{"id":38981,"date":"2026-09-27T13:02:33","date_gmt":"2026-09-27T11:02:33","guid":{"rendered":"https:\/\/wirlitsch-arbeitsrecht.de\/public-sector-employers\/"},"modified":"2026-10-22T13:47:40","modified_gmt":"2026-10-22T11:47:40","slug":"public-sector-employers","status":"publish","type":"page","link":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/public-sector-employers\/","title":{"rendered":"Public-sector employers"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-page\" data-elementor-id=\"38981\" class=\"elementor elementor-38981 elementor-38835\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-70d968f elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"70d968f\" 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 elementor-col-100 elementor-top-column elementor-element elementor-element-f397be8\" data-id=\"f397be8\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-dde4e88 elementor-widget elementor-widget-html\" data-id=\"dde4e88\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"html.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>\n.wl{--wl-red:#b01818;--wl-red-d:#8e1313;--wl-dark:#202124;--wl-ink:#23252a;--wl-text:#48494c;--wl-muted:#6b6d72;--wl-line:#dcdad4;--wl-beige:#f4f3ef;--wl-pink:#f9eeec;--wl-serif:\"Amiri\",Georgia,\"Times New Roman\",serif;--wl-sans:\"Didact Gothic\",-apple-system,BlinkMacSystemFont,\"Segoe UI\",Roboto,Arial,sans-serif;font-family:var(--wl-sans);color:var(--wl-ink);font-size:17px;line-height:25px;-webkit-font-smoothing:antialiased}\n.wl *,.wl *::before,.wl *::after{box-sizing:border-box}\n.wl a{color:var(--wl-red);text-decoration:underline;text-underline-offset:3px;text-decoration-thickness:1px}\n.wl a:hover{color:var(--wl-red-d)}\n.wl p{margin:0 0 1.15em}\n.wl-wrap{max-width:1200px;margin:0 auto;padding:0 24px}\n.wl-bleed{position:relative;background:var(--wl-beige);box-shadow:0 0 0 100vmax var(--wl-beige);clip-path:inset(0 -100vmax)}\n.wl-kicker{font-size:11px;font-weight:700;letter-spacing:.2em;text-transform:uppercase;color:var(--wl-red);line-height:1.4}\nbody{overflow-x:clip}\n.wl-hero{position:relative;isolation:isolate;min-height:clamp(560px,78vh,760px);display:flex;flex-direction:column;padding:34px 0 0}\n.wl-hero::before{content:\"\";position:absolute;top:0;bottom:0;left:50%;width:100vw;margin-left:-50vw;z-index:-2;background:url(\"https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2025\/11\/IMG_1792-scaled.webp\") 65% 35%\/cover no-repeat #1c1d20}\n.wl-hero::after{content:\"\";position:absolute;top:0;bottom:0;left:50%;width:100vw;margin-left:-50vw;z-index:-1;background:linear-gradient(90deg,rgba(18,19,22,.94) 0%,rgba(18,19,22,.86) 38%,rgba(18,19,22,.45) 72%,rgba(18,19,22,.25) 100%),linear-gradient(0deg,rgba(18,19,22,.7) 0%,rgba(18,19,22,0) 40%)}\n.wl-hero>.wl-wrap{width:100%;flex:1;display:flex;flex-direction:column}\n.wl-crumb{font-size:13px;color:rgba(255,255,255,.7);margin-bottom:0}\n.wl-crumb a{color:#fff}\n.wl-crumb span{margin:0 9px}\n.wl-hero-grid{flex:1;display:grid;grid-template-columns:minmax(0,1fr) 320px;gap:72px;align-items:center;padding:64px 0 56px}\n.wl-hero .wl-kicker{display:flex;align-items:center;gap:14px;color:#fff;margin:0}\n.wl-hero .wl-kicker::before{content:\"\";width:36px;height:2px;background:var(--wl-red);flex:0 0 auto}\n.wl h1{font-family:var(--wl-serif)!important;font-weight:700;font-size:clamp(40px,5vw,72px);line-height:1.08;letter-spacing:-.02em;margin:22px 0 26px;color:#fff!important}\n.wl h1 em{font-style:normal;color:#f3c2c2}\n.wl-lead{font-size:18px;line-height:1.8;max-width:640px;color:rgba(255,255,255,.86)!important;margin-bottom:36px!important}\n.wl-hero-actions{display:flex;flex-wrap:wrap;gap:14px}\n.wl-btn-ghost{display:inline-flex;align-items:center;gap:12px;border:1px solid rgba(255,255,255,.55);color:#fff!important;text-decoration:none!important;font-size:15px;font-weight:700;padding:12px 20px;transition:background .2s,border-color .2s}\n.wl-btn-ghost:hover{background:rgba(255,255,255,.1);border-color:#fff}\n.wl-card{background:#fff;border-top:3px solid var(--wl-red);padding:32px 30px 28px;box-shadow:0 24px 60px rgba(0,0,0,.35)}\n.wl-card-num{font-family:var(--wl-serif);font-weight:700;color:var(--wl-red);font-size:60px;line-height:1;margin-bottom:16px}\n.wl-card p{font-size:14px;color:var(--wl-muted);line-height:1.75;margin-bottom:20px}\n.wl-card p.wl-card-title{color:var(--wl-ink);font-weight:700;font-size:17px;line-height:1.5;margin-bottom:12px}\n.wl-card-list{border-top:1px solid var(--wl-line)}\n.wl-card-list a{display:flex;gap:14px;align-items:baseline;padding:12px 0;border-bottom:1px solid var(--wl-line);font-size:14px;line-height:1.45;color:var(--wl-ink);text-decoration:none;transition:color .2s,padding .2s}\n.wl-card-list a b{color:var(--wl-red);font-size:12px;font-weight:700}\n.wl-card-list a::after{content:\"\u2193\";margin-left:auto;color:var(--wl-red)}\n.wl-card-list a:hover{color:var(--wl-red);padding-left:4px}\n.wl-hero-facts{display:grid;grid-template-columns:repeat(3,minmax(0,1fr));border-top:1px solid rgba(255,255,255,.18)}\n.wl-hero-facts div{padding:22px 24px 26px 0;color:rgba(255,255,255,.78);font-size:14px;line-height:1.55}\n.wl-hero-facts div+div{padding-left:24px;border-left:1px solid