{"id":38001,"date":"2025-11-06T11:26:40","date_gmt":"2025-11-06T10:26:40","guid":{"rendered":"https:\/\/wirlitsch-arbeitsrecht.de\/international-labor-law\/"},"modified":"2026-10-02T17:14:18","modified_gmt":"2026-10-02T15:14:18","slug":"international-labor-law","status":"publish","type":"page","link":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/international-labor-law\/","title":{"rendered":"International labor law"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-page\" data-elementor-id=\"38001\" class=\"elementor elementor-38001 elementor-37485\" data-elementor-post-type=\"page\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-5761af9 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"5761af9\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column 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h1{font-size:34px!important;line-height:40px!important}.wl h2,.wl .wl-foot h2.wl-foot-title{font-size:30px!important;line-height:34px!important}.wl .wl-faq summary{font-size:19px;line-height:24px}}\n<\/style>\n<style>\n.wl-legal-links{display:flex;flex-wrap:wrap;gap:8px 22px;margin-top:14px}\n.wl .wl-legal-links a{font-size:14px;line-height:21px}\n.wl-book+.wl-book{margin-top:-8px}\n.wl .wl-legal-src{margin-top:12px}\n<\/style>\n\n<div class=\"wl\" id=\"wl-international\">\n\n<section class=\"wl-hero\">\n<div class=\"wl-wrap\">\n<nav class=\"wl-crumb\" aria-label=\"Brotkrumen\"><a href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/\">Startseite<\/a><span>\/ International Labour Law<\/span><\/nav>\n<div class=\"wl-hero-grid\">\n<div>\n<div class=\"wl-kicker\">Working Across Borders. Clarifying Rights and Obligations. <\/div>\n<h1>Your Lawyer for<em> International Labour Law<\/em><\/h1>\n<p class=\"wl-lead\">An employment contract involving another country, remote work from abroad, or a cross-border termination can raise many questions. Whether you are an employee or a private employer, you need clarity on your rights, obligations, and deadlines. We assess cases involving Germany and determine what additional advice on foreign law may be required. This enables you to plan your next steps on a sound legal basis.   <\/p>\n<div class=\"wl-hero-actions\"><a class=\"wl-btn\" href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/contact\/\"><span aria-hidden=\"true\">Beratung anfragen \u2197<\/span> <\/a><span aria-hidden=\"true\"><a class=\"wl-btn-ghost\" href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/international-labor-law\/#wl-themen\">Ihre Themen im \u00dcberblick \u2193<\/a><\/span><\/div>\n<\/div>\n<aside class=\"wl-card\">\n<div class=\"wl-card-num\">06<\/div>\n<p class=\"wl-card-title\">Contract. International Assignment.<br \/>Conflict and Separation. <\/p>\n<p>Guidance for Employees and Private Employers \u2014 with Separate Assessments of Applicable Law, Jurisdiction, and Additional Obligations.<\/p>\n<nav class=\"wl-card-list\" aria-label=\"Themen\"><a href=\"#arbeitsvertrag-anwendbares-recht\"><b>01Arbeitsvertrag &amp; anwendbares Recht<\/b><\/a><a href=\"#entsendung-remote-work\"><b>02Entsendung &amp; Remote Work im Auslan<\/b>d<\/a><a href=\"#kuendigung-internationale-ansprueche\"><b>03K\u00fcndigung &amp; internationale Anspr\u00fcche<\/b><\/a><\/nav>\n<\/aside>\n<\/div>\n<div class=\"wl-hero-facts\">\n<div><strong>Article 8 of the Rome I Regulation <\/strong>In the absence of a choice of law, the law of the country in which the employee habitually carries out their work generally applies.<\/div>\n<div><strong>No 183-Day Rule: <\/strong>Even short-term assignments abroad can trigger legal obligations.<\/div>\n<div><strong>3-Week Deadline:<\/strong> The time limit for filing an unfair dismissal claim under Section&nbsp; 4&nbsp; of the German Protection Against Dismissal Act (KSchG), where applicable.adline:<\/div>\n<\/div>\n<\/div>\n<\/section>\n\n<div class=\"wl-wrap\">\n<div class=\"wl-body\" id=\"wl-themen\">\n\n<aside class=\"wl-side\">\n<div class=\"wl-side-in\">\n<div class=\"wl-kicker\">YOUR TOPICS AT A GLANCE<\/div>\n<nav class=\"wl-toc\" aria-label=\"Themen auf dieser Seite\">\n<b>01 <\/b><span><a href=\"#arbeitsvertrag-anwendbares-recht\" class=\"is-active\">Employment Contracts &amp; Applicable Law<\/a><\/span>\n<b>02<\/b> <span><a href=\"#entsendung-remote-work\">International Assignments &amp; Remote Work Abroad<\/a><\/span>\n<b>03 <\/b><span><a href=\"#kuendigung-internationale-ansprueche\">Termination &amp; Cross-Border Claims<\/a><\/span>\n<\/nav>\n<div class=\"wl-side-note\">\n<p><strong>Ein Einsatz beginnt oder eine Frist l\u00e4uft?<\/strong>Please specify the countries involved, whether you are seeking advice as an employee or an employer, and any key dates when submitting your enquiry.<\/p>\n<a href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/contact\/\">Clarify your advisory needs \u2197<\/a>\n<\/div>\n<\/div>\n<\/aside>\n\n<main class=\"wl-main\">\n\n<div class=\"wl-intro\"><strong>Germany is the starting point for assessing your case.<\/strong> The EU, EEA, Switzerland, and non-EU countries are not subject to the same rules in every respect. Applicability must be assessed separately for each country and area of law. Where necessary, we coordinate with foreign legal counsel and tax specialists.  <\/div>\n\n<section class=\"wl-sec\" id=\"arbeitsvertrag-anwendbares-recht\">\n<div class=\"wl-sec-head\"><span class=\"wl-badge\">01<\/span><span class=\"wl-kicker\"> Compare the Contract with the Actual Working Arrangements<\/span><\/div>\n<h2>Employment Contracts: Which Law Applies Across Borders?