slide-entry flex_column  post-entry post-entry-3224 slide-entry-overview slide-loop-8 slide-parity-even  av_one_half  fake-thumbnail posttype-post post-format-standard'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/wann-verfaellt-der-urlaubsanspruch-des-arbeitnehmers-mitwirkungsobliegenheiten-des-arbeitgebers-und-langzeiterkrankung-des-arbeitnehmers\/' data-rel='slide-1' class='slide-image' title='When does the employee&#039;s vacation entitlement expire? The employer&#039;s obligation to cooperate in the event of an employee&#039;s long-term illness.'><span class='fallback-post-type-icon avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='pencil' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"25\" height=\"32\" viewbox=\"0 0 25 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M22.976 5.44q1.024 1.024 1.504 2.048t0.48 1.536v0.512l-8.064 8.064-9.28 9.216-7.616 1.664 1.6-7.68 9.28-9.216 8.064-8.064q1.728-0.384 4.032 1.92zM7.168 25.92l0.768-0.768q-0.064-1.408-1.664-3.008-0.704-0.704-1.44-1.12t-1.12-0.416l-0.448-0.064-0.704 0.768-0.576 2.56q0.896 0.512 1.472 1.088 0.768 0.768 1.152 1.536z\"><\/path>\n<\/svg><\/span><span class='slider-fallback-image'><\/span><\/a><div class=\"slide-content\"><header class=\"entry-content-header\" aria-label=\"Slide: Wann verf\u00e4llt der Urlaubsanspruch des Arbeitnehmers? Mitwirkungsobliegenheiten des Arbeitgebers bei Langzeiterkrankung des Arbeitnehmers.\"><h3 class='slide-entry-title entry-title'  itemprop=\"headline\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/wann-verfaellt-der-urlaubsanspruch-des-arbeitnehmers-mitwirkungsobliegenheiten-des-arbeitgebers-und-langzeiterkrankung-des-arbeitnehmers\/' title='When does the employee&#039;s vacation entitlement expire? The employer&#039;s obligation to cooperate in the event of an employee&#039;s long-term illness.'>When does the employee&#039;s vacation entitlement expire? The employer&#039;s obligation to cooperate in the event of an employee&#039;s long-term illness.<\/a><\/h3><span class=\"blog-categories minor-meta\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/allgemein\/\" rel=\"tag\">Generally<\/a>, <a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/presse\/\" rel=\"tag\">Press<\/a> <\/span><span class=\"av-vertical-delimiter\"><\/span><\/header><div class='slide-entry-excerpt entry-content'  itemprop=\"text\" >In practice, the question always arises as to when an employee&#039;s vacation entitlement expires. The forfeiture of vacation entitlement is regulated by law in Section 7 Paragraph 3 BUrlG, but it also requires a European-compliant...<div class=\"read-more-link\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/wann-verfaellt-der-urlaubsanspruch-des-arbeitnehmers-mitwirkungsobliegenheiten-des-arbeitgebers-und-langzeiterkrankung-des-arbeitnehmers\/\" class=\"more-link\">Read more<span class='more-link-arrow avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='right-open-big' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"15\" height=\"32\" viewbox=\"0 0 15 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M0.416 27.84l11.456-11.84-11.456-11.904q-0.832-0.832 0-1.536 0.832-0.832 1.536 0l12.544 12.608q0.768 0.832 0 1.6l-12.544 12.608q-0.704 0.832-1.536 0-0.832-0.704 0-1.536z\"><\/path>\n<\/svg><\/span><\/a><\/div><\/div><\/div><footer class=\"entry-footer\"><div class=\"slide-meta\"><time class='slide-meta-time updated'  itemprop=\"datePublished\" datetime=\"2021-12-21T16:42:11+01:00\" >December 21, 2021<\/time><\/div><\/footer><span class='hidden'>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"image\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/ImageObject\" >\n\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<span itemprop='height'>0<\/span>\n\t\t\t\t\t\t<span itemprop='width'>0<\/span>\n\t\t\t\t<\/span>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"publisher\" itemtype=\"https:\/\/schema.org\/Organization\" itemscope=\"itemscope\" >\n\t\t\t\t\t\t<span