Typically, worldwide firms are shocked that below German legislation sure employment legislation paperwork should be wet-ink signed (handwritten) with a purpose to be enforceable. Failure to adjust to this requirement might have important penalties – a dismissal discover, for instance, which has not been wet-ink signed is invalid and doesn’t terminate an employment relationship. Different examples for paperwork which require wet-ink signatures to be enforceable are mounted time period employment contracts and / or post-contractual non-competition agreements.
Technically, the identical applies to common employment contracts as properly. Underneath the German Verification Act (Nachweisgesetz), the employer is obligated to offer the worker with a wet-ink signed doc that features the primary phrases of employment. Though some authorized commentaries take the view that non-compliance with this requirement might expose firms to wreck claims, there is no such thing as a proof that this has ever develop into related. In apply, there is no such thing as a treatment if firms don’t present a wet-ink signed doc with the primary phrases of employment. A number of firms, particularly worldwide firms, have carried out processes the place common employment contracts are signed electronically solely.
It looks as if these firms are in for an enormous shock: A draft invoice has been revealed (https://dserver.bundestag.de/btd/20/016/2001636.pdf) that goals at implementing EU Directive EU/2019/1152 . Probably the most important change is that the draft invoice now stipulates that failure to adjust to the duty to offer a wet-ink signed doc with the primary phrases of employment constitutes an administrative offence, punishable with fines of as much as EUR 2,000 per case. Primarily based on the present draft, this is able to not apply retroactively.
This appears weird in occasions the place everybody tries to keep away from utilizing paper and goes digital as an alternative. Nonetheless, it’s, in fact, a major change to the present legislation and would require firms to assessment and, fairly presumably, change their processes. Since there’ll possible be audits, firms might want to retailer the wet-ink signed paperwork so as to have the ability to show to the authorities that they’ve complied with their obligation. This shall be troublesome for firms who solely have satellite tv for pc places of work in Germany.
Along with the introduction of fines, the draft gives that employers in Germany will – if the invoice passes the legislative procedures – have handy workers the primary situations of the employment (contracting get together, wage and dealing time) in writing (digital type doesn’t suffice!) on the primary day of employment the most recent; a written doc together with the next situations must be handed to workers inside seven days from graduation of employment: Begin Date, restricted time period (if any), Place of Work, sort of actions, probationary interval. An entire employment contract together with all related data must be handed to the worker in writing inside one month from graduation of employment the most recent.
It isn’t clear if and when this new legislation will come into impact. EU Directive EU/2019/1152 must be carried out by 31 July 2022, however it will not be the primary time that Germany doesn’t implement EU Directives in time.