<\/h2>\n<div class=\"wl-prose\">\n<p>For employment contracts involving another country, the<a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/DE\/TXT\/?uri=CELEX:32008R0593\" target=\"_blank\" rel=\"noopener\"> Rome I Regulation<\/a> generally determines the applicable law by reference to the country in which the employee habitually carries out their work, where the Regulation applies and no valid choice of law overrides that starting point. Nationality is not decisive. Under Article 8, a choice of law must not deprive employees of the protection afforded by mandatory provisions of the law that would otherwise apply. Overriding mandatory provisions under Article 9 must also be considered. The question of which courts have jurisdiction is a separate matter.    <\/p>\n<p>As an employee, you should not rely solely on the choice of law in your contract. The country in which you habitually work, or from which you ordinarily carry out your duties, is also relevant. We review your work arrangements, periods of assignment, and contractual terms to determine which legal protections apply. A foreign employment contract does not automatically mean fewer rights. Whether annual leave, remuneration, or protection against dismissal is affected requires a case-specific comparison.    <\/p>\n<p>As an employer, you should ensure that your employment contract templates reflect the actual working arrangements. Choosing German law does not exclude the application of mandatory foreign requirements. We review your contractual structure, place of work, and planned cross-border assignments from your company\u2019s perspective. We also identify which provisions require separate legal advice in the relevant country. Clearly defined responsibilities, remuneration terms, and areas of authority help prevent inconsistencies and disputes later on.    <\/p>\n<\/div>\n<div class=\"wl-tip\"><strong>Tip:<\/strong><p>Before signing an employment contract, prepare an overview of the contracting parties, actual places of work, assignment periods, and the organisational centre of your activities. Gather all versions of the contract and any amendments or addenda. Have the choice-of-law and jurisdiction clauses assessed separately before signing a clause or incorporating it into an employment contract template as an employer.  <\/p><\/div>\n<figure class=\"wl-fig\">\n<button type=\"button\" data-wl-zoom=\"\" aria-label=\"Grafik vergr\u00f6\u00dfern: Welches Arbeitsrecht gilt?\">&lt;img src=&quot;https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2026\/09\/international-vertragsrecht.png&quot; alt=&quot;Graphic: Which Employment Law Applies?<br \/>Contract, place of work and mandatory protections \u2014 determining the applicable law on a case-by-case basis under the Rome I Regulation. Court jurisdiction must be assessed separately.\" width=\"1440\" height=\"1160\" loading=\"lazy\" decoding=\"async\"&gt;<\/button>\n<figcaption>Consider the choice of law, place of work, and mandatory protections together. Court jurisdiction does not automatically determine the applicable law. Click the graphic to enlarge it.  <\/figcaption>\n<\/figure>\n<div class=\"wl-faq\" data-wl-faq=\"\">\n<div class=\"wl-faq-head\"><h3>Frequently Asked Questions About Employment Contracts and Choice of Law<\/h3><\/div>\n<details><summary>Does German Employment Law Always Apply to German Employees?<\/summary><div class=\"wl-faq-a\"><p>No. Under<a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/DE\/TXT\/?uri=CELEX:32008R0593\" target=\"_blank\" rel=\"noopener\"> Article 8 of the Rome I Regulation<\/a>, in the absence of a choice of law, the law of the country in which or from which you habitually carry out your work generally applies. Your nationality does not determine the law governing your employment contract. Nor does an employer\u2019s registered office in Germany, by itself, necessarily mean that German employment law applies.   <\/p><\/div><\/details>\n<details><summary>Can a Choice of Law Exclude Mandatory Employee Protections?<\/summary><div class=\"wl-faq-a\"><p>No. A choice of law cannot deprive you, as an employee, of the protection afforded by mandatory provisions of the law that would apply in the absence of that choice. As an employer, you must also take these protections into account when drafting employment contracts. The relevant provisions must be compared on a case-by-case basis to determine which mandatory protections apply.   <\/p><\/div><\/details>\n<details><summary>What Rules Apply When Work Is Regularly Performed in Multiple Countries<\/summary><div class=\"wl-faq-a\"><p>The first step is to determine whether a country can be identified as the place in or from which the employee habitually carries out their work. Only if this cannot be established does Article 8(3) refer to the place of business through which the employee was engaged. Under Article 8(4), the law of another country may apply if the employment contract is more closely connected with that country.    <\/p><\/div><\/details>\n<details><summary>Does a Fixed-Term Assignment Abroad Immediately Change the Applicable Employment Law?<\/summary><div class=\"wl-faq-a\"><p>Under Article 8 of the Rome I Regulation, a temporary assignment abroad does not change the country in which the employee habitually works. However, the actual circumstances matter, not merely the label \u201csecondment.