Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Employment rights in Oldenburg, Germany, are primarily governed by federal German labor law, with some additional regional and sectoral regulations. These rights set out the framework for fair treatment at work, job security, non-discrimination, working hours, termination protections, paid leave, and workplace health and safety. Oldenburg, as a city in Lower Saxony, follows national German legislation while offering local advisory services and labor courts for disputes. Understanding your rights and obligations, whether as an employer or employee, is key to fostering a just and productive workplace.
Many people in Oldenburg seek legal advice in employment rights for a variety of reasons. Common situations include unlawful termination of employment, disputes over wages or bonuses, issues related to discrimination or harassment at work, negotiation of employment contracts, and questions about maternity, parental, or sick leave. Employees may also need legal support when facing disciplinary measures or unfair working conditions. Employers often consult lawyers to ensure proper compliance with employment laws, to draft contracts, or to handle restructuring and redundancies. A lawyer provides guidance, advocates on your behalf, and helps resolve conflicts effectively.
Employment rights in Oldenburg are shaped by Germany’s comprehensive labor law system. Key statutes include the Bürgerliches Gesetzbuch (German Civil Code), Kündigungsschutzgesetz (Protection Against Unfair Dismissal Act), Arbeitszeitgesetz (Working Hours Act), and Betriebsverfassungsgesetz (Works Constitution Act). Public holidays and minimum wage regulations, as well as collective bargaining agreements (Tarifverträge), also influence employment conditions. Special protections exist for pregnant employees, parents, people with disabilities, and young workers. Oldenburg is served by the local labor court (Arbeitsgericht Oldenburg), and employees commonly leverage works councils (Betriebsrat) to represent their interests within companies.
During the probation period, you have the same basic rights as any employee, including receiving your agreed wage, paid vacation, and safe working conditions. However, notice periods for termination are typically shorter (usually two weeks), and termination can be easier for both employee and employer.
The standard notice period under German law is at least four weeks to the 15th or end of a calendar month after the probation period. Longer notice periods may apply depending on your tenure or your employment contract.
Once you have been employed for more than six months in a company with more than ten employees, the Protection Against Unfair Dismissal Act applies. This law generally requires a valid reason-such as redundancy, personal incapacity, or misconduct-for termination. In smaller companies or within the probation period, your protection may be less comprehensive.
You should immediately seek legal advice. You have only three weeks from receiving your notice of termination to file a claim for unfair dismissal (Kündigungsschutzklage) at the labor court.
Yes. Under the Federal Vacation Act (Bundesurlaubsgesetz), full-time employees are generally entitled to a minimum of 20 paid vacation days per year, based on a five-day workweek. Many companies offer more generous vacation allotments.
Mothers are entitled to maternity protection (typically six weeks before and eight weeks after childbirth, during which dismissal is not allowed) and parents can take up to three years of parental leave, with job protection for the duration.
You have the right to a discrimination-free workplace under the General Equal Treatment Act (Allgemeines Gleichbehandlungsgesetz). You should document incidents and can seek support from your works council or a lawyer. Complaints can be addressed within the company or, if unresolved, through legal proceedings.
Yes, the national statutory minimum wage applies in Oldenburg. As of June 2024, the minimum wage is €12.00 per hour. Certain exceptions apply to minors, apprentices, and long-term unemployed.
No. Significant changes to contract terms, such as salary, hours, or duties, require your consent or a formal alteration notice, which must meet strict legal requirements. Seek legal advice before agreeing to changes.
Initial complaints can be raised internally with your employer or via the works council. If issues remain unresolved, a written complaint or claim can be filed at the Arbeitsgericht (labor court). Legal assistance is highly recommended for formal proceedings.
If you require more information or support regarding employment rights in Oldenburg, consider the following resources:
If you need legal assistance regarding employment rights in Oldenburg:
Understanding and asserting your employment rights is crucial for protecting your position and well-being at work. Professional legal advice ensures your case is handled efficiently and your interests are safeguarded.
