Existing user? Sign in
Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Employment rights in Stade are governed mainly by federal German law, applied locally by the labor courts and authorities in Lower Saxony. Whether you work in manufacturing, aviation, logistics, healthcare, retail, or services, you are protected by rules on hiring, pay, working time, leave, health and safety, equal treatment, data protection, and termination. Collective agreements and works council arrangements are common in the region and can add benefits on top of statutory minimums.
Stade has an active industrial base with metal, chemical, and aviation suppliers, as well as a strong small and medium sized enterprise sector. This means many employees are covered by collective agreements or standard form contracts. Works councils are frequent in medium and large workplaces. The first instance labor court for the area is the Arbeitsgericht Stade, and appeals go to the Landesarbeitsgericht Niedersachsen in Hannover.
This guide gives an overview to help you understand your rights and next steps. It is general information, not legal advice for your specific situation.
Many employment issues can be resolved informally with HR or a works council. You may still want legal support when the stakes are high, deadlines are short, or the law is complex. Common situations include receiving a termination letter, negotiating a severance package, contesting a warning, or responding to a performance improvement plan. A lawyer can assess dismissal protection rules, check notice periods, and advise on whether to file a claim at the Arbeitsgericht within the strict three week deadline.
Other scenarios include reviewing a fixed term contract or a non compete clause, enforcing unpaid wages or bonuses, challenging discrimination or harassment, handling parental or sick leave rights, and addressing working time, overtime, or mobile work arrangements. If your workplace has a works council, a lawyer can coordinate with it and check whether co determination rules were followed. If you are severely disabled, pregnant, on parental leave, or a trainee, special protections apply and an attorney can ensure required approvals and procedures are respected.
Employers also benefit from counsel when implementing restructurings, drafting compliant contracts and policies, handling works council consultations, and managing whistleblower channels under the Hinweisgeberschutzgesetz.
German employment law is largely federal. Key statutes include the Civil Code on notice periods and references, the Protection Against Dismissal Act for unfair dismissal, the Part Time and Fixed Term Employment Act, the Working Hours Act, the Federal Leave Act, the Minimum Wage Act, the Maternity Protection Act, the Parental Benefits and Leave Act, the General Equal Treatment Act, the Works Constitution Act, and data protection laws. Collective agreements and works agreements often add detailed rules on pay, bonuses, shift patterns, and social plans.
Minimum wage applies across Germany. As of 2025, the statutory minimum wage is 12.82 euros per hour. Many industries in and around Stade pay above this due to collective agreements. The mini job monthly earnings threshold is linked to the minimum wage and can be adjusted. For the current figure, check the Minijob Zentrale or seek advice.
Working time is usually up to eight hours per day. It can be extended to ten if the average is eight over a set reference period. Employees must receive at least eleven hours of uninterrupted rest between shifts. Sunday and public holiday work is restricted and generally requires a legal exception with compensatory rest. Overtime rules depend on contract, collective agreement, and works agreements, and must still respect maximum working time and rest periods.
Paid vacation is at least 24 working days per year based on a six day week. This equals at least 20 days on a five day week. Collective agreements often grant more. Vacation carryover and payout on exit follow strict rules, with special protections during illness.
Termination protection applies after six months of service in establishments with regularly more than ten employees. Ordinary dismissals must be socially justified for conduct, capability, or business reasons. Special groups such as pregnant employees, those on parental leave, and severely disabled employees have additional protections that usually require prior authority consent. An unfair dismissal claim must be filed at the Arbeitsgericht within three weeks of receiving the letter.
Fixed term contracts are lawful if they meet the requirements. Without an objective reason, a fixed term is usually limited to two years with up to three extensions within that period. With an objective reason, longer terms may be valid. Post contractual non compete clauses must be written and pay at least 50 percent of last total compensation during the restriction, up to two years.
Discrimination based on protected characteristics such as gender, race, disability, religion, age, or sexual orientation is prohibited. Employers must prevent harassment and provide remedies. Employees have rights to information about pay structures in larger companies under the Pay Transparency Act. Health and safety obligations include risk assessments and in many cases reliable time recording systems. Whistleblower protections require certain employers to offer internal reporting channels.
Locally, the Arbeitsgericht Stade handles first instance disputes. The Agentur für Arbeit Stade manages unemployment benefits and certificates such as unemployment notice obligations. The Jobcenter handles basic income support for job seekers. Industry collective agreements are common in the metal, chemical, and aviation supplier sectors in the Elbe Weser region. Works councils in the region have co determination rights on working time schedules, overtime allocation, and other social matters under the Works Constitution Act.
Note the date you received it and the termination date stated. You usually have only three weeks from receipt to file an unfair dismissal claim at the Arbeitsgericht. Do not sign a termination agreement or settlement without advice. Gather your contract, pay slips, warnings, performance reviews, and any correspondence. If there is a works council, ask whether it was consulted. Consider registering with the Agentur für Arbeit within three days to avoid benefit issues.