\u201d Additional mandatory employment conditions in the host country may still apply.  <\/p><\/div><\/details>\n<details><summary>What Are Overriding Mandatory Provisions Under Article 9 of the Rome I Regulation?<\/summary><div class=\"wl-faq-a\"><p>These are mandatory provisions considered crucial to safeguarding a country\u2019s public interests. They may apply irrespective of the law governing the contract. However, not every mandatory employment law provision qualifies as an overriding mandatory provision. Different conditions apply to provisions of the forum country and those of the country where contractual obligations are to be performed.   <\/p><\/div><\/details>\n<details><summary>Does a German Court Always Apply German Employment Law?<\/summary><div class=\"wl-faq-a\"><p>No. Court jurisdiction and the applicable law are determined separately. A German court may be required to apply foreign contract law. Conversely, choosing German law does not establish that German courts have jurisdiction. Both issues should therefore be assessed at an early stage.    <\/p><\/div><\/details>\n<\/div>\n<a class=\"wl-cta\" href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/contact\/\"><span>Employment Contract Involving Another Country? Have the choice of law, place of work, and mandatory protections reviewed before signing<\/span>.<span aria-hidden=\"true\"> \u2197<\/span><\/a>\n<\/section>\n\n<section class=\"wl-sec\" id=\"entsendung-remote-work\">\n<div class=\"wl-sec-head\"><span class=\"wl-badge\">02<\/span> <span class=\"wl-kicker\">Prepare International Assignments in Good Time<\/span><\/div>\n<h2>Secondments and Remote Work:<br class=\"wl-br\" \/>Clarifying the Legal Requirements for Working Abroad<\/h2>\n<div class=\"wl-prose\">\n<p>International assignments and remote work abroad require careful assessment before work begins. The duration of the assignment, the place of work, and the specific activities determine which requirements are relevant. These may include notification obligations and mandatory employment conditions in the host country, such as rules on remuneration and rest periods. Social security, tax, and immigration law must be assessed separately from the law governing the employment contract. A short business trip or approval to work remotely does not replace this assessment.    <\/p>\n<p>As an employee, you should agree on any work abroad with your employer in advance. Set out working hours, availability, expenses, and return arrangements in writing. An A1 certificate confirms which country\u2019s social security legislation applies; it is not a work permit. You are not automatically covered by your home country\u2019s social security system. You should also have the scope of sickness and accident benefits, as well as any potential gaps in insurance coverage, reviewed separately.    <\/p>\n<p>As an employer, you need a robust process for approvals, notifications, and payroll administration. When hiring internationally, check before employment begins whether a residence permit and work authorisation are required and, if so, whether they have been obtained. Even short-term assignments abroad can trigger legal obligations; there is no general 183-day exemption. We assess your employment law requirements and coordinate any necessary country-specific legal and tax advice with you separately.   <\/p>\n<\/div>\n<div class=\"wl-book\">\n<img loading=\"lazy\" src=\"https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2026\/09\/arbeitszeit-frage-antwort-cover-3.jpg\" alt=\"Book cover: Working Time: Questions and Answers by Michael D. Wirlitsch, 2nd edition, Bund-Verlag\" width=\"700\" height=\"700\" loading=\"lazy\" decoding=\"async\">\n<div>\n<div class=\"wl-kicker\">Additional Consideration: German Working Time Law<\/div>\n<h3>Working Hours: Questions and Answers<\/h3>\n<div class=\"wl-book-meta\"><span>Michael D. Wirlitsch<\/span><span>2., Newly Revised Edition 2026 \u00b7 Bund-Verlag<\/span><\/div>\n<p class=\"wl-book-desc\">Supplementary guidance on German working time law for employees and on employers\u2019 workplace obligations. This is not a specialist guide to foreign law and does not address conflict-of-laws questions, namely which law applies. It does not replace a case-specific assessment of your international assignment.  <\/p>\n<a href=\"https:\/\/shop.bund-verlag.de\/arbeitszeit-in-frage-und-antwort-978-3-7663-7517-9\" target=\"_blank\" rel=\"noopener\">View the Book at the Publisher \u2197<\/a>\n<\/div>\n<\/div>\n<div class=\"wl-tip\"><strong>Tip:<\/strong><p>Record the country, place of assignment, start date, end date, and duties in writing. Assign a responsible person to each area requiring review: employment conditions, social security, immigration and notification requirements, and tax and payroll administration. Set out arrangements for the start and end of the assignment, allowances, and expenses. If the location, duration, or nature of the work changes, review the relevant approvals again.   <\/p><\/div>\n<figure class=\"wl-fig\">\n<button type=\"button\" data-wl-zoom=\"\" aria-label=\"Grafik vergr\u00f6\u00dfern: Auslandseinsatz: vier Pr\u00fcfbereiche\"><img loading=\"lazy\" src=\"https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2026\/09\/international-auslandseinsatz.png\" alt=\"Graphic: International Assignment Abroad \u2014 Four Areas to Review: Employment Conditions, Social Security, Immigration and Notification Requirements, and Tax and Payroll Administration.