Lesson 1Data protection / employee data processing and consent (GDPR basics for personnel data)Introduces GDPR basics for personnel data, explaining lawful processing grounds, consent pitfalls, information duties, retention limits, and how to reflect data protection responsibilities and safeguards 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 correctly reference collective bargaining agreements, company policies, and works agreements, ensuring transparency, hierarchy of norms, and access to documents so employees understand binding rules.
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 describe salary, variable pay, bonuses, and benefits, including tax and social security handling, payment dates, and clawback or forfeiture clauses that remain transparent and legally enforceable.
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 signature requirements, dating, and delivery of written employment terms to comply with Nachweisgesetz deadlines, including acceptable formats, proof of receipt, and handling later amendments or corrections.
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)Clarifies statutory notice periods under §622 BGB, how contractual clauses may deviate, and how to draft clear termination provisions, including probation, seniority-based extensions, and mutual notice symmetry.
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 statutory holiday entitlements, treatment of public holidays, and how contracts should regulate accrual, carry-over, forfeiture, and approval workflows for leave requests while respecting 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 contractExplores how to draft lawful probation clauses, set appropriate durations, link to notice periods, and document performance expectations, while avoiding discrimination and ensuring transparent evaluation criteria.
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 structure contractual working time, rest breaks, and overtime in line with Arbeitszeitgesetz, and how to regulate remote or mobile work, including availability, equipment, data security, and documentation duties.
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)Addresses confidentiality, secondary employment, and post-contractual non-compete clauses, including statutory limits, required compensation, duration, and how to avoid unenforceable or overly broad restrictions.
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)Outlines mandatory written information under Nachweisgesetz, including parties, workplace, job title, and core conditions, and shows how to structure clauses so they are clear, complete, and easily understood.
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 define start date, contract type, probation, working hours, and salary in one coherent section, ensuring consistency with other clauses and compliance with open-ended contract standards.
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
