If you want to enter into a fixed-term service relationship with the managing director, please specify this (including the end date) in the 'Further remarks' section at the end of the questionnaire.

You can choose between two options:

• Option 1: This option provides for an indefinite term. However, a termination without notice for cause remains possible.
  
  
• Option 2: This option provides for an indefinite term but stipulates a minimum term during which an ordinary notice of termination is excluded. A termination without notice for cause remains possible.

A notice period of three to six months would be regarded as costumary. However, notice periods are subject to negotiations between the parties. Managing directors may demand longer notice periods than three months. 

If any, please add further remuneration components, such as special payments, bonus, allowances, etc.

A Directors and Officers (D&O) insurance is highly recommended. A D&O insurance offers liability coverage for managing directors to protect them from claims which may arise from decisions and actions taken as part of their duties. 

25 to 30 days of paid vacation are market practice for managing directors.

We generally advise to enter into a post-contractual non-compete obligation with the managing director.  Please note  that the company must pay a compensation for such a post-contractual non-compete obligation during the restrictive period which amounts to 50% of the annual remuneration for each year of the post-contractual non-compete.

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According to statutory law, employees receive continued remuneration in case of sickness for up to six weeks. For managing directors, you would usually grant similar coverage for six weeks up to three months. Please therefore specify the period during which managing directors shall receive continued remuneration in case of sickness.

In the unfortunate event of the managing director's passing during the term of the service relationship, a payment can be provided to their surviving dependents. The customary practice is to grant the managing director's remuneration to their dependents for the period of six weeks to three months. 

If you want to use DocuSign or other eSignature tools for changes or amendments of the service agreement, please opt for this clause. Please be aware that changing the terms of a  managing director service agreement still requires the approval by the shareholders.

The company is represented by the shareholders' meeting when concluding a managing director service agreement. The shareholders' meeting itself can determine in the shareholders' resolution, by whom it shall be represented for the conclusion of the managing director service agreement (e.g., by another managing director).

If you want to enter into a fixed-term service relationship with the managing director, please specify this (including the end date) in the 'Further remarks' section at the end of the questionnaire.

You can choose between two options:

• Option 1: This option provides for an indefinite term. However, a termination without notice for cause remains possible.
  
  
• Option 2: This option provides for an indefinite term but stipulates a minimum term during which an ordinary notice of termination is excluded. A termination without notice for cause remains possible.

A notice period of three to six months would be regarded as costumary. However, notice periods are subject to negotiations between the parties. Managing directors may demand longer notice periods than three months. 

If any, please add further remuneration components, such as special payments, bonus, allowances, etc.

A Directors and Officers (D&O) insurance is highly recommended. A D&O insurance offers liability coverage for managing directors to protect them from claims which may arise from decisions and actions taken as part of their duties. 

25 to 30 days of paid vacation are market practice for managing directors.

We generally advise to enter into a post-contractual non-compete obligation with the managing director.  Please note  that the company must pay a compensation for such a post-contractual non-compete obligation during the restrictive period which amounts to 50% of the annual remuneration for each year of the post-contractual non-compete.

Toggle further information.

According to statutory law, employees receive continued remuneration in case of sickness for up to six weeks. For managing directors, you would usually grant similar coverage for six weeks up to three months. Please therefore specify the period during which managing directors shall receive continued remuneration in case of sickness.

In the unfortunate event of the managing director's passing during the term of the service relationship, a payment can be provided to their surviving dependents. The customary practice is to grant the managing director's remuneration to their dependents for the period of six weeks to three months. 

If you want to use DocuSign or other eSignature tools for changes or amendments of the service agreement, please opt for this clause. Please be aware that changing the terms of a  managing director service agreement still requires the approval by the shareholders.

The company is represented by the shareholders' meeting when concluding a managing director service agreement. The shareholders' meeting itself can determine in the shareholders' resolution, by whom it shall be represented for the conclusion of the managing director service agreement (e.g., by another managing director).

Please provide a description of the services of the freelancer. 

Note that the description should fit into the following sentence: 

"The Freelancer is engaged with the Company as independent contractor in the area of [■]"

Please provide a description of the services of the freelancer. 

Note that the description should fit into the following sentence: 

"The Freelancer is engaged with the Company as independent contractor in the area of [■]"

The job title should be as accurate as possible to satisfy requirements of the Documentation Act (Nachweisgesetz - NachwG).

If you want to enter into a fixed-term employment relationship with the employee, please specify this in the 'Further remarks' section at the end of the questionnaire.

Except in limited circumstances, a fixed-term employment agreement without a cause is only lawful for a total period of up to two years. An employment agreement for a shorter period can be extended by agreement up to three times for a total period of two years. 

However, newly founded companies can make use of fixed-term employment without cause for up to a maximum period of four years within the first four years after founding. 

