Lesson 1Data protection / employee data processing and consent (GDPR basics for personnel data)Introduces GDPR basics for staff data, explaining legal ways to process it, problems with consent, duties to inform, time limits for keeping data, and how to include data protection duties and safety measures in employment contracts.
Key GDPR principles for HR data processingLegal bases beyond consent in employmentInformation notices and transparency wordingData retention, access rights, and documentationSecurity, confidentiality, and processor clausesLesson 2Reference to collective agreements, company policies, and Betriebsvereinbarungen (works agreements)Covers how contracts properly point to collective bargaining agreements, company rules, and works agreements, making sure everything is clear, follows the right order, and people can get the documents to know the rules that bind them.
Identifying applicable collective bargaining agreementsIncorporating company policies by referenceRole and content of works agreementsHierarchy between law, CBA, and internal rulesInforming employees and ensuring document accessLesson 3Remuneration details: salary components, bonuses, reimbursements, taxes and social security handlingExplains how to list salary, extra pay, bonuses, and benefits, including taxes and social security, payment times, and rules for taking back pay or losing it, keeping it all clear and legally strong.
Base salary, pay frequency, and pay datesOvertime, allowances, and shift premiumsBonuses, targets, and discretionary paymentsBenefits in kind, expenses, and reimbursementsTaxes, social security, and payslip dutiesLesson 4Signatures, date of issue, and delivery of the written contract to meet Nachweisgesetz timing requirementsDetails what signatures are needed, dates, and giving the written contract to meet Nachweisgesetz time rules, including good formats, proof it was received, and dealing with changes or fixes later.
Who signs for employer and power of representationWet ink, electronic signatures, and limitsDating the contract and start date alignmentDeadlines for written proof under NachweisgesetzDocument delivery, receipt, and record keepingLesson 5Notice periods and termination clauses (statutory vs contractual; §622 BGB implications)Makes clear the legal notice times under §622 BGB, how contract clauses can differ, and how to write clear ending rules, including trial periods, time based on service, and fair notice both ways.
Statutory notice periods under §622 BGBLonger notice periods based on seniorityContractual deviations and symmetry issuesNotice wording, form, and addresseeInteraction with protection against dismissal lawLesson 6Holiday entitlements, public holidays, and rules for leave requests and carry-overExplains legal holiday rights, public holidays, and how contracts should handle earning leave, carrying it over, losing it, and approving requests while following Bundesurlaubsgesetz rules.
Minimum statutory leave and contractual extrasAccrual during year, sickness, and probationPublic holidays and part-time work treatmentLeave request procedures and approvalsCarry-over, forfeiture, and employer remindersLesson 7Trial/probation clauses specifics and documentation requirements in the contractLooks at how to write legal trial clauses, set good lengths, link to notice times, and record what is expected, while avoiding unfair treatment and making sure checks are clear.
Typical probation lengths and legal limitsShortened notice periods during probationOnboarding plans and performance objectivesProbation reviews and documentation recordsEnding employment during probation lawfullyLesson 8Working time, breaks, overtime, and remote work / mobile work arrangementsExplains how to set work hours, breaks, overtime following Arbeitszeitgesetz, and rules for working from home or mobile, including being available, tools, data safety, and record keeping.
Contractual weekly hours and scheduling modelsRecording working time and overtime limitsBreaks, rest periods, and Sunday work rulesOvertime approval, pay, and time off in lieuRemote work eligibility, place of work, and toolsLesson 9Confidentiality, secondary employment, non-compete / post-contractual restrictions (legal limits and compensation)Deals with keeping things secret, extra jobs, and non-compete after contract ends, including legal limits, needed pay, length, and avoiding rules that won't hold up or are too wide.
Defining confidential information and scopeEmployee duties on secrecy and IP rightsRules on secondary employment and approvalsRequirements for valid post-contractual non-competeCompensation, duration, and severabilityLesson 10Mandatory written contract elements under Nachweisgesetz (employer/employee names, place of work, job title)Lists must-have written info under Nachweisgesetz, like names, work place, job title, and main conditions, and shows how to make clauses clear, full, and easy to get.
Identifying employer and employee correctlyDefining place of work and mobility clausesJob title, duties, and managerial authorityWorking time, pay, and leave as core termsUpdating written terms when conditions changeLesson 11Essential terms: start date, probation period clause, contract type (unbefristet), working hours, salary and payment datesShows how to clearly set start date, contract type, trial period, work hours, and pay in one good section, matching other parts and following open-ended contract rules.
Start date, entry conditions, and delaysFixed-term versus open-ended contract typeLinking probation to start date and dutiesDefining weekly hours and work locationAligning salary clause with pay practices