itemprop='name'>WSK admin<\/span>\n\t\t\t\t\t\t<span itemprop='logo' itemscope itemtype='https:\/\/schema.org\/ImageObject'>\n\t\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<\/span>\n\t\t\t\t<\/span><span class='av-structured-data'  itemprop=\"author\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/Person\" ><span itemprop='name'>WSK admin<\/span><\/span><span class='av-structured-data'  itemprop=\"datePublished\" datetime=\"2020-09-01T16:34:01+02:00\" >2021-12-21 16:42:11<\/span><span class='av-structured-data'  itemprop=\"dateModified\" itemtype=\"https:\/\/schema.org\/dateModified\" >2022-05-17 14:57:18<\/span><span class='av-structured-data'  itemprop=\"mainEntityOfPage\" itemtype=\"https:\/\/schema.org\/mainEntityOfPage\" ><span itemprop='name'>When does the employee&#039;s vacation entitlement expire? The employer&#039;s obligation to cooperate in the event of an employee&#039;s long-term illness.<\/span><\/span><\/span><\/article><\/div><div class=\"slide-entry-wrap\"><article class='slide-entry flex_column  post-entry post-entry-3142 slide-entry-overview slide-loop-9 slide-parity-odd  av_one_half first fake-thumbnail posttype-post post-format-standard'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/beweiswert-au-bescheinigung-erschuettert-rechtsprechung-bag\/' data-rel='slide-1' class='slide-image' title='Federal Labor Court makes \u201cwindfall effects\u201d more difficult when dismissal'><span class='fallback-post-type-icon avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='pencil' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"25\" height=\"32\" viewbox=\"0 0 25 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M22.976 5.44q1.024 1.024 1.504 2.048t0.48 1.536v0.512l-8.064 8.064-9.28 9.216-7.616 1.664 1.6-7.68 9.28-9.216 8.064-8.064q1.728-0.384 4.032 1.92zM7.168 25.92l0.768-0.768q-0.064-1.408-1.664-3.008-0.704-0.704-1.44-1.12t-1.12-0.416l-0.448-0.064-0.704 0.768-0.576 2.56q0.896 0.512 1.472 1.088 0.768 0.768 1.152 1.536z\"><\/path>\n<\/svg><\/span><span class='slider-fallback-image'><\/span><\/a><div class=\"slide-content\"><header class=\"entry-content-header\" aria-label=\"Slide: Bundesarbeitsgericht erschwert \u201eMitnahmeeffekte\u201c bei K\u00fcndigung\"><h3 class='slide-entry-title entry-title'  itemprop=\"headline\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/beweiswert-au-bescheinigung-erschuettert-rechtsprechung-bag\/' title='Federal Labor Court makes \u201cwindfall effects\u201d more difficult when dismissal'>Federal Labor Court makes \u201cwindfall effects\u201d more difficult when dismissal<\/a><\/h3><span class=\"blog-categories minor-meta\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/presse\/\" rel=\"tag\">Press<\/a> <\/span><span class=\"av-vertical-delimiter\"><\/span><\/header><div class='slide-entry-excerpt entry-content'  itemprop=\"text\" >Most employers are familiar with the phenomenon: an employee quits. The next day a certificate of incapacity for work arrives in the mailbox. The Federal Labor Court has now ruled on this unfortunately widespread practice\u2026<div class=\"read-more-link\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/beweiswert-au-bescheinigung-erschuettert-rechtsprechung-bag\/\" class=\"more-link\">Read more<span class='more-link-arrow avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='right-open-big' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"15\" height=\"32\" viewbox=\"0 0 15 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M0.416 27.84l11.456-11.84-11.456-11.904q-0.832-0.832 0-1.536 0.832-0.832 1.536 0l12.544 12.608q0.768 0.832 0 1.6l-12.544 12.608q-0.704 0.832-1.536 0-0.832-0.704 0-1.536z\"><\/path>\n<\/svg><\/span><\/a><\/div><\/div><\/div><footer class=\"entry-footer\"><div class=\"slide-meta\"><time class='slide-meta-time updated'  itemprop=\"datePublished\" datetime=\"2021-09-22T13:22:53+02:00\" >September 