Fixed-term employment agreements and extension agreements must be signed in writing before the start date, i.e., wet-ink signatures of both parties on a physical document are required. Otherwise, the fixed term is not effective and a indefinite employment agreement would be established. Neither eSignature tools nor scans meet the written form requirement.

Please add any further remuneration components, such as special payments, bonus, company car, relocation allowance, etc. 

Company pension and educational training entitlements, if any, must be added to the employment agreement according to the Documentation Act.

In case of full time, the work week has 40 hours. 

The employee's working time may generally not exceed eight hours per workday. Workdays are the days from Monday until Saturday, in most companies, however, Monday until Friday; work on Sundays and public holidays is generally prohibited. 

If the company has specific break times (duration and / or timing) the employee has to observe, please add them here to satisfy requirements of the Documentation Act.

You can choose between two options:

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The probationary period may not be longer than six months. During the probationary period, employment can be terminated without cause, observing a minimum notice period of two weeks.

You can choose between two options here:

• Option 1: The (rather short) statutory notice periods (which in the first two years is four weeks to the 15^th or to the end of a calendar month and increases with the duration of the employment relationship)
  
  
• Option 2: The longer contractual notice periods (e.g., three months to the end of a calendar month)

The length of the notice period is subject to minimum notice period requirements under mandatory law.

Toggle further information.

All employees are by law entitled to paid vacation of 20 days, based on a five-day working week. However, 25 to 30 days of vacation are common in Germany.

You may also agree on a post-contractual non-compete obligation for a period of up to two years after termination of employment. Please note, that this requires compensation of at least 50 % of the last contractual remuneration during the restrictive period. Due to formal requirements, related costs and the difficulty of waiving a post-contractual non-compete, legal advice should be sought in advance.

In case an employee is prevented from work due to personal reasons without fault (e.g., in case of emergency), sec. 616 of the Civil Code (Bürgerliches Gesetzbuch - BGB) provides that the employee is entitled to continued remuneration "for a relatively not significant time". This claim can be excluded by adding this optional wording.

If you want to use DocuSign or other eSignature tools for amendments, please insert this optional clause. However, note that agreements concerning the extension of the fixed term require wet ink signatures.

The job title should be as accurate as possible to satisfy requirements of the Documentation Act (Nachweisgesetz - NachwG).

Except in limited circumstances, a fixed-term employment agreement without a cause is only lawful for a total period of up to two years. An employment agreement for a shorter period can be extended by agreement up to three times for a total period of two years. 

However, newly founded companies can make use of fixed-term employment without cause for up to a maximum period of four years within the first four years after founding. 

Fixed-term employment agreements and extension agreements must be signed in writing before the start date, i.e., wet-ink signatures of both parties on a physical document are required. Otherwise, the fixed term is not effective and a indefinite employment agreement would be established. Neither eSignature tools nor scans meet the written form requirement.

Please add any further remuneration components, such as special payments, bonus, company car, relocation allowance, etc. 

Company pension and educational training entitlements, if any, must be added to the employment agreement according to the Documentation Act.

In case of full time, the work week has 40 hours. 

The employee's working time may generally not exceed eight hours per workday. Workdays are the days from Monday until Saturday, in most companies, however, Monday until Friday; work on Sundays and public holidays is generally prohibited. 

If the company has specific break times (duration and / or timing) the employee has to observe, please add them here to satisfy requirements of the Documentation Act.

You can choose between two options:

Toggle further information.

The probationary period may not be longer than six months. During the probationary period, employment can be terminated without cause, observing a minimum notice period of two weeks.

You can choose between two options here:

• Option 1: The (rather short) statutory notice periods (which in the first two years is four weeks to the 15^th or to the end of a calendar month and increases with the duration of the employment relationship)
  
  
• Option 2: The longer contractual notice periods (e.g., three months to the end of a calendar month)

The length of the notice period is subject to minimum notice period requirements under mandatory law.

Toggle further information.

All employees are by law entitled to paid vacation of 20 days, based on a five-day working week. However, 25 to 30 days of vacation are common in Germany.

You may also agree on a post-contractual non-compete obligation for a period of up to two years after termination of employment. Please note, that this requires compensation of at least 50 % of the last contractual remuneration during the restrictive period. Due to formal requirements, related costs and the difficulty of waiving a post-contractual non-competes, legal advice should be sought in advance.

In case an employee is prevented from work due to personal reasons without fault (e.g., in case of emergency), sec. 616 of the Civil Code (Bürgerliches Gesetzbuch - BGB) provides that the employee is entitled to continued remuneration "for a relatively not significant time". This claim can be excluded by adding this optional wording.

If you want to use DocuSign or other eSignature tools for amendments, please insert this optional clause. However, note that agreements concerning the extension of the fixed term require wet ink signatures.

The job title should be as accurate as possible to satisfy requirements of the Documentation Act (Nachweisgesetz – NachwG).

We recommend entering into a fixed-term employment relationship with the working student as working students are usually not employed for an unlimited term. 