rgba(255,255,255,.18)}\n.wl-hero-facts strong{display:block;font-family:var(--wl-serif);font-size:22px;color:#fff;font-weight:700;margin-bottom:2px}\n.wl-body{display:grid;grid-template-columns:250px minmax(0,1fr);gap:80px;padding:72px 0 80px}\n.wl-side{position:relative}\n.wl-side-in{position:sticky;top:110px}\n.wl-side .wl-kicker{color:var(--wl-ink);font-size:11px;margin:4px 0 20px}\n.wl-toc{border-left:1px solid var(--wl-line);margin:0 0 30px;padding:0}\n.wl-toc a{display:flex;gap:18px;padding:14px 14px 16px 12px;font-size:14px;line-height:1.55;color:var(--wl-text);text-decoration:none;border-left:3px solid transparent;margin-left:-2px;transition:background .2s,color .2s}\n.wl-toc a b{font-weight:500;color:var(--wl-red);font-size:12px;padding-top:1px}\n.wl-toc a:hover{background:var(--wl-pink);color:var(--wl-red)}\n.wl-toc a.is-active{background:var(--wl-pink);border-left-color:var(--wl-red);color:var(--wl-red)}\n.wl-side-note{border-top:1px solid var(--wl-line);padding-top:26px;font-size:13px;line-height:1.85;color:var(--wl-text)}\n.wl-side-note p{margin-bottom:24px}\n.wl-side-note a{font-weight:600;font-size:14px}\n.wl-intro{border:1px solid var(--wl-line);padding:22px 25px;font-size:14px;line-height:1.85;color:var(--wl-text);margin-bottom:52px}\n.wl-intro strong{color:var(--wl-ink)}\n.wl-sec{scroll-margin-top:110px}\n.wl-sec+.wl-sec{border-top:1px solid var(--wl-line);margin-top:80px;padding-top:66px}\n.wl-sec-head{display:flex;align-items:center;gap:12px;margin-bottom:12px}\n.wl-badge{display:inline-flex;align-items:center;justify-content:center;min-width:34px;height:31px;background:var(--wl-red);color:#fff;font-size:11px;font-weight:700;letter-spacing:.05em}\n.wl h2{font-family:var(--wl-serif)!important;font-weight:700;font-size:clamp(30px,3.3vw,48px);line-height:1.2;letter-spacing:-.015em;margin:0 0 42px;color:var(--wl-ink)}\n.wl-prose p{hyphens:auto;-webkit-hyphens:auto}\n.wl-tip{background:var(--wl-pink);border-left:4px solid var(--wl-red);padding:24px 30px 22px;font-size:14px;line-height:1.95;margin:40px 0 36px}\n.wl-tip strong{display:block;color:var(--wl-red);font-size:15px;margin-bottom:10px}\n.wl-tip p{margin:0}\n.wl-fig{margin:0 0 50px}\n.wl-fig button{display:block;width:100%;padding:0;border:1px solid var(--wl-line);background:var(--wl-beige);cursor:zoom-in}\n.wl-fig img{display:block;width:100%;height:auto}\n.wl-fig figcaption{font-size:12px;line-height:1.6;color:var(--wl-muted);margin-top:14px}\n.wl-book{display:grid;grid-template-columns:144px minmax(0,1fr);gap:20px;background:var(--wl-beige);border:1px solid var(--wl-line);border-top:2px solid var(--wl-red);padding:34px 28px 30px 22px;margin:36px 0 32px}\n.wl-book img{display:block;width:100%;height:auto;align-self:start}\n.wl-book .wl-kicker{font-size:10px;margin-bottom:6px}\n.wl-book h3{font-family:var(--wl-serif)!important;font-weight:700;font-size:21px;line-height:1.35;margin:0 0 10px;color:var(--wl-ink)}\n.wl-book-meta{font-size:12.5px;line-height:1.75;color:var(--wl-muted);margin-bottom:12px}\n.wl-book-meta span{display:block}\n.wl-book-desc{font-size:12.5px;line-height:1.8;color:var(--wl-text);margin-bottom:16px!important}\n.wl-book a{font-size:13px;font-weight:600}\n.wl .wl-fig{margin:0!important}\n.wl .wl-faq{margin-top:64px!important;padding-top:0}\n.wl-faq-head{display:flex;justify-content:space-between;align-items:baseline;gap:20px;margin:0 0 22px!important}\n.wl-faq-head h3{font-size:16px;font-weight:600;margin:0;color:var(--wl-ink);font-family:var(--wl-sans)!important}\n.wl-faq details{border-top:1px solid var(--wl-line)}\n.wl-faq details:last-child{border-bottom:1px solid var(--wl-line)}\n.wl-faq summary{list-style:none;display:flex;justify-content:space-between;gap:24px;align-items:flex-start;padding:24px 4px 20px 0;cursor:pointer;font-size:15px;font-weight:600;line-height:1.5;color:var(--wl-red)}\n.wl-faq summary::-webkit-details-marker{display:none}\n.wl-faq summary::after{content:\"+\";font-weight:400;font-size:22px;line-height:.9;flex:0 0 auto;width:14px;text-align:center}\n.wl-faq details[open] summary::after{content:\"\\2013\"}\n.wl-faq summary:focus-visible{outline:2px solid var(--wl-red);outline-offset:4px}\n.wl-faq-a{font-size:15px;line-height:1.95;color:var(--wl-text);padding:0 20px 22px 0}\n.wl-faq-a p{margin:0}\n.wl-cta{display:flex;justify-content:space-between;align-items:center;gap:30px;background:var(--wl-dark);color:#fff!important;text-decoration:none!important;padding:22px 24px;margin-top:28px;font-size:15px;font-weight:700;line-height:1.6;transition:background .2s}\n.wl-cta:hover{background:#000}\n.wl-cta span:last-child{flex:0 0 auto;font-weight:400}\n.wl-foot{padding:64px 0 76px;margin-top:0}\n.wl-foot-grid{display:grid;grid-template-columns:340px minmax(0,1fr);gap:72px;align-items:center}\n.wl-person{margin:0;position:relative}\n.wl-person img{display:block;width:100%;height:auto;aspect-ratio:4\/5;object-fit:cover;object-position:50% 20%;border-top:3px solid var(--wl-red)}\n.wl-person figcaption{background:#fff;padding:16px 20px;font-size:13px;line-height:1.5;color:var(--wl-muted);margin:-40px 24px 0 -1px;position:relative;box-shadow:0 10px 30px rgba(0,0,0,.08)}\n.wl-person figcaption strong{display:block;font-family:var(--wl-serif);font-size:19px;color:var(--wl-ink);margin-bottom:2px}\n.wl-foot