22, 2021<\/time><\/div><\/footer><span class='hidden'>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"image\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/ImageObject\" >\n\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<span itemprop='height'>0<\/span>\n\t\t\t\t\t\t<span itemprop='width'>0<\/span>\n\t\t\t\t<\/span>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"publisher\" itemtype=\"https:\/\/schema.org\/Organization\" itemscope=\"itemscope\" >\n\t\t\t\t\t\t<span itemprop='name'>WSK admin<\/span>\n\t\t\t\t\t\t<span itemprop='logo' itemscope itemtype='https:\/\/schema.org\/ImageObject'>\n\t\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<\/span>\n\t\t\t\t<\/span><span class='av-structured-data'  itemprop=\"author\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/Person\" ><span itemprop='name'>WSK admin<\/span><\/span><span class='av-structured-data'  itemprop=\"datePublished\" datetime=\"2020-09-01T16:34:01+02:00\" >2021-09-22 13:22:53<\/span><span class='av-structured-data'  itemprop=\"dateModified\" itemtype=\"https:\/\/schema.org\/dateModified\" >2021-10-22 12:35:46<\/span><span class='av-structured-data'  itemprop=\"mainEntityOfPage\" itemtype=\"https:\/\/schema.org\/mainEntityOfPage\" ><span itemprop='name'>Federal Labor Court makes \u201cwindfall effects\u201d more difficult when dismissal<\/span><\/span><\/span><\/article><article class='slide-entry flex_column  post-entry post-entry-3100 slide-entry-overview slide-loop-10 slide-parity-even  av_one_half  fake-thumbnail posttype-post post-format-standard'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/videoueberwachung-am-arbeitsplatz\/' data-rel='slide-1' class='slide-image' title='Video surveillance in the workplace'><span class='fallback-post-type-icon avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='pencil' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"25\" height=\"32\" viewbox=\"0 0 25 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M22.976 5.44q1.024 1.024 1.504 2.048t0.48 1.536v0.512l-8.064 8.064-9.28 9.216-7.616 1.664 1.6-7.68 9.28-9.216 8.064-8.064q1.728-0.384 4.032 1.92zM7.168 25.92l0.768-0.768q-0.064-1.408-1.664-3.008-0.704-0.704-1.44-1.12t-1.12-0.416l-0.448-0.064-0.704 0.768-0.576 2.56q0.896 0.512 1.472 1.088 0.768 0.768 1.152 1.536z\"><\/path>\n<\/svg><\/span><span class='slider-fallback-image'><\/span><\/a><div class=\"slide-content\"><header class=\"entry-content-header\" aria-label=\"Slide: Video\u00fcberwachung am Arbeitsplatz\"><h3 class='slide-entry-title entry-title'  itemprop=\"headline\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/videoueberwachung-am-arbeitsplatz\/' title='Video surveillance in the workplace'>Video surveillance in the workplace<\/a><\/h3><span class=\"blog-categories minor-meta\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/presse\/\" rel=\"tag\">Press<\/a> <\/span><span class=\"av-vertical-delimiter\"><\/span><\/header><div class='slide-entry-excerpt entry-content'  itemprop=\"text\" >Are employers allowed to monitor their employees seamlessly, permanently and in detail using video cameras and what are the limits of video surveillance? The topic of video surveillance in the workplace is a long-running topic in\u2026<div class=\"read-more-link\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/videoueberwachung-am-arbeitsplatz\/\" class=\"more-link\">Read more<span class='more-link-arrow avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='right-open-big' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"15\" height=\"32\" viewbox=\"0 0 15 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M0.416 27.84l11.456-11.84-11.456-11.904q-0.832-0.832 0-1.536 0.832-0.832 1.536 0l12.544 12.608q0.768 0.832 0 1.6l-12.544 12.608q-0.704 0.832-1.536 0-0.832-0.704 0-1.536z\"><\/path>\n<\/svg><\/span><\/a><\/div><\/div><\/div><footer class=\"entry-footer\"><div class=\"slide-meta\"><time class='slide-meta-time