Except in limited circumstances, a fixed-term employment agreement without a cause is only lawful for a total period of up to two years. An employment agreement for a shorter period can be extended by agreement up to three times for a total period of two years. 

However, newly founded companies can make use of fixed-term employment without cause for up to a maximum period of four years within the first four years after founding. 

Fixed-term employment agreements and extension agreements must be signed in writing before the start date, i.e., wet-ink signatures of both parties on a physical document are required. Otherwise, the fixed term is not effective and a indefinite employment agreement would be established. Neither eSignature tools nor scans meet the written form requirement.

The working time of working students may generally not exceed 20 hours per week in order to be privileged in the social security scheme. A working time of 40 hours per week is however possible during the semester breaks. 

Overtime should be compensated by time off in lieu to comply with time limitations for working students. 

If the company has specific break times (duration and / or timing) the employee has to observe, please add them here to satisfy requirements of the Documentation Act.

Please add any further remuneration components, such as special payments, bonus, etc. We advise to also add any Company pension and educational training entitlements, if any, to satisfy requirements of the Documentation Act.

The probationary period may not exceed six months. In case of a fixed term of one year or less, the probationary period should be reduced appropriately, e.g., to three months.

All employees are by law entitled to paid vacation of 20 days, based on a five-day working week. However, 25 to 30 days of vacation are common in Germany.

If you want to use DocuSign or other eSignature tools for amendments, please insert this optional clause. However, note that agreements concerning the extension of the fixed term require wet ink signatures.

In case an employee is prevented from work due to personal reasons without fault (e.g., in case of emergency), sec. 616 of the Civil Code (Bürgerliches Gesetzbuch - BGB) provides that the employee is entitled to continued remuneration "for a relatively not significant time". This claim can be excluded by adding this optional wording.

The job title should be as accurate as possible to satisfy requirements of the Documentation Act (Nachweisgesetz – NachwG).

As the remuneration limit of EUR 538.00 gross must not be exceeded in order for the employee to have a status as a marginally employed employee (mini-jobber), you must be careful with regard the working time. If you pay the minimum wage of currently EUR 12.41 gross per hour, the maximum working time per month can be 43.35 hours which is ten hours per week. If you pay the employee more than the minimum wage per hour, then you must reduce the working time accordingly.

The working time of mini-jobbers must be recorded/documented.

If the company has specific break times (duration and / or timing) the employee has to observe, please add them here to satisfy requirements of the Documentation Act.

Please add any further remuneration components, such as special payments, bonus, company car, relocation allowance, etc. 

Company pension and educational training entitlements, if any, must be added to the employment agreement according to the Documentation Act.

All employees are by law entitled to paid vacation of 20 days, based on a five-day working week. However, 25 to 30 days of vacation are common in Germany.

Except in limited circumstances, a fixed-term employment agreement without a cause is only lawful for a total period of up to two years. An employment agreement for a shorter period can be extended by agreement up to three times for a total period of two years. 

However, newly founded companies can make use of fixed-term employment without cause for up to a maximum period of four years within the first four years after founding. 

Fixed-term employment agreements and extension agreements must be signed in writing before the start date, i.e., wet-ink signatures of both parties on a physical document are required. Otherwise, the fixed term is not effective and a indefinite employment agreement would be established. Neither eSignature tools nor scans meet the written form requirement.

The probationary period may not be longer than six months. During the probationary period, employment can be terminated without cause, observing a minimum notice period of two weeks.

If you want to use DocuSign or other eSignature tools for amendments, please insert this optional clause. However, note that agreements concerning the extension of the fixed term require wet ink signatures.

In case an employee is prevented from work due to personal reasons without fault (e.g., in case of emergency), sec. 616 of the Civil Code (Bürgerliches Gesetzbuch - BGB) provides that the employee is entitled to continued remuneration "for a relatively not significant time". This claim can be excluded by adding this optional wording.

Interns are not employed as regular employees which is why the internship always has the purpose to acquire practical knowledge and skills in a special field which must be specified.

We assume that this is an internship as part of or during the studies at university. If the reason for the internship is another one, please specify this in the 'Further remarks' section at the end of the questionnaire.

Please note that the distinction between a mandatory internship (e.g., an internship which must be performed according to rules of a university or school) and a voluntary internship is important for the applicability of certain provisions under statutory law such as the minimum wage.

In case of full time, the work week has 40 hours. 

The intern's working time may generally not exceed eight hours per workday. Workdays are the days from Monday until Saturday, in most companies, however, Monday until Friday; work on Sundays and public holidays is generally prohibited. 

If you want to use DocuSign or other eSignature tools for amendments, please insert this optional clause. However, note that agreements concerning the extension of the fixed term require wet ink signatures.

Note that in case the intern is not yet in the age of 18, certain regulations of the Youth Employment Protection Act (Jugendarbeitsschutzgesetz – JArbSchG), for example for working time or vacation, may be applicable. Please contact us in this case.