\" width=\"1440\" height=\"1160\" loading=\"lazy\" decoding=\"async\"><\/button>\n<figcaption>Approval in one area does not replace the need to review the others. An A1 certificate confirms applicable social security legislation; it is not a work permit. Click the graphic to enlarge it.  <\/figcaption>\n<\/figure>\n<div class=\"wl-faq\" data-wl-faq=\"\">\n<div class=\"wl-faq-head\"><h3>Frequently Asked Questions About Secondments and Remote Work Abroad<\/h3><\/div>\n<details><summary>Can I Work Abroad Simply Because My Employer Has Approved Remote Work?<\/summary><div class=\"wl-faq-a\"><p>General approval for remote work does not automatically authorise you to work from any country. As an employee, you should agree on the specific location in advance. As an employer, you should assess local legal requirements, data protection, and the implications for insurance and payroll before granting approval.  <\/p><\/div><\/details>\n<details><summary>Which Employment Conditions Apply to a Posting Within the EU?<\/summary><div class=\"wl-faq-a\"><p>Where EU posting rules apply, mandatory requirements of the host country may cover matters such as remuneration, maximum working hours, rest periods, and annual leave. More favourable employment conditions remain protected. Additional rules may apply to longer postings. Notification requirements must be checked separately for each country.   <\/p><\/div><\/details>\n<details><summary>What Does an A1 Certificate Confirm \u2014 and What Does It Not Confirm?<\/summary><div class=\"wl-faq-a\"><p>Under the applicable social security coordination rules, an A1 certificate confirms which country\u2019s social security legislation applies. It does not replace any required work permit, posting notification, or tax assessment. Whether the situation constitutes a posting or regular work in multiple countries must be assessed separately  <\/p><\/div><\/details>\n<details><summary>Is Spending Fewer Than 183 Days Abroad Always Problem-Free?<\/summary><div class=\"wl-faq-a\"><p>No. There is no general 183-day exemption. Tax treaties make the application of such rules subject to additional conditions and different reference periods. Tax and payroll obligations may arise even during shorter stays abroad. Employment law and immigration law are governed by separate rules.    <\/p><\/div><\/details>\n<details><summary>Does Social Security Coverage in Your Home Country Automatically Continue?<\/summary><div class=\"wl-faq-a\"><p>No. This depends, among other factors, on the countries involved, the nature of the work, and the assignment arrangement. EU social security coordination rules, their respective extension to the EEA and Switzerland, and agreements with non-EU countries must be distinguished. Not every agreement covers all branches of social security, so any gaps in coverage should be assessed separately.   <\/p><\/div><\/details>\n<details><summary>What Needs to Be Clarified Before an International Hire Begins Work?<\/summary><div class=\"wl-faq-a\"><p>Check whether the individual requires a residence permit or work authorisation for the specific role and whether the necessary authorisation is in place. Employees should obtain the required documents in good time, while employers must verify the individual\u2019s right to work before employment begins. A signed employment contract alone is not sufficient.  <\/p><\/div><\/details>\n<\/div>\n<a class=\"wl-cta\" href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/contact\/\"><span>Planning a Secondment or Remote Work Abroad? Clarify the Requirements in the Host Country and Any Need for Additional Legal Advice Before Work Begins<\/span>. \u2197<\/a>\n<\/section>\n\n<section class=\"wl-sec\" id=\"kuendigung-internationale-ansprueche\">\n<div class=\"wl-sec-head\"><span class=\"wl-badge\">03<\/span><span class=\"wl-kicker\">Protect Your Deadlines and Prepare for Legal Proceedings<\/span><\/div>\n<h2>Dismissal and Employment Claims:<br class=\"wl-br\" \/>Assess Jurisdiction, Applicable Law, and Deadlines<\/h2>\n<div class=\"wl-prose\">\n<p>In cross-border employment disputes, court jurisdiction, applicable law, and deadlines must be assessed separately. Articles 20 to 23 of the <a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/DE\/TXT\/?uri=CELEX:32012R1215\" target=\"_blank\" rel=\"noopener\">Brussels I <\/a>Recast Regulation provide specific jurisdictional protections for employees. An employer based abroad therefore does not necessarily have to be sued abroad. Not every jurisdiction clause is binding on employees. A sound legal strategy must also take account of service of documents, translation requirements, and the subsequent enforcement of judgments in the relevant country.    <\/p>\n<p>As an employee, you should immediately document receipt of any notice of dismissal and compile a list of outstanding claims. Where Section 4 of the German Protection Against Dismissal Act (KSchG) applies, the general deadline for filing an unfair dismissal claim is three weeks from receipt of the written notice of dismissal. Other countries have different deadlines. Do not wait for negotiations to conclude or for your return to Germany. We review your documents, potential jurisdictions, and the steps required to protect your rights.    <\/p>\n<p>As an employer, you should have the grounds for dismissal, formal requirements, applicable employee protections, and proof of delivery reviewed before issuing a notice of termination. When an employment relationship ends, arrangements for repatriation, the cessation of allowances, outstanding remuneration, and social security protection must be addressed separately. Ending an international assignment does not automatically terminate the employment relationship. We assess negotiation and litigation risks with you and identify any need for advice from foreign counsel before binding declarations are made.   <\/p>\n<\/div>\n<div class=\"wl-tip\"><strong>Tip:<\/strong><p>As an employee, keep the dismissal notice, its envelope, evidence of receipt, and supporting documents for any outstanding claims. As an employer, compile the relevant decision-making records, evidence of authority to act, and proof of service. Have all deadlines checked immediately. Submitting an enquiry or negotiating with the other party does not preserve a claim deadline; timely filing must be expressly addressed.   <\/p><\/div>\n<figure class=\"wl-fig\">\n<button type=\"button\" data-wl-zoom=\"\" aria-label=\"Grafik vergr\u00f6\u00dfern: Grenz\u00fcberschreitenden Streit kl\u00e4ren\"><img loading=\"lazy\" src=\"https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2026\/09\/international-konflikte.png\" alt=\"Graphic: Resolving a Cross-Border Dispute \u2014 Perspectives of Employees and Private Employers, Court Jurisdiction, Applicable Law and Specific Deadlines, Negotiation or Legal Proceedings.\" width=\"1440\" height=\"1160\" loading=\"lazy\" decoding=\"async\"><\/button>\n<figcaption>The perspectives differ; legal representation is provided to one side only. Deadlines must be secured immediately, not only after all assessments have been completed. Click the graphic to enlarge it.  <\/figcaption>\n<\/figure>\n<div class=\"wl-faq\" data-wl-faq=\"\">\n<div class=\"wl-faq-head\"><h3>Frequently Asked Questions About Dismissal and Cross-Border Employment Claims<\/h3><\/div>\n<details><summary>Do I Have to Sue a Foreign Employer Abroad?<\/summary><div class=\"wl-faq-a\"><p>Not necessarily.<a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/DE\/TXT\/?uri=CELEX:32012R1215\" target=\"_blank\" rel=\"noopener\"> Article 21<\/a> of the Brussels Ia Regulation provides employees, in particular, with the option of bringing proceedings in the court of the place where they habitually work or where they last worked. If this is in Germany, it may be possible to bring proceedings here \u2013 and, under paragraph 2, even against employers from third countries.  <\/p><\/div><\/details>\n<details><summary>Is a jurisdiction clause in an employment contract always binding?<\/summary><div class=\"wl-faq-a\"><p>No. Under <a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/DE\/TXT\/?uri=CELEX:32012R1215\" target=\"_blank\" rel=\"noopener\">Article 23 <\/a>of the Brussels Ia Regulation, derogations are only permissible if they are agreed after the dispute has arisen or if they afford the employee additional avenues of redress. A restriction agreed in advance to a foreign court cannot, therefore, simply override that protection.Nein. Nach Art. 23 Br\u00fcssel Ia sind Abweichungen nur zul\u00e4ssig, wenn sie nach Entstehung des Streits vereinbart werden oder dem Arbeitnehmer zus\u00e4tzliche Klagem\u00f6glichkeiten er\u00f6ffnen. Eine vorab vereinbarte Beschr\u00e4nkung auf ein ausl\u00e4ndisches Gericht kann den Schutz daher nicht einfach verdr\u00e4ngen.  <\/p><\/div><\/details>\n<details><summary>In what circumstances may an employer take legal action against an employee?<\/summary><div class=\"wl-faq-a\"><p>Within the scope of <a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/DE\/TXT\/?uri=CELEX:32012R1215\" target=\"_blank\" rel=\"noopener\">Article 22 <\/a>of the Brussels Ia Regulation, proceedings may, in principle, only be brought before the courts of the Member State in which the employee is domiciled. A counterclaim may still be brought in proceedings that are already admissible and pending. Where there is a connection with a third country or an agreement under Article 23, this must be examined separately.  <\/p><\/div><\/details>\n<details><summary>Does the three-week notice period apply to every international termination?<\/summary><div class=\"wl-faq-a\"><p>No. If<a href=\"https:\/\/www.gesetze-im-internet.de\/kschg\/__4.html\" target=\"_blank\" rel=\"noopener\"> Section 4 <\/a>of the Employment Protection Act (KSchG) applies, the claim must, as a general rule, be brought within three weeks of receipt of the written notice of termination. Other countries have their own time limits. Outstanding payment claims may also be subject to specific limitation periods. Please clarify the relevant deadlines immediately.    <\/p><\/div><\/details>\n<details><summary>What are the key considerations regarding service of documents and enforcement abroad?<\/summary><div class=\"wl-faq-a\"><p>Court documents must be served in accordance with the relevant rules; translations may be required. A judgement does not automatically lead to payment. Recognition, certificates, the place of enforcement and available assets must be examined. EU rules do not apply worldwide without modification.   <\/p><\/div><\/details>\n<details><summary>What should an international separation agreement cover?