{"id":11483,"date":"2023-11-21T05:06:34","date_gmt":"2023-11-21T04:06:34","guid":{"rendered":"https:\/\/www.kanzlei-steinwachs.de\/severance-pay\/"},"modified":"2023-11-21T05:35:21","modified_gmt":"2023-11-21T04:35:21","slug":"severance-pay","status":"publish","type":"page","link":"https:\/\/www.kanzlei-steinwachs.de\/en\/severance-pay\/","title":{"rendered":"severance pay"},"content":{"rendered":"

[vc_row triangle_shape=”no” css=”.vc_custom_1700539651318{padding-bottom: 40px !important;}”][vc_column][vc_column_text]The termination of an employment relationship can have many reasons. If the desire for termination comes from the employer, the sensible employee will not simply give in to this wish. On the one hand, if he contributes to the loss of his job, he risks having his unemployment benefits blocked. On the other hand, given his legally strengthened employee position, he often has the opportunity to achieve compensation for the loss through clever negotiation.<\/p>\n

In special cases (e.g. \u00a71a K\u00fcSchG<\/a>), employees also have a legal and therefore enforceable right to severance pay.<\/p>\n

In the vast majority of cases, however, the payment of severance pay is the result of an assessment of the risks of a possible or existing legal dispute about the terminability of the employment relationship. Not only the question of whether a severance payment is negotiable but also the amount of a possible severance payment depends largely on the litigation risk.<\/p>\n

The standard situations in which we negotiate severance payments for our clients are:<\/p>\n