Questions on: Work, Trade Unions and Employment Law in Germany

The Federal Statistical Office regularly collects figures on the labour market in Germany. These data show how employment and employment relationships are developing.

An interest group represents the concerns of a particular group in its dealings with politics and business. In the world of work there are two sides: the employees, who work for wages, and the companies that pay them. Both sides have their own associations. Trade unions, for example, negotiate on wages and working hours and can call strikes.

The Protection Against Dismissal Act protects employees from socially unjustified dismissals if the employment relationship has already lasted for some time. The rule applies to businesses above a certain size.

Every year on 5 December, the international “Tag des Ehrenamts” is observed, which recognises the commitment of many people. Across the country, a great many people are involved in fire brigades, aid organisations and culture.

In Article 17, the Basic Law (Grundgesetz) regulates the right to approach the competent bodies in writing with requests or complaints.

Trade unions are among the oldest forms of organised representation of interests in Germany. Article 9(3) of the Basic Law (Grundgesetz) protects freedom of association. This is the right to join together to safeguard and promote working and economic conditions.

Labour law regulates the rights and duties arising from employment relationships in Germany, such as pay, leave and working hours. In the event of a dispute, the competent court decides on them.

For various areas of law, the Basic Law (Grundgesetz) provides for separate supreme federal courts. Responsibility depends mainly on what the dispute is about.

In Germany, employment relationships can be ended by either side. Stricter rules apply to employers than to employees, especially in larger businesses.