<\/summary><div class=\"wl-faq-a\"><p>Make sure you explicitly clarify the date of termination, return travel and travel expenses, allowances, outstanding remuneration, annual leave and your reference. Social security, residence status and tax implications require separate consideration. Whether you are an employee or an employer, you should not accept a blanket settlement clause without checking it first.  <\/p><\/div><\/details>\n<\/div>\n<a class=\"wl-cta\" href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/contact\/\"><span>Is your case relating to a dismissal or a claim involving a foreign element? Make sure you clarify the relevant court, time limits and procedure for your client\u2019s side in good time<\/span>.\u2197<\/a>\n<\/section>\n\n<\/main>\n<\/div>\n<\/div>\n\n<section class=\"wl-bleed wl-foot\" id=\"kontakt\">\n<div class=\"wl-wrap\">\n<div class=\"wl-foot-grid\">\n<figure class=\"wl-person\"><img loading=\"lazy\" src=\"https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/10\/Bilder_Kanzlei25_IMG_1334-Kopie-scaled.webp\" alt=\"Michael D. Wirlitsch, Principal of the Wirlitsch Law Firm \u2013 Attorney and Certified Specialist in Employment Law\" width=\"1707\" height=\"2560\" loading=\"lazy\" decoding=\"async\"><figcaption><strong>Michael D. Wirlitsch<\/strong>Principal \u00b7 Attorney and Certified Specialist in Employment Law<\/figcaption><\/figure>\n<div>\n<h2 class=\"wl-foot-title\">Your client page. A clear advisory brief. <\/h2>\n<p>Please let us know the nature of your enquiry, the countries involved, the other party and any relevant deadlines. Please also state whether you are enquiring as an employee or a private employer. Before accepting a case, we will clarify any conflicts of interest, the party to be represented, the scope of our advice and the costs involved. We do not represent both parties in the same dispute.   <\/p>\n<p>Any necessary advice on foreign law and from tax experts will be arranged separately. We will discuss with you your requirements, the terms of engagement, responsibilities and any additional costs. We do not undertake to cover all foreign legal systems ourselves. An enquiry alone does not constitute a mandate and does not set any time limit.   <\/p>\n<div class=\"wl-foot-cta\"><a class=\"wl-btn\" href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/contact\/\">Request a consultation <span aria-hidden=\"true\">\u2197<\/span><\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n\n<div class=\"wl-wrap wl-legal\"><p><strong>Legal notice:<\/strong> This information is intended to provide guidance on cross-border employment relationships involving Germany. It is not a substitute for an assessment of individual cases or for the necessary advice on national legislation or tax matters. The actual nature of the work, the countries involved and the applicable rules in each case are decisive. Please have any upcoming deadlines checked without delay.   <\/p>\n<div class=\"wl-legal-links\"><a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/DE\/TXT\/?uri=CELEX:32008R0593\" target=\"_blank\" rel=\"noopener\">Rome I: Articles 8 and 9<\/a>; <a href=\"https:\/\/eur-lex.europa.eu\/legal-content\/DE\/TXT\/?uri=CELEX:32012R1215\" target=\"_blank\" rel=\"noopener\">Brussels Ia: Articles 20 to 23<\/a>; <a href=\"https:\/\/europa.eu\/youreurope\/citizens\/work\/work-abroad\/posted-workers\/index_de.htm\" target=\"_blank\" rel=\"noopener\">EU guidance on posting<\/a>; <a href=\"https:\/\/www.gesetze-im-internet.de\/kschg\/__4.html\" target=\"_blank\" rel=\"noopener\">limitation period under Section 4 of the Employment Protection Act (KSchG)<\/a><\/div><\/div>\n\n<div class=\"wl-lb\" role=\"dialog\" aria-label=\"Grafik vergr\u00f6\u00dfert\" data-wl-lb=\"\"><button type=\"button\" aria-label=\"Schlie\u00dfen\">\u00d7<\/button><img decoding=\"async\" src=\"\" alt=\"\"><\/div>\n\n<\/div>\n\n\n(function(){\nvar r=document.getElementById('wl-international');if(!r)return;\nvar lb=r.querySelector('[data-wl-lb]'),li=lb.querySelector('img');\nfunction close(){lb.classList.remove('is-open');document.documentElement.style.overflow='';}\nr.querySelectorAll('[data-wl-zoom]').forEach(function(b){b.addEventListener('click',function(){var i=b.querySelector('img');li.src=i.src;li.alt=i.alt;lb.classList.add('is-open');document.documentElement.style.overflow='hidden';lb.querySelector('button').focus();});});\nlb.addEventListener('click',close);\ndocument.addEventListener('keydown',function(e){if(e.key==='Escape'&amp;&amp;lb.classList.contains('is-open'))close();});\nvar links=r.querySelectorAll('.wl-toc a'),secs=r.querySelectorAll('.wl-sec');\nif('IntersectionObserver' in window){\nvar io=new IntersectionObserver(function(es){es.forEach(function(e){if(e.isIntersecting){links.forEach(function(l){l.classList.toggle('is-active',l.getAttribute('href')==='#'+e.target.id)});}});},{rootMargin:'-30% 0px -60% 0px'});\nsecs.forEach(function(s){io.observe(s)});\n}\n})();\n\n\n\n{\"@context\": \"https:\/\/schema.org\", \"@graph\": [{\"@type\": \"WebPage\", \"@id\": \"https:\/\/wirlitsch-arbeitsrecht.de\/internationales-arbeitsrecht\/#webpage\", \"url\": \"https:\/\/wirlitsch-arbeitsrecht.de\/internationales-arbeitsrecht\/\", \"name\": \"Ihr Anwalt f\u00fcr internationales Arbeitsrecht\", \"description\": \"Anwendbares Recht bei Arbeitsvertr\u00e4gen mit Auslandsbezug, Entsendung und Remote Work, internationale K\u00fcndigung und Anspr\u00fcche: Orientierung f\u00fcr Arbeitnehmer und private Arbeitgeber \u2013 Wirlitsch, Kanzlei f\u00fcr Arbeitsrecht.