Lesson 1Data protection / employee data processing and consent (GDPR basics for personnel data)Introduces basic data protection for staff info, explaining legal grounds for processing, consent problems, info duties, storage limits, and how to include data protection duties 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 properly refer to collective agreements, company rules, and works agreements, ensuring openness, order of rules, and access to documents so workers know the 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 detail pay, extra pay, bonuses, and benefits, including tax and social security handling, payment dates, and recovery or loss clauses that stay open and legally binding.
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 signing needs, dating, and giving written employment terms to meet proof of terms deadlines, including allowed formats, proof of receipt, and handling later changes or fixes.
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 legal notice periods, how contract clauses can differ, and how to write clear ending provisions, including trial period, service-based extensions, and equal notice from both sides.
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 treatment, and how contracts should manage earning, carrying over, loss, and approval steps for leave requests while following holiday laws.
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 right lengths, link to notice periods, and record performance hopes, while avoiding unfair treatment and ensuring open review standards.
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 up contract working time, rest breaks, and overtime following working time laws, and how to manage remote or mobile work, including availability, tools, data safety, and record 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)Deals with keeping secrets, extra jobs, and after-contract non-compete limits, including legal bounds, needed pay, length, and how to avoid unworkable or too wide 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 must-have written info under proof laws, including parties, work place, job title, and main conditions, and shows how to set up clauses so they are 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, working hours, and pay in one clear part, ensuring it matches other clauses and follows 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