updated'  itemprop=\"datePublished\" datetime=\"2021-06-14T13:02:09+02:00\" >June 14, 2021<\/time><\/div><\/footer><span class='hidden'>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"image\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/ImageObject\" >\n\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<span itemprop='height'>0<\/span>\n\t\t\t\t\t\t<span itemprop='width'>0<\/span>\n\t\t\t\t<\/span>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"publisher\" itemtype=\"https:\/\/schema.org\/Organization\" itemscope=\"itemscope\" >\n\t\t\t\t\t\t<span itemprop='name'>WSK admin<\/span>\n\t\t\t\t\t\t<span itemprop='logo' itemscope itemtype='https:\/\/schema.org\/ImageObject'>\n\t\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<\/span>\n\t\t\t\t<\/span><span class='av-structured-data'  itemprop=\"author\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/Person\" ><span itemprop='name'>WSK admin<\/span><\/span><span class='av-structured-data'  itemprop=\"datePublished\" datetime=\"2020-09-01T16:34:01+02:00\" >2021-06-14 13:02:09<\/span><span class='av-structured-data'  itemprop=\"dateModified\" itemtype=\"https:\/\/schema.org\/dateModified\" >2022-05-17 14:46:00<\/span><span class='av-structured-data'  itemprop=\"mainEntityOfPage\" itemtype=\"https:\/\/schema.org\/mainEntityOfPage\" ><span itemprop='name'>Video surveillance in the workplace<\/span><\/span><\/span><\/article><\/div><div class=\"slide-entry-wrap\"><article class='slide-entry flex_column  post-entry post-entry-3073 slide-entry-overview slide-loop-11 slide-parity-odd  av_one_half first fake-thumbnail posttype-post post-format-standard'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/compliance-verstoesse-des-arbeitnehmers-existenzvernichtung-droht\/' data-rel='slide-1' class='slide-image' title='Compliance violations by the employee: there is a risk of destruction of existence'><span class='fallback-post-type-icon avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='pencil' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"25\" height=\"32\" viewbox=\"0 0 25 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M22.976 5.44q1.024 1.024 1.504 2.048t0.48 1.536v0.512l-8.064 8.064-9.28 9.216-7.616 1.664 1.6-7.68 9.28-9.216 8.064-8.064q1.728-0.384 4.032 1.92zM7.168 25.92l0.768-0.768q-0.064-1.408-1.664-3.008-0.704-0.704-1.44-1.12t-1.12-0.416l-0.448-0.064-0.704 0.768-0.576 2.56q0.896 0.512 1.472 1.088 0.768 0.768 1.152 1.536z\"><\/path>\n<\/svg><\/span><span class='slider-fallback-image'><\/span><\/a><div class=\"slide-content\"><header class=\"entry-content-header\" aria-label=\"Slide: Compliance-Verst\u00f6\u00dfe des Arbeitnehmers: Existenzvernichtung droht\"><h3 class='slide-entry-title entry-title'  itemprop=\"headline\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/compliance-verstoesse-des-arbeitnehmers-existenzvernichtung-droht\/' title='Compliance violations by the employee: there is a risk of destruction of existence'>Compliance violations by the employee: there is a risk of destruction of existence<\/a><\/h3><span class=\"blog-categories minor-meta\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/presse\/\" rel=\"tag\">Press<\/a> <\/span><span class=\"av-vertical-delimiter\"><\/span><\/header><div class='slide-entry-excerpt entry-content'  itemprop=\"text\" >In its current ruling of April 29, 2021 (ref.: 8 AZR 246\/20), the BAG decided that, under certain conditions, an employer can demand compensation from an employee for the costs incurred by hiring a law firm that specializes in clarifying compliance violations can. In such cases, employees may have to expect compensation claims from their employer that could destroy their livelihood.