Complete checklist for reviewing your German employment contract. Notice periods, probation, non-compete, bAV, bonus structure, and more.
Every German employment contract (Arbeitsvertrag) should clearly state: job title and description (Stellenbeschreibung), start date, base salary (Grundgehalt), working hours (Arbeitszeit — typically 38-40h/week), vacation days (Urlaubstage — minimum 20, typical 28-30), probation period (Probezeit — max 6 months), notice period (Kündigungsfrist), and workplace location.
Beyond base salary: bonus/variable pay structure (Zielpramie — target percentage, KPIs, payout timing), betriebliche Altersvorsorge (employer contribution amount and vesting schedule), car/mobility allowance (Dienstwagen or Mobilitätspauschale), salary review clause (when and how often), overtime policy (Überstundenregelung — paid, compensated with time, or included in salary).
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Analyze now →Notice period: push for 3-6 months post-probation (Kündigungsfrist nach der Probezeit). Non-compete clause (Wettbewerbsverbot): ensure it includes compensation (Karenzentschädigung — legally required if enforced). Change-of-control provision: what happens if the company is acquired. Severance terms: not standard in Germany but negotiable for senior roles. IP and side activity clause (Nebentätigkeitsklausel): ensure it doesn't prevent personal projects.
All-inclusive overtime clauses (mit Überstunden abgegolten) — courts have limited these, but check the specifics. Vague bonus language without defined KPIs. References to 'company policies' that can be changed unilaterally. Relocation clawback clauses (Rückzahlungsklauseln). And contracts that reference a Tarifvertrag (collective agreement) — understand which one and what it means for your compensation ceiling.
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