There is no automatic severance in ordinary dismissals. Severance may arise from a social plan during restructurings, a collective agreement, a contract clause, a court settlement, or an employer offer under section 1a of the Protection Against Dismissal Act if you do not sue. A common settlement range is around half a monthly salary per year of service, but this varies with the strength of the case. Get legal advice before accepting any offer.
The statutory minimum is 24 working days for a six day week, which equals 20 days for a five day week. Many collective agreements and contracts grant more. Vacation accrues during parental leave and illness under specific rules. Unused vacation can carry over to the next year in defined cases and must be paid out on termination if it cannot be taken.
The statutory minimum wage is 12.82 euros per hour in 2025 and applies to most employees. Some sectors have higher collectively agreed minimum wages. Internships tied to study programs, apprenticeships, and certain groups follow special rules. If you are a mini jobber, the monthly earnings limit is adjusted when the minimum wage changes. Verify your pay and working time records.
For employees, the general notice is four weeks to the 15th or the end of a month. For employers, the notice period increases with length of service, starting after two years. During a probationary period of up to six months, a two week notice is typical. Collective agreements and contracts can vary these periods. Notice must be in writing with a handwritten signature.
You must file a complaint at the Arbeitsgericht within three weeks after receiving the written termination. Missing this deadline usually makes the dismissal final, even if it was unlawful. In rare cases, a court can revive a late claim, but do not rely on that. Seek advice immediately.
Yes, the same rules apply as across Germany. Without an objective reason, a fixed term is generally limited to two years and can be extended up to three times within that period. If an objective reason exists, longer fixed terms are possible. Prior employment with the same employer can block a new reasonless fixed term. Have the terms checked if you are on successive fixed terms.
Overtime must respect daily and weekly limits and rest periods. Whether overtime is paid or compensated with time off depends on your contract, collective agreement, and works agreements. Blanket clauses that absorb all overtime are often invalid for non managerial employees if they lack transparency. Employers in many sectors must keep reliable time records. If you work overtime, document it and have it approved where required.
Pregnant employees receive protection from dismissal and paid protection periods before and after birth. Parents can take up to three years of parental leave per child, with parts transferable until the child turns eight, and may receive parental benefits under separate rules. In case of illness, the employer usually pays regular wages for up to six weeks per illness if you are unable to work, after which statutory health insurance may pay sickness benefits. Since electronic sick notes are common, clarify your employer reporting duties.
Discrimination based on protected characteristics is unlawful. Employers must prevent and stop harassment and can face liability if they fail to act. You can complain internally, involve the works council, and seek legal remedies, including damages. Keep a written record of incidents, witnesses, dates, and communications. There are short forfeiture and limitation periods, so act quickly.
Arbeitsgericht Stade. The local labor court for first instance employment disputes in the Stade region. Provides information on filing claims and court procedures.
Landesarbeitsgericht Niedersachsen in Hannover. The regional labor court for appeals from Stade.
Agentur für Arbeit Stade. The local employment agency for job placement, benefits, and advice on unemployment registration after dismissal.
Jobcenter Landkreis Stade. Basic income support for job seekers and related services in the Stade district.
Gewerbeaufsicht in Niedersachsen. State occupational safety authority for workplace health and safety matters relevant to working time and risk assessments.
Integrationsamt Niedersachsen. Authority involved in dismissal approvals and support concerning severely disabled employees.
Minijob Zentrale. Central body for mini job rules, registration, and current earnings thresholds.
DGB Region and sector unions such as ver.di and IG Metall in the Stade area. Support with collective agreements, workplace issues, and representation.
IHK Stade for the Elbe Weser region and Handwerkskammer. Employer side guidance on compliance and training that can also help employees understand standards.
Works council at your workplace. Elected body with co determination rights on working time, overtime allocation, and social matters under the Works Constitution Act.
If you think your rights have been violated, act promptly. Collect your documents, including your contract, any addenda, warnings, target agreements, payslips, time records, and correspondence. If you received a termination letter, note the receipt date and calendar the three week deadline to file at the Arbeitsgericht.
Request a written reference when you leave. If a collective agreement or works agreement applies, obtain a copy. Speak to your works council if there is one. Consider contacting a lawyer who practices employment law in or near Stade to review your situation, assess your options, and represent you in negotiations or court if needed.
For immediate administrative steps, register with the Agentur für Arbeit within three days after receiving notice of termination to protect benefit claims. If you face harassment or discrimination, make a written complaint to HR and keep records. If health and safety or working time rules are being breached, document the issue and seek advice. In all cases, do not miss contractual exclusion periods that can be as short as three months for wage and bonus claims. Prompt action preserves your rights.