p{max-width:620px}\n.wl-foot-cta{margin-top:30px}\n.wl .wl-foot h2.wl-foot-title{font-family:var(--wl-serif)!important;font-weight:700!important;font-size:clamp(34px,3.8vw,54px)!important;line-height:1.2!important;letter-spacing:-.015em!important;margin:0 0 30px!important;color:var(--wl-ink)!important}\n.wl-foot p{font-size:14px;line-height:1.85;color:var(--wl-text)}\n.wl-btn{display:inline-flex;align-items:center;gap:12px;background:var(--wl-red);color:#fff!important;text-decoration:none!important;font-size:15px;font-weight:700;padding:13px 20px;transition:background .2s}\n.wl-btn:hover{background:var(--wl-red-d)}\n.wl-legal{padding:36px 0 40px;font-size:12px;line-height:1.85;color:var(--wl-text)}\n.wl-legal p{margin:0}\n.wl-lb{position:fixed;inset:0;z-index:99999;background:rgba(20,21,23,.92);display:none;align-items:center;justify-content:center;padding:4vh 4vw;cursor:zoom-out}\n.wl-lb.is-open{display:flex}\n.wl-lb img{max-width:100%;max-height:92vh;width:auto;height:auto;box-shadow:0 20px 60px rgba(0,0,0,.4)}\n.wl-lb button{position:absolute;top:16px;right:20px;background:none;border:0;color:#fff;font-size:34px;line-height:1;cursor:pointer}\n@media (max-width:1100px){.wl-hero-grid{grid-template-columns:minmax(0,1fr) 290px;gap:48px}.wl-body{grid-template-columns:220px minmax(0,1fr);gap:48px}}\n@media (max-width:900px){.wl-hero{min-height:0}.wl-hero::after{background:linear-gradient(180deg,rgba(18,19,22,.82) 0%,rgba(18,19,22,.9) 100%)}.wl-hero-grid{padding:44px 0 40px}.wl-hero-facts{grid-template-columns:1fr}.wl-hero-facts div,.wl-hero-facts div+div{padding:16px 0;border-left:0;border-top:1px solid rgba(255,255,255,.18)}.wl-hero-facts div:first-child{border-top:0}.wl{font-size:16px}.wl-hero{padding:26px 0 48px}.wl-hero-grid{grid-template-columns:1fr;gap:36px}.wl-body{grid-template-columns:1fr;gap:40px;padding:48px 0 60px}.wl-side-in{position:static}.wl-foot-grid{grid-template-columns:1fr;gap:40px}.wl-person{max-width:340px}.wl-sec+.wl-sec{margin-top:56px;padding-top:48px}}\n@media (max-width:600px){.wl .wl-faq{margin-top:44px!important}.wl-br{display:none}.wl .wl-foot h2.wl-foot-title{font-size:32px!important}.wl-wrap{padding:0 16px}.wl h1{font-size:38px}.wl-lead{font-size:16px}.wl-hero-actions a{flex:1 1 100%;justify-content:center}.wl h2{font-size:28px;margin-bottom:28px}.wl-book{grid-template-columns:96px minmax(0,1fr);padding:22px 16px}.wl-tip{padding:20px 18px}.wl-intro{padding:18px}.wl-faq-head{flex-direction:column;gap:8px}.wl-cta{padding:18px}.wl-card{padding:28px 22px}}\n\n.wl{color:#48494c}\n.wl h1{font-size:46px!important;line-height:52px!important;font-weight:700!important;letter-spacing:0!important}\n.wl h2{font-size:42px!important;line-height:42px!important;font-weight:600!important;letter-spacing:0!important;color:#4b4b4b!important}\n.wl .wl-foot h2.wl-foot-title{font-size:42px!important;line-height:42px!important;font-weight:600!important;letter-spacing:0!important;color:#4b4b4b!important}\n.wl .wl-book h3{font-family:var(--wl-serif)!important;font-size:21px!important;line-height:25.2px!important;font-weight:600!important;color:#54595f!important}\n.wl .wl-faq-head h3{font-family:var(--wl-serif)!important;font-size:26px!important;line-height:34px!important;font-weight:700!important;color:#4b4b4b!important}\n.wl .wl-faq summary{font-family:var(--wl-serif);font-size:21px;line-height:25.2px;font-weight:600;padding:22px 4px 18px 0}\n.wl .wl-faq summary::after{font-family:var(--wl-sans)}\n.wl p,.wl .wl-prose p,.wl .wl-faq-a,.wl .wl-tip,.wl .wl-intro,.wl .wl-lead,.wl .wl-foot p{font-size:17px!important;line-height:25px!important}\n.wl .wl-prose p,.wl .wl-faq-a,.wl .wl-intro,.wl .wl-foot p{color:#48494c}\n.wl .wl-lead{color:rgba(255,255,255,.88)!important;font-style:normal}\n.wl .wl-card p:not(.wl-card-title),.wl .wl-book-desc,.wl .wl-book-meta,.wl .wl-fig figcaption,.wl .wl-legal,.wl .wl-legal p,.wl .wl-person figcaption{font-size:14px!important;line-height:21px!important;color:#777}\n.wl .wl-card p.wl-card-title{font-family:var(--wl-serif);font-size:21px!important;line-height:25.2px!important;font-weight:600;color:#4b4b4b}\n.wl .wl-card-num{font-size:46px;font-weight:700}\n.wl .wl-side-note,.wl .wl-side-note p{font-size:17px!important;line-height:26px!important;color:#48494c}\n.wl .wl-side-note p strong{display:block;font-family:var(--wl-serif);font-size:21px;line-height:26px;font-weight:600;color:#4b4b4b;margin-bottom:6px}\n.wl .wl-hero-facts strong{font-size:26px;line-height:34px}\n.wl .wl-hero-facts div{font-size:14px;line-height:21px}\n.wl .wl-person figcaption strong{font-size:21px;line-height:25.2px;font-weight:600;color:#54595f}\n.wl .wl-toc a,.wl .wl-card-list a{font-size:17px;line-height:25px}\n.wl .wl-tip strong{font-size:17px}\n.wl .wl-btn,.wl .wl-btn-ghost{font-size:17px;line-height:25px;font-weight:500;padding:10px 16px;border-radius:2px}\n.wl .wl-btn{background:#b01818}\n.wl .wl-cta{font-size:17px;line-height:25px;font-weight:500}\n.wl .wl-book a,.wl .wl-card a:not(.wl-btn),.wl .wl-side-note a{font-size:17px;font-weight:500}\n@media (max-width:767px){.wl 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-book h3{overflow-wrap:break-word;hyphens:auto;-webkit-hyphens:auto}\n<\/style>\n\n<div class=\"wl\" id=\"wl-dienststellen\">\n\n<section class=\"wl-hero\">\n<div class=\"wl-wrap\"><div class=\"wl-hero-grid\">\n<div>\n<div class=\"wl-kicker\">Take responsibility. Make well-informed decisions. <\/div>\n<h1>Employment law for public-sector employers<\/h1>\n<p class=\"wl-lead\">Is a recruitment decision being challenged, has the staff council raised objections, or are long periods of absence disrupting day-to-day operations? You need to remain able to act whilst complying with legal requirements. As specialist solicitors in employment law, we support you in carefully preparing decisions and resolving conflicts. Find out which steps can minimise risks \u2013 before commitments, project launches or dismissals become a fait accompli.   <\/p>\n<div class=\"wl-hero-actions\"><a class=\"wl-btn\" href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/contact\/\">Request a consultation <span aria-hidden=\"true\">\u2197<\/span><\/a><a class=\"wl-btn-ghost\" href=\"#wl-themen\">Guidance for your department <span aria-hidden=\"true\">\u2193<\/span><\/a><\/div>\n<\/div>\n<aside class=\"wl-card\">\n<div class=\"wl-card-num\">03<\/div>\n<p class=\"wl-card-title\">Areas of conflict.<br\/>Clear steps for action.<\/p>\n<p>From recruitment and employee participation to dealing with staff disputes.<\/p>\n<nav class=\"wl-card-list\" aria-label=\"Themen\"><a href=\"#stellenbesetzung-eingruppierung\">01Recruiting staff & placing them in the correct pay band<\/a>0<a href=\"#mitbestimmung-veraenderungen\">2Shared decision-making & managing change<\/a><a href=\"#fehlzeiten-kuendigungen\">03Dealing with absences & redundancies<\/a><\/nav>\n<\/aside>\n<\/div>\n<div class=\"wl-hero-facts\">\n<div>Section 33(2) of the GGB: Selection of the best candidates on the basis of suitability, ability and professional performance<\/div>\n<div>6 weeks\u2019 incapacity for work per year as grounds for a BEM<\/div>\n<div>A two-week notice period for termination for cause, starting from the date on which the relevant information came to light<\/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\">Overview of topics<\/div>\n<nav class=\"wl-toc\" aria-label=\"Themen auf dieser Seite\">\n<a href=\"#stellenbesetzung-eingruppierung\" class=\"is-active\">01Recruiting staff & placing them in the correct pay band<\/a>\n<a href=\"#mitbestimmung-veraenderungen\">02Shaping co-determination & change<\/a>\n<a href=\"#fehlzeiten-kuendigungen\">03Dealing with absences & redundancies<\/a>\n<\/nav>\n<div class=\"wl-side-note\">\n<p><strong>Do you have a decision to make?<\/strong>Please let us know the reason, the applicable collective agreement and your timetable.<\/p>\n<a href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/contact\/\">Determine the need for counseling \u2197<\/a>\n<\/div>\n<\/div>\n<\/aside>\n\n<main class=\"wl-main\">\n\n<div class=\"wl-intro\"><strong>What are the applicable rules?<\/strong> The focus is on the employment relationships of employees covered by collective agreements. The TV\u00f6D, TV-L or other collective agreements apply, depending on whether the employer is bound by a collective agreement or by mutual agreement. Federal or relevant state law governs staff representation. Issues relating to civil service status must be examined separately.   <\/div>\n\n<section class=\"wl-sec\" id=\"stellenbesetzung-eingruppierung\">\n<div class=\"wl-sec-head\"><span class=\"wl-badge\">01Selection<\/span>, <span class=\"wl-kicker\">Contract & Remuneration<\/span><\/div>\n<h2>Ensuring the legal validity of<br class=\"wl-br\"\/>staff appointments and<br\/>salary grading<\/h2>\n<div class=\"wl-prose\">\n<p>An urgent vacancy does not justify cutting corners in the selection process. When filling public offices, suitability, competence and professional performance are what count. We review the job profile, the vacancy notice and the selection report, as well as the obligations towards applicants with severe disabilities. This enables you to provide a clear and transparent justification for your decision and to identify at an early stage any risks associated with competitive selection procedures or claims for compensation.   <\/p>\n<p>Project funding or temporary cover often raise the question of fixed-term contracts. We check the legal grounds for a fixed-term contract, previous employment history and the required formalities before work commences. You should also agree on any contract amendments and extensions in advance: a mistake could result in a permanent employment relationship being established \u2013 despite limited funding or staffing plans to the contrary.  <\/p>\n<p>When determining pay grades, the key factors are the duties assigned and the applicable pay scale, not merely the job title or the budget allocation. We can assist you with job descriptions, collective agreement-based pay assessments and pay grade allocation. In the event of requests for reclassification to a higher pay grade, we examine potential entitlements, limitation periods and the involvement of the staff council, so that you can defend your remuneration decisions with confidence.  <\/p>\n<\/div>\n<div class=\"wl-tip\"><strong>Tip:<\/strong><p>Establish selection criteria before reviewing the applications. Document assessments in a consistent manner and provide reasons for your selection in a timely manner. Before making a binding offer, clarify any participation obligations, the protection of applicants\u2019 rights and, in the case of fixed-term contracts, the form of the contract prior to the start of employment.  <\/p><\/div>\n<figure class=\"wl-fig\">\n<button type=\"button\" data-wl-zoom=\"\" aria-label=\"Grafik vergr\u00f6\u00dfern: Personalentscheidungen absichern\"><img loading=\"lazy\" src=\"https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2026\/10\/dienststelle-personalgewinnung.png\" alt=\"Infographic: Ensuring sound HR decisions \u2013 defining requirements, providing clear justification for selection, and checking contracts and pay grading\" width=\"1440\" height=\"1160\" loading=\"lazy\" decoding=\"async\"><\/button>\n<figcaption>Consider selection, contract and remuneration as a whole. The checks are interlinked; the diagram does not represent a rigid sequence of procedures. Click on the diagram 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 selection and collective bargaining law<\/h3><\/div>\n<details><summary>Does the \u2018best-and-brightest\u2019 selection process also apply to employees on collective agreements?<\/summary><div class=\"wl-faq-a\"><p>Yes, when it comes to filling public offices, <a href=\"https:\/\/www.gesetze-im-internet.de\/gg\/art_33.html\" target=\"_blank\" rel=\"noopener\">Article 33(2) <\/a>of the Basic Law generally also covers employment relationships. The decisive factors are suitability, competence and professional performance. The job profile must be appropriate and the selection process must be documented in a transparent manner.  <\/p><\/div><\/details>\n<details><summary>Do we always have to invite applicants with severe disabilities to interview?<\/summary><div class=\"wl-faq-a\"><p>Public sector employers must, as a general rule, invite applicants with severe disabilities and those treated as such to an interview. Under Section <a href=\"https:\/\/www.gesetze-im-internet.de\/sgb_9_2018\/__165.html\" target=\"_blank\" rel=\"noopener\">165 of SGB IX<\/a>, the invitation is not required if the applicant clearly lacks the necessary professional qualifications. A merely lower assessment is not sufficient grounds for this.  <\/p><\/div><\/details>\n<details><summary>What should you do if the selection decision is challenged?<\/summary><div class=\"wl-faq-a\"><p>Keep a complete record of the selection process and, before making the final appointment, check which notification and waiting period requirements apply. Unsuccessful applicants may seek urgent legal redress. A hasty offer of employment may create additional risks.  <\/p><\/div><\/details>\n<details><summary>Do temporary budgetary allocations justify a fixed-term contract?<\/summary><div class=\"wl-faq-a\"><p>Not automatically. A fixed-term contract based on budgetary considerations requires that the statutory conditions be met; funding that is only temporarily secured is not always sufficient. We assess whether there is a valid objective reason or whether the fixed term is permissible without an objective reason.  <\/p><\/div><\/details>\n<details><summary>Can we agree on the pay band freely?<\/summary><div class=\"wl-faq-a\"><p>Where the automatic pay-scale classification system is in force, the pay band is determined by the relevant job characteristics. The staffing plan or budget does not replace this assessment. Permissible allowances and other recruitment measures must be assessed separately.  <\/p><\/div><\/details>\n<details><summary>When should we seek legal advice?<\/summary><div class=\"wl-faq-a\"><p>Ideally, before the tender is issued, the contract is signed or more senior duties are assigned. If a complaint has already been lodged, an urgent application has been made or claims for remuneration have been raised, you should have the selection documents, contracts and specified deadlines reviewed immediately. <\/p><\/div><\/details>\n<\/div>\n<a class=\"wl-cta\" href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/contact\/\">Have the selection process, fixed-term contracts and pay grading checked before you make your decision.\u2197<\/a>\n<\/section>\n\n<section class=\"wl-sec\" id=\"mitbestimmung-veraenderungen\">\n<div class=\"wl-sec-head\">02 Collaboration & Change<\/div>\n<h2>Working with the Staff Council to<br class=\"wl-br\"\/>shape working hours and digitalisation<\/h2>\n<div class=\"wl-prose\">\n<p>New rota schedules, remote working or a reorganisation cannot be managed solely through the project plan. We clarify whether co-determination, participation or consultation is required, and which staff representative body is responsible. You will receive support in ensuring full disclosure and planning the procedures. This enables you to take participation rights into account at an early stage, rather than having to argue about responsibilities and deadlines shortly before implementation.   <\/p>\n<p>When it comes to time recording, digital HR management and AI applications, what matters most are the actual functions and data flows. We review access rights and work with you to develop rules governing access, data analysis, deletion and updates. A service agreement can set out the terms of use in a binding manner. However, it does not replace a sound legal basis under data protection law, nor does it replace the need to assess other legal requirements.   <\/p>\n<p>If differences of opinion are holding up implementation, we structure the negotiations and examine the available dispute resolution options. Depending on the relevant legislation and the matter at hand, we may consider a tiered procedure, an arbitration panel or court proceedings. We draw up service agreements within the limits set by law and collective agreements \u2013 with clear responsibilities, workable rules and procedures for future amendments.  <\/p>\n<\/div>\n<div class=\"wl-book\">\n<img loading=\"lazy\" src=\"https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2026\/09\/lpvg-baden-wuerttemberg-cover.webp\" alt=\"Book cover: Baden-W\u00fcrttemberg State Staff Representation Act \u2013 Basic Commentary, 6th edition, Bund-Verlag\" width=\"450\" height=\"725\" loading=\"lazy\" decoding=\"async\">\n<div>\n<div class=\"wl-kicker\">Practical Knowledge<\/div>\n<h3>Baden-W\u00fcrttemberg State Staff Representation Act<\/h3>\n<div class=\"wl-book-meta\">Klimpe-Auerbach \/ Bartl \/ Binder \/ Reinke \/ Wirlitsch, 6th edition, 2026 \u00b7 Bund-Verlag<\/div>\n<p class=\"wl-book-desc\">Basic commentary including the electoral regulations and supplementary provisions. Useful for public authorities in Baden-W\u00fcrttemberg in understanding participation rights and procedural requirements under the LPVG. It remains necessary to examine the specific measure.  <\/p>\n<a href=\"https:\/\/shop.bund-verlag.de\/landespersonalvertretungsgesetz-baden-wuerttemberg-978-3-7663-7639-8\" target=\"_blank\" rel=\"noopener\">View the book at the publisher's website \u2197<\/a>\n<\/div>\n<\/div>\n<div class=\"wl-book\">\n<img loading=\"lazy\" src=\"https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2026\/09\/handbuch-dienstvereinbarung-cover.jpg\" alt=\"Book cover: *Handbuch Dienstvereinbarung* by Wirlitsch, Worch and Warga, 4th edition, Bund-Verlag\" width=\"700\" height=\"700\" loading=\"lazy\" decoding=\"async\">\n<div>\n<div class=\"wl-kicker\">Practical Knowledge<\/div>\n<h3>Service Agreement Handbook<\/h3>\n<div class=\"wl-book-meta\">Michael D. Wirlitsch, Alexandra Worch and Norbert Warga, 4th edition, 2024 \u00b7 Bund-Verlag<\/div>\n<p class=\"wl-book-desc\">Designed for staff councils, but also useful for departments as preparation for negotiations: key information and templates on working hours, remote working and technical systems.<\/p>\n<a href=\"https:\/\/shop.bund-verlag.de\/handbuch-dienstvereinbarung-978-3-7663-7396-0\" target=\"_blank\" rel=\"noopener\">View the book at the publisher's website \u2197<\/a>\n<\/div>\n<\/div>\n<div class=\"wl-tip\"><strong>Tip:<\/strong><p>Make provision for staff involvement right from the project approval stage. Set out the functions, data flows, employee groups affected and the desired start date. A procured system or a tight schedule is no substitute for a properly completed consultation process.  <\/p><\/div>\n<figure class=\"wl-fig\">\n<button type=\"button\" data-wl-zoom=\"\" aria-label=\"Grafik vergr\u00f6\u00dfern: Ver\u00e4nderungen gemeinsam regeln\"><img loading=\"lazy\" src=\"https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2026\/10\/dienststelle-mitbestimmung.png\" alt=\"Infographic: Managing change together \u2013 working hours, digitalisation and participation lead to a sustainable service agreement\" width=\"1440\" height=\"1160\" loading=\"lazy\" decoding=\"async\"><\/button>\n<figcaption>Coordinate project planning and public participation. Federal and state legislation may provide for different procedures. Click on the image 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 working with the staff council<\/h3><\/div>\n<details><summary>Which Staff Representation Act applies to our department?<\/summary><div class=\"wl-faq-a\"><p>As a general rule, the BPersVG applies to federal government departments, whilst the relevant regional legislation applies to regional and local government departments. In the case of publicly controlled companies organised under private law, the BetrVG may apply instead. The legal form and administrative classification must be clarified first.  <\/p><\/div><\/details>\n<details><summary>Can we go ahead if the staff council doesn\u2019t reply?<\/summary><div class=\"wl-faq-a\"><p>Only if the applicable law provides for the relevant legal consequence and all the conditions are met. In particular, check that full information has been provided, and the start and end dates of the time limit. Mere silence does not constitute general authorisation to proceed.  <\/p><\/div><\/details>\n<details><summary>Is a software pilot project already subject to the requirement to seek participation?<\/summary><div class=\"wl-faq-a\"><p>This may also be the case even with a limited trial. What matters is the actual use, the functions involved and the employees affected, not whether it is labelled a \u2018pilot\u2019. Check the scope of participation and data protection before any real employee data is processed.  <\/p><\/div><\/details>\n<details><summary>What should be included in a service agreement regarding working hours?<\/summary><div class=\"wl-faq-a\"><p>Depending on requirements, these may include working hours, breaks, working time accounts, rota planning and availability. Rules must be consistent with operational requirements and employee protection. Statutory requirements, the primacy of collective agreements and permissible derogations place limits on how these arrangements are structured.  <\/p><\/div><\/details>\n<details><summary>What should you do if consent is refused?<\/summary><div class=\"wl-faq-a\"><p>Check the grounds, time limits and the further procedure laid down by law. Depending on the case, renewed negotiations, a multi-stage procedure or a conciliation board may be considered. A provisional settlement is only permissible if the relevant legal conditions are met.  <\/p><\/div><\/details>\n<details><summary>To what extent do shareholder rights apply in the event of restructuring?<\/summary><div class=\"wl-faq-a\"><p>Organisational decisions and their individual implications for employees must be examined separately. Even though not every fundamental decision is subject to co-determination, measures such as transfers or changes to working hours may trigger the right to participation. The provisions of the BetrVG cannot be applied across the board.  <\/p><\/div><\/details>\n<\/div>\n<a class=\"wl-cta\" href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/contact\/\">Clarify the participation process and service agreement before your project begins.\u2197<\/a>\n<\/section>\n\n<section class=\"wl-sec\" id=\"fehlzeiten-kuendigungen\">\n<div class=\"wl-sec-head\">03People Management & Conflict Resolution<\/div>\n<h2>Handling absences, breaches of duty<br class=\"wl-br\"\/>and dismissals<\/h2>\n<div class=\"wl-prose\">\n<p>Prolonged or recurring incapacity for work requires a structured approach, not a hasty termination of employment. We assess the obligation to provide workplace integration management (BEM), offer support with the invitation process and data protection, and evaluate possible workplace adjustments. If dismissal on health grounds is being considered, we clarify the prognosis, the demands of the role and less drastic measures \u2013 including alternative employment opportunities.  <\/p>\n<p>In cases of suspected breaches of duty, you need solid evidence and a proportionate approach. We will help you to clarify the facts of the matter promptly, secure evidence lawfully and prepare any necessary hearings. Together, we will assess whether a discussion, a written warning or another measure is appropriate. In the case of summary dismissal, particular attention must be paid to the short limitation period set out in Section 626(2) of the German Civil Code (BGB).    <\/p>\n<p>In cases of suspected breaches of duty, you need solid evidence and a proportionate approach. We will help you to clarify the facts of the matter promptly, secure evidence lawfully and prepare any necessary hearings. Together, we will assess whether a discussion, a written warning or another measure is appropriate. In the case of summary dismissal, particular attention must be paid to the short limitation period set out in Section 626(2) of the German Civil Code (BGB).   <\/p>\n<\/div>\n<div class=\"wl-tip\"><strong>Tip:<\/strong><p>Establish a timeline at an early stage: what happened and when, who was informed and when, and what measures have already been considered? Keep BEM health records separate from the general personnel file. Ensure that deadlines, involvement and any necessary consents are checked before any dismissal takes place.  <\/p><\/div>\n<figure class=\"wl-fig\">\n<button type=\"button\" data-wl-zoom=\"\" aria-label=\"Grafik vergr\u00f6\u00dfern: Personalkonflikte sorgf\u00e4ltig kl\u00e4ren\"><img loading=\"lazy\" src=\"https:\/\/wirlitsch-arbeitsrecht.de\/wordpress\/wp-content\/uploads\/2026\/10\/dienststelle-personalkonflikte.png\" alt=\"Infographic: Resolve staff disputes carefully \u2013 examine sickness absence and potential breaches of duty separately, and assess them individually before taking any decision to dismiss an employee\" width=\"1440\" height=\"1160\" loading=\"lazy\" decoding=\"async\"><\/button>\n<figcaption>Absences and breaches of duty require different assessments. A BEM does not constitute authorisation to dismiss an employee. Click on the image 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 BEM and redundancies<\/h3><\/div>\n<details><summary>When must we offer a BEM (workplace reintegration management) process?<\/summary><div class=\"wl-faq-a\"><p>If employees are unable to work for more than six weeks, either continuously or on repeated occasions, within a single year, a BEM must, as a general rule, be offered in accordance with Section <a href=\"https:\/\/www.gesetze-im-internet.de\/sgb_9_2018\/__167.html\" target=\"_blank\" rel=\"noopener\">167(2) of SGB IX<\/a>. This applies not only in cases of severe disability. Participation requires the consent of the person concerned.  <\/p><\/div><\/details>\n<details><summary>Does the absence of a BEM preclude dismissal?