<div class=\"read-more-link\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/compliance-verstoesse-des-arbeitnehmers-existenzvernichtung-droht\/\" class=\"more-link\">Read more<span class='more-link-arrow avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='right-open-big' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"15\" height=\"32\" viewbox=\"0 0 15 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M0.416 27.84l11.456-11.84-11.456-11.904q-0.832-0.832 0-1.536 0.832-0.832 1.536 0l12.544 12.608q0.768 0.832 0 1.6l-12.544 12.608q-0.704 0.832-1.536 0-0.832-0.704 0-1.536z\"><\/path>\n<\/svg><\/span><\/a><\/div><\/div><\/div><footer class=\"entry-footer\"><div class=\"slide-meta\"><time class='slide-meta-time updated'  itemprop=\"datePublished\" datetime=\"2021-05-07T09:43:08+02:00\" >May 7, 2021<\/time><\/div><\/footer><span class='hidden'>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"image\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/ImageObject\" >\n\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<span itemprop='height'>0<\/span>\n\t\t\t\t\t\t<span itemprop='width'>0<\/span>\n\t\t\t\t<\/span>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"publisher\" itemtype=\"https:\/\/schema.org\/Organization\" itemscope=\"itemscope\" >\n\t\t\t\t\t\t<span itemprop='name'>WSK admin<\/span>\n\t\t\t\t\t\t<span itemprop='logo' itemscope itemtype='https:\/\/schema.org\/ImageObject'>\n\t\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<\/span>\n\t\t\t\t<\/span><span class='av-structured-data'  itemprop=\"author\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/Person\" ><span itemprop='name'>WSK admin<\/span><\/span><span class='av-structured-data'  itemprop=\"datePublished\" datetime=\"2020-09-01T16:34:01+02:00\" >2021-05-07 09:43:08<\/span><span class='av-structured-data'  itemprop=\"dateModified\" itemtype=\"https:\/\/schema.org\/dateModified\" >2022-05-17 14:47:31<\/span><span class='av-structured-data'  itemprop=\"mainEntityOfPage\" itemtype=\"https:\/\/schema.org\/mainEntityOfPage\" ><span itemprop='name'>Compliance violations by the employee: there is a risk of destruction of existence<\/span><\/span><\/span><\/article><article class='slide-entry flex_column  post-entry post-entry-3067 slide-entry-overview slide-loop-12 slide-parity-even  post-entry-last  av_one_half  fake-thumbnail posttype-post post-format-standard'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/CreativeWork\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/fristlose-kuendigung-ohne-jeden-grund\/' data-rel='slide-1' class='slide-image' title='Termination without notice without any reason \u2013 with a bit of luck it will still be effective'><span class='fallback-post-type-icon avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='pencil' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"25\" height=\"32\" viewbox=\"0 0 25 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M22.976 5.44q1.024 1.024 1.504 2.048t0.48 1.536v0.512l-8.064 8.064-9.28 9.216-7.616 1.664 1.6-7.68 9.28-9.216 8.064-8.064q1.728-0.384 4.032 1.92zM7.168 25.92l0.768-0.768q-0.064-1.408-1.664-3.008-0.704-0.704-1.44-1.12t-1.12-0.416l-0.448-0.064-0.704 0.768-0.576 2.56q0.896 0.512 1.472 1.088 0.768 0.768 1.152 1.536z\"><\/path>\n<\/svg><\/span><span class='slider-fallback-image'><\/span><\/a><div class=\"slide-content\"><header class=\"entry-content-header\" aria-label=\"Slide: Fristlose K\u00fcndigung ohne jeden Grund - mit etwas Gl\u00fcck doch wirksam\"><h3 class='slide-entry-title entry-title'  itemprop=\"headline\" ><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/fristlose-kuendigung-ohne-jeden-grund\/' title='Termination without notice without any reason \u2013 with a bit of luck it will still be effective'>Termination without notice without any reason \u2013 with a bit of luck it will still be effective<\/a><\/h3><span class=\"blog-categories minor-meta\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/category\/presse\/\" rel=\"tag\">Press<\/a> <\/span><span class=\"av-vertical-delimiter\"><\/span><\/header><div class='slide-entry-excerpt entry-content'  itemprop=\"text\" >With a current decision (decision of January 12, 2021, Ref.: 2 AZN 724\/20), the BAG dealt with the problem of adding reasons for termination. The BAG confirmed the previous legal principles and made some very interesting comments on the general nature of a notice of termination.