\", \"inLanguage\": \"de-DE\", \"breadcrumb\": {\"@id\": \"https:\/\/wirlitsch-arbeitsrecht.de\/internationales-arbeitsrecht\/#breadcrumb\"}, \"publisher\": {\"@type\": \"LegalService\", \"name\": \"Wirlitsch \u00b7 Kanzlei f\u00fcr Arbeitsrecht\", \"url\": \"https:\/\/wirlitsch-arbeitsrecht.de\/\"}, \"about\": [{\"@type\": \"Thing\", \"name\": \"Internationales Arbeitsrecht\"}, {\"@type\": \"Thing\", \"name\": \"Rom-I-Verordnung\"}, {\"@type\": \"Thing\", \"name\": \"Br\u00fcssel-Ia-Verordnung\"}, {\"@type\": \"Thing\", \"name\": \"Entsendung von Arbeitnehmern\"}, {\"@type\": \"Thing\", \"name\": \"A1-Bescheinigung\"}, {\"@type\": \"Thing\", \"name\": \"K\u00fcndigungsschutzklage\"}]}, {\"@type\": \"BreadcrumbList\", \"@id\": \"https:\/\/wirlitsch-arbeitsrecht.de\/internationales-arbeitsrecht\/#breadcrumb\", \"itemListElement\": [{\"@type\": \"ListItem\", \"position\": 1, \"name\": \"Startseite\", \"item\": \"https:\/\/wirlitsch-arbeitsrecht.de\/\"}, {\"@type\": \"ListItem\", \"position\": 2, \"name\": \"Internationales Arbeitsrecht\", \"item\": \"https:\/\/wirlitsch-arbeitsrecht.de\/internationales-arbeitsrecht\/\"}]}, {\"@type\": \"FAQPage\", \"@id\": \"https:\/\/wirlitsch-arbeitsrecht.de\/internationales-arbeitsrecht\/#faq\", \"mainEntity\": [{\"@type\": \"Question\", \"name\": \"Gilt f\u00fcr deutsche Arbeitnehmer immer deutsches Arbeitsrecht?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Nein. Nach Art. 8 Rom I ist ohne Rechtswahl grunds\u00e4tzlich der Staat ma\u00dfgeblich, in dem oder von dem aus Sie gew\u00f6hnlich arbeiten. Ihr Pass legt das Vertragsrecht nicht fest. Auch der deutsche Sitz eines Arbeitgebers f\u00fchrt f\u00fcr sich allein nicht zwingend zu deutschem Arbeitsrecht.\"}}, {\"@type\": \"Question\", \"name\": \"Kann eine Rechtswahl zwingenden Arbeitnehmerschutz ausschlie\u00dfen?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Nein. Die Rechtswahl darf Ihnen als Arbeitnehmer den zwingenden Schutz des ohne Rechtswahl anwendbaren Rechts nicht nehmen. Als Arbeitgeber m\u00fcssen Sie diesen Schutz bei der Gestaltung mitpr\u00fcfen. Welche Regelung im jeweiligen Punkt g\u00fcnstiger ist, wird konkret verglichen.\"}}, {\"@type\": \"Question\", \"name\": \"Was gilt, wenn regelm\u00e4\u00dfig in mehreren Staaten gearbeitet wird?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Zun\u00e4chst wird gepr\u00fcft, ob sich ein Staat bestimmen l\u00e4sst, in dem oder von dem aus die Arbeit gew\u00f6hnlich erfolgt. Erst wenn das nicht m\u00f6glich ist, z\u00e4hlt nach Art. 8 Abs. 3 die einstellende Niederlassung. Eine engere Verbindung zu einem anderen Staat kann nach Abs. 4 ausschlaggebend sein.\"}}, {\"@type\": \"Question\", \"name\": \"\u00c4ndert ein befristeter Auslandseinsatz sofort das Vertragsrecht?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Eine nur vor\u00fcbergehende T\u00e4tigkeit im Ausland \u00e4ndert nach Art. 8 Rom I den gew\u00f6hnlichen Arbeitsstaat nicht. Ma\u00dfgeblich sind aber die tats\u00e4chlichen Umst\u00e4nde, nicht nur die \u00dcberschrift \u201eEntsendung\u201c. Zus\u00e4tzliche zwingende Arbeitsbedingungen des Gastlandes k\u00f6nnen dennoch gelten.\"}}, {\"@type\": \"Question\", \"name\": \"Was sind Eingriffsnormen nach Art. 9 Rom I?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Das sind besonders wichtige zwingende Vorschriften zum Schutz \u00f6ffentlicher Interessen. Sie k\u00f6nnen unabh\u00e4ngig vom Vertragsrecht eingreifen. Nicht jede zwingende Arbeitsrechtsnorm ist eine Eingriffsnorm. F\u00fcr Vorschriften des Gerichtsstaats und des Erf\u00fcllungsstaats gelten unterschiedliche Voraussetzungen.\"}}, {\"@type\": \"Question\", \"name\": \"Wendet ein deutsches Gericht stets deutsches Arbeitsrecht an?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Nein. Gerichtszust\u00e4ndigkeit und anwendbares Recht werden getrennt bestimmt. Ein deutsches Gericht kann ausl\u00e4ndisches Vertragsrecht anwenden m\u00fcssen. Umgekehrt legt die Wahl deutschen Rechts keinen deutschen Gerichtsstand fest. Beide Fragen geh\u00f6ren deshalb vorab auf die Pr\u00fcfliste.\"}}, {\"@type\": \"Question\", \"name\": \"Darf ich mit einer Homeoffice-Zusage einfach im Ausland arbeiten?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Eine allgemeine Homeoffice-Zusage erlaubt nicht automatisch Arbeit aus jedem Land. Als Arbeitnehmer sollten Sie den konkreten Ort vorab abstimmen. Als Arbeitgeber pr\u00fcfen Sie vor der Freigabe die \u00f6rtlichen Pflichten, den Datenschutz und die Folgen f\u00fcr Versicherung und Abrechnung.\"}}, {\"@type\": \"Question\", \"name\": \"Welche Arbeitsbedingungen gelten bei einer EU-Entsendung?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Im Anwendungsbereich des Entsenderechts gelten zwingende Vorgaben des Gastlandes etwa zu Entlohnung, H\u00f6chstarbeitszeit, Ruhezeiten und Urlaub. G\u00fcnstigere Bedingungen bleiben gewahrt. Bei l\u00e4ngeren Entsendungen k\u00f6nnen weitere Regeln hinzukommen. Meldepflichten sind landesspezifisch zu pr\u00fcfen.\"}}, {\"@type\": \"Question\", \"name\": \"Was best\u00e4tigt die A1-Bescheinigung und was nicht?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Sie bescheinigt im einschl\u00e4gigen Koordinierungsrecht, welches Sozialversicherungsrecht gilt. Sie ersetzt weder eine erforderliche Arbeitsgenehmigung noch eine Entsendemeldung oder Steuerpr\u00fcfung. Ob eine Entsendung oder regelm\u00e4\u00dfige Arbeit in mehreren Staaten vorliegt, ist gesondert zu kl\u00e4ren.\"}}, {\"@type\": \"Question\", \"name\": \"Sind weniger als 183 Tage im Ausland immer unproblematisch?