<\/summary><div class=\"wl-faq-a\"><p>Not automatically. A BEM is not a formal prerequisite for validity. However, if a required BEM is missing, the employer must generally provide a particularly detailed explanation of why no suitable less onerous measures were available. A proper search procedure is therefore important.   <\/p><\/div><\/details>\n<details><summary>Is a written warning always required before dismissal?<\/summary><div class=\"wl-faq-a\"><p>In the case of misconduct that is within the employee\u2019s control, a formal warning is generally required as a first step. Exceptions may apply, for example, in the case of particularly serious breaches of duty or where there is clearly no prospect of a change in behaviour. Illness, in itself, does not constitute conduct warranting a formal warning.  <\/p><\/div><\/details>\n<details><summary>What is the notice period for termination for cause?<\/summary><div class=\"wl-faq-a\"><p>In principle, two weeks from the date on which the person authorised to give notice became aware of the relevant facts (Section <a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__626.html\" target=\"_blank\" rel=\"noopener\">626(2)<\/a> of the German Civil Code (BGB)). Investigations, hearings and any necessary consultation require precise timing. Do not wait until internal discussions have been concluded before carrying out the legal assessment.  <\/p><\/div><\/details>\n<details><summary>Is the staff council\u2019s involvement sufficient?<\/summary><div class=\"wl-faq-a\"><p>Not always. In addition, it may be necessary to involve, for example, the representatives for people with severe disabilities, the equal opportunities officer or the relevant authorities. In cases where special protection against dismissal applies, prior official approval may be required. Involving the staff council does not replace these checks.   <\/p><\/div><\/details>\n<details><summary>How should we respond to a claim for unfair dismissal?<\/summary><div class=\"wl-faq-a\"><p>Forward any claims and court orders immediately for review. Secure documentation relating to the grounds for termination, the parties involved and the date of receipt. We will assess the risks relating to continued employment and remuneration and work with you to prepare a defence or a legally valid settlement.  <\/p><\/div><\/details>\n<\/div>\n<a class=\"wl-cta\" href=\"https:\/\/wirlitsch-arbeitsrecht.de\/en\/contact\/\">Have your staff dispute reviewed before issuing a formal warning or terminating employment.\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\">A clear next step.<\/h2>\n<p>Please outline the decision you are facing and your timetable. We will clarify the scope of our advice and any potential conflicts of interest before taking on your case. <\/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>Legal notice: This information does not replace an assessment of individual cases. The decisive factors are, in particular, the employee\u2019s status, the applicable collective bargaining and staff representation legislation, and the specific measure in question. <\/p>\n<div class=\"wl-legal-links\"><a href=\"https:\/\/www.gesetze-im-internet.de\/gg\/art_33.html\" target=\"_blank\" rel=\"noopener\">Selection<\/a> <a href=\"https:\/\/www.gesetze-im-internet.de\/tzbfg\/__14.html\" target=\"_blank\" rel=\"noopener\">of<\/a> <a href=\"https:\/\/www.gesetze-im-internet.de\/bpersvg_2021\/\" target=\"_blank\" rel=\"noopener\">the<\/a> <a href=\"https:\/\/www.gesetze-im-internet.de\/sgb_9_2018\/__167.html\" target=\"_blank\" rel=\"noopener\">best <\/a>candidates in accordance with Article 33 of the Basic Law; fixed-term contracts in accordance with Section 14 of the Part-Time and Fixed-Term Employment Act; the Federal Staff Representation Act; BEM in accordance with Section 167 of Book IX of the Social Code<\/div><\/div>\n\n<div class=\"wl-lb\" role=\"dialog\" aria-modal=\"true\" 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>\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>Take responsibility. Make well-informed decisions. Employment law for public-sector employers Is a recruitment decision being challenged, has the staff council raised objections, or are long periods of absence disrupting day-to-day operations? You need to remain able to act whilst complying with legal requirements. As specialist solicitors in employment law, we support you in carefully preparing [&hellip;]<\/p>\n","protected":false},"author":8,"featured_media":38847,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-38981","page","type-page","status-publish","has-post-thumbnail","hentry"],"_links":{"self":[{"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/38981","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=38981"}],"version-history":[{"count":11,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/38981\/revisions"}],"predecessor-version":[{"id":39296,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/pages\/38981\/revisions\/39296"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/media\/38847"}],"wp:attachment":[{"href":"https:\/\/wirlitsch-arbeitsrecht.de\/en\/wp-json\/wp\/v2\/media?parent=38981"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}