An employer framework in employment law that generates no litigation.
From contract architecture to termination management, from HR policies to restructuring — a predictable, documented employment-law framework on the employer's side, consistent across both countries.
An integrated legal framework for Employment Law
In the employment law focus, the aim is not merely to mount a defence once a dispute arises; it is to structure the company's working arrangements, executive relationships, labour costs and compliance risks correctly from the outset.
We manage the areas of employee relations, payroll, data, occupational health and safety, internal policy and restructuring in step with the company's commercial objective.
Services We Offer in This Focus Area
In the Employment Law focus, we bring the relevant legal disciplines together into a single work plan.
Employment Contract Architecture
Standard, executive and remote-work contracts; design of non-compete and confidentiality provisions.
Explore →Termination & Separation Management
Structuring valid/just-cause termination, negotiating mutual-termination (ikale) agreements and managing reinstatement risk.
Explore →Restructuring
Employment law planning for collective dismissals, transfers and organisational changes.
Explore →HR Policy & Discipline
Establishing internal regulations, disciplinary processes and employee handbooks in compliance with the legislation.
Explore →Employee Data
KVKK compliance in HR processes; monitoring, auditing and personnel-record arrangements.
Explore →Employment Litigation & Mediation
Representation in disputes over employee receivables, reinstatement and workplace harassment (mobbing).
Explore →A balance that protects the employer while preserving the relationship
In employment law, the costliest matter is the one that could have been prevented. We reduce risk from the outset through disciplined contracting and documentation; and when a dispute does arise, we provide results-focused representation on the employer's side in mediation and litigation.
- A preventive documentation regime from hiring to exit
- Expertise in executive and key-personnel contracts
- Localisation of German parent-company HR policies
- Experience with unions and councils in collective processes
- Command of current case law in employment litigation
Related Practice Areas
The legal disciplines this focus area draws on.
Related Services
Our services most often engaged in this focus area — together with their scope.
Accounting & Payroll
From full-service accounting and payroll to SGK (Social Security Institution) filings, from periodic reporting to regulatory compliance, we manage the entire financial operation. While you focus on your business, we secure compliance.
Explore →Ongoing Legal Counsel
Ongoing legal counsel provides retainer-based legal support for your company's day-to-day operations — readily accessible and with predictable costs. As your external legal counsel, we stand by you at every stage of your decisions.
Explore →Compliance
Compliance advisory: we build programmes that bring your company into line with KVKK/GDPR, anti-corruption rules, and sectoral regulations. Through internal audit, policy, and training, we turn compliance into a lasting corporate culture.
Explore →Risk & Preventive Advisory
Risk and preventive advisory: we identify, analyse, and manage legal risks with preventive strategies before they turn into disputes. We map out your contract risk profile and clear problems before they even arise.
Explore →Litigation
In commercial and civil litigation, we provide holistic defence — from case strategy to pleadings, from evidence management to hearing representation, all the way through the appeal and cassation stages. We are also at your side in the recognition and enforcement of cross-border judgments.
Explore →Related Sectors
The sectors this focus area touches often.
Technology
Legal advisory on licensing, SaaS, data, intellectual property, investment, scaling, compliance, and product law for technology companies.
Explore →Automotive
Contract, compliance, investment, and dispute advisory across the automotive value chain for OEMs, suppliers, distributors, and investors.
Explore →Retail
Lease, franchise, consumer, advertising, supply, employment law, and data processes for retail chains and brands.
Explore →Textiles
Supply contracts, ESG/LkSG compliance, export, trademark, employment law and debt-collection advisory across the textile and apparel chain.
Explore →Hotel & Tourism
Investment, operating agreements, franchise, lease, employment arrangements, and consumer processes for hotel, accommodation, and tourism businesses.
Explore →Related Regional Desks
Our cross-border and specialist desks that run this focus area.
Track Record: Selected Matters
Anonymised examples of our work in this focus area, including the approach, process and outcome.
Managing the employer’s restructuring process
Conducting position planning, termination processes, and communications in an organisational change through a structure that manages litigation risk.
Review the matter →Establishing an HR policy and disciplinary framework
Establishing an employee handbook, disciplinary procedure and notification framework for a rapidly growing employer in a workable and evidence-ready manner.
Review the matter →Defence management of a collective reinstatement dispute
Managing the serial reinstatement claims filed after a restructuring with a single defence strategy and a consistent evidence set.
Review the matter →Team in This Focus Area
Employment Law and meet our experienced multilingual team.
Related Publications
Employment Law — latest insights and guides.
Where the numbers set out in the law according to the size of the workplace are exceeded within a one-month period, the collective-dismissal procedure (notifications, waiting periods) applies. We plan the restructuring in compliance with this procedure and in a way that reduces litigation risk.
It must be in writing, its limits as to place, duration, and subject matter must be set reasonably, and the employer must have a legitimate interest worthy of protection; otherwise it may be deemed invalid. For key positions, we design agreements with enforceable sanctions.
Where collusion (a sham subcontracting arrangement) is established, the subcontractor's employees are deemed to have been the principal employer's from the outset; wage and severance liability arises jointly. We set up the subcontracting arrangement in compliance with the legislation and establish the contractual and audit framework.
Largely yes, if structured correctly; however, mutual termination agreements that do not provide a reasonable benefit or that are signed under pressure may be held invalid. We prepare the mutual termination package in line with the criteria required by case law.
Yes: remote work must be set out in a written contract, and rules on expenses, data security, occupational health, and availability must be defined. We prepare the additional protocols suited to your hybrid model.
Not directly; mandatory rules of Turkish employment law take precedence over group policies. Rather than translating the policies one-to-one, we adapt them legally, reconciling the group standard with Turkish legislation.
On its own it is rarely sufficient; steps such as communicating targets, evaluation, obtaining the employee’s defence, and providing an opportunity to improve must be documented. We build your performance management process robustly enough to support a termination.
Let's build a legal strategy in the Employment Law focus.
Let's assess your needs together with the relevant practice areas, sectors and regional desks.