<div class=\"read-more-link\"><a href=\"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/fristlose-kuendigung-ohne-jeden-grund\/\" class=\"more-link\">Read more<span class='more-link-arrow avia-svg-icon avia-font-svg_entypo-fontello' data-av_svg_icon='right-open-big' data-av_iconset='svg_entypo-fontello'><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"15\" height=\"32\" viewbox=\"0 0 15 32\" preserveaspectratio=\"xMidYMid meet\" role=\"graphics-symbol\" aria-hidden=\"true\">\n<path d=\"M0.416 27.84l11.456-11.84-11.456-11.904q-0.832-0.832 0-1.536 0.832-0.832 1.536 0l12.544 12.608q0.768 0.832 0 1.6l-12.544 12.608q-0.704 0.832-1.536 0-0.832-0.704 0-1.536z\"><\/path>\n<\/svg><\/span><\/a><\/div><\/div><\/div><footer class=\"entry-footer\"><div class=\"slide-meta\"><time class='slide-meta-time updated'  itemprop=\"datePublished\" datetime=\"2021-04-12T10:38:58+02:00\" >April 12, 2021<\/time><\/div><\/footer><span class='hidden'>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"image\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/ImageObject\" >\n\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<span itemprop='height'>0<\/span>\n\t\t\t\t\t\t<span itemprop='width'>0<\/span>\n\t\t\t\t<\/span>\n\t\t\t\t<span class='av-structured-data'  itemprop=\"publisher\" itemtype=\"https:\/\/schema.org\/Organization\" itemscope=\"itemscope\" >\n\t\t\t\t\t\t<span itemprop='name'>WSK admin<\/span>\n\t\t\t\t\t\t<span itemprop='logo' itemscope itemtype='https:\/\/schema.org\/ImageObject'>\n\t\t\t\t\t\t\t<span itemprop='url'>https:\/\/www.wsk-arbeitsrecht.com\/wp-content\/uploads\/2020\/09\/wolff-schultze-kieferle-logo-svg-end2020-01.svg<\/span>\n\t\t\t\t\t\t<\/span>\n\t\t\t\t<\/span><span class='av-structured-data'  itemprop=\"author\" itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/Person\" ><span itemprop='name'>WSK admin<\/span><\/span><span class='av-structured-data'  itemprop=\"datePublished\" datetime=\"2020-09-01T16:34:01+02:00\" >2021-04-12 10:38:58<\/span><span class='av-structured-data'  itemprop=\"dateModified\" itemtype=\"https:\/\/schema.org\/dateModified\" >2022-05-17 14:42:36<\/span><span class='av-structured-data'  itemprop=\"mainEntityOfPage\" itemtype=\"https:\/\/schema.org\/mainEntityOfPage\" ><span itemprop='name'>Termination without notice without any reason \u2013 with a bit of luck it will still be effective<\/span><\/span><\/span><\/article><\/div><\/div><div class='pagination-wrap pagination-slider'><nav class='pagination'><span class='pagination-meta'>Page 1 of 11<\/span><span class='current'>1<\/span><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/wp-json\/wp\/v2\/pages\/28\/?avia-element-paging=2' class='inactive next_page' >2<\/a><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/wp-json\/wp\/v2\/pages\/28\/?avia-element-paging=3' class='inactive' >3<\/a><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/wp-json\/wp\/v2\/pages\/28\/?avia-element-paging=2'>\u203a<\/a><a href='https:\/\/www.wsk-arbeitsrecht.com\/en\/wp-json\/wp\/v2\/pages\/28\/?avia-element-paging=11'>\u00bb<\/a><\/nav>\n<\/div><\/div><\/p><\/div><div class='av-flex-placeholder'><\/div>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-oup4-73d9d86f736e3ff4369da2bf36fefc3f\">\n.flex_column.av-oup4-73d9d86f736e3ff4369da2bf36fefc3f{\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div  class='flex_column av-oup4-73d9d86f736e3ff4369da2bf36fefc3f av_one_fourth  avia-builder-el-6  el_after_av_three_fourth  avia-builder-el-last  flex_column_table_cell av-equal-height-column av-align-middle av-zero-column-padding'     ><\/div><\/div><!--close column table wrapper. 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