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Nein. Es gibt keine allgemeine 183-Tage-Freigrenze. Steuerabkommen kn\u00fcpfen entsprechende Regeln an weitere Voraussetzungen und unterschiedliche Bezugszeitr\u00e4ume. Auch bei k\u00fcrzerem Aufenthalt k\u00f6nnen Steuer- und Abrechnungspflichten entstehen. Arbeits- und Aufenthaltsrecht folgen eigenen Regeln.\"}}, {\"@type\": \"Question\", \"name\": \"Bleibt die Sozialversicherung im Heimatland automatisch bestehen?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Nein. Das h\u00e4ngt unter anderem von Staaten, T\u00e4tigkeit und Einsatzmodell ab. EU-Koordinierungsrecht, dessen jeweilige Erstreckung auf EWR und Schweiz sowie Abkommen mit Drittstaaten sind zu unterscheiden. Nicht jedes Abkommen erfasst alle Versicherungszweige; L\u00fccken sind gesondert zu pr\u00fcfen.\"}}, {\"@type\": \"Question\", \"name\": \"Was ist bei einer internationalen Einstellung vor Beginn zu kl\u00e4ren?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Kl\u00e4ren Sie, ob die Person f\u00fcr die konkrete T\u00e4tigkeit eine Aufenthalts- oder Besch\u00e4ftigungserlaubnis braucht und ob diese vorliegt. Arbeitnehmer sollten Unterlagen rechtzeitig beschaffen, Arbeitgeber die Berechtigung vor Arbeitsaufnahme pr\u00fcfen. Ein unterschriebener Vertrag allein gen\u00fcgt nicht.\"}}, {\"@type\": \"Question\", \"name\": \"Muss ich einen ausl\u00e4ndischen Arbeitgeber im Ausland verklagen?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Nicht zwingend. Art. 21 Br\u00fcssel Ia er\u00f6ffnet Arbeitnehmern insbesondere den Gerichtsstand am Ort, an dem oder von dem aus sie gew\u00f6hnlich arbeiten oder zuletzt arbeiteten. Liegt dieser in Deutschland, kann eine Klage hier m\u00f6glich sein \u2013 nach Abs. 2 auch gegen Arbeitgeber aus Drittstaaten.\"}}, {\"@type\": \"Question\", \"name\": \"Bindet eine Gerichtsstandsklausel im Arbeitsvertrag immer?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Nein. Nach Art. 23 Br\u00fcssel Ia sind Abweichungen nur zul\u00e4ssig, wenn sie nach Entstehung des Streits vereinbart werden oder dem Arbeitnehmer zus\u00e4tzliche Klagem\u00f6glichkeiten er\u00f6ffnen. Eine vorab vereinbarte Beschr\u00e4nkung auf ein ausl\u00e4ndisches Gericht kann den Schutz daher nicht einfach verdr\u00e4ngen.\"}}, {\"@type\": \"Question\", \"name\": \"Wo darf ein Arbeitgeber gegen einen Arbeitnehmer klagen?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Im Anwendungsbereich von Art. 22 Br\u00fcssel Ia grunds\u00e4tzlich nur vor den Gerichten des Mitgliedstaats, in dem der Arbeitnehmer wohnt. Eine Widerklage im bereits zul\u00e4ssig anh\u00e4ngigen Verfahren bleibt m\u00f6glich. Bei Drittstaatenbezug oder einer Vereinbarung nach Art. 23 ist gesondert zu pr\u00fcfen.\"}}, {\"@type\": \"Question\", \"name\": \"Gilt bei jeder internationalen K\u00fcndigung die Dreiwochenfrist?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Nein. Ist \u00a7 4 KSchG anwendbar, muss die Klage grunds\u00e4tzlich binnen drei Wochen ab Zugang der schriftlichen K\u00fcndigung erhoben werden. Andere Staaten haben eigene Fristen. Auch offene Zahlungsanspr\u00fcche k\u00f6nnen besonderen Ausschlussfristen unterliegen. Lassen Sie die ma\u00dfgeblichen Termine sofort kl\u00e4ren.\"}}, {\"@type\": \"Question\", \"name\": \"Was ist bei Zustellung und Vollstreckung im Ausland wichtig?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Gerichtliche Schriftst\u00fccke m\u00fcssen nach den einschl\u00e4gigen Regeln zugestellt werden; \u00dcbersetzungen k\u00f6nnen n\u00f6tig sein. Ein Urteil f\u00fchrt nicht automatisch zur Zahlung. Anerkennung, Bescheinigungen, Vollstreckungsort und erreichbares Verm\u00f6gen sind zu pr\u00fcfen. EU-Regeln gelten nicht unver\u00e4ndert weltweit.\"}}, {\"@type\": \"Question\", \"name\": \"Was sollte eine internationale Trennungsvereinbarung regeln?\", \"acceptedAnswer\": {\"@type\": \"Answer\", \"text\": \"Kl\u00e4ren Sie Beendigungszeitpunkt, R\u00fcckkehr und Reisekosten, Zulagen, offene Verg\u00fctung, Urlaub und Zeugnis ausdr\u00fccklich. Sozialschutz, Aufenthaltsstatus und Steuerfolgen brauchen eine eigene Pr\u00fcfung. Als Arbeitnehmer wie als Arbeitgeber sollten Sie keine pauschale Ausgleichsklausel ungepr\u00fcft akzeptieren.\"}}]}]}\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Startseite\/ International Labour Law Working Across Borders. Clarifying Rights and Obligations. Your Lawyer for International Labour Law An employment contract involving another country, remote work from abroad, or a cross-border termination can raise many questions. Whether you are an employee or a private employer, you need clarity on your rights, obligations, and deadlines. We assess [&hellip;]<\/p>\n","protected":false},"author":8,"featured_media":37854,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-38001","page","type-page","status-publish","has-post-thumbnail","hentry"],"_links":{"self":[{"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/38001","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/comments?post=38001"}],"version-history":[{"count":2,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/38001\/revisions"}],"predecessor-version":[{"id":38957,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/38001\/revisions\/38957"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/media\/37854"}],"wp:attachment":[{"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/media?parent=38001"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}