What must an employment contract state under the Nachweisgesetz?
Risky — the clause disadvantages you and is worth challenging.
§ 2 NachwG (as amended on 01.08.2022) requires the employer to put the essential terms of employment in writing within staggered deadlines (key terms on day one, others within seven days or one month). Missing entries give rise to damages claims and a fine of up to EUR 2,000 (§ 4 NachwG). The contract remains valid, but disputed facts are construed against the employer.
What you can do next
Verlangen Sie schriftlich die fehlenden Angaben (Bruttogehalt, Arbeitszeit, Urlaubsdauer, Kündigungsverfahren). Bei Verweigerung können Sie das Arbeitsgericht anrufen — bei fehlenden Pflichtangaben gelten Tatsachenbehauptungen zu Ihren Gunsten.
The law behind it
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The check compares your clause with patterns verified by lawyers and the current statute text. It is general information, not legal advice for your individual case.
Free risk preview, full report €6,90 — every problem clause with the law behind it and what to do.
Check the whole contractRelated questions
- "Overtime is covered by the salary" – is that valid?
- Exclusion period shorter than three months in an employment contract – valid?
- Fixed term without objective reason for more than two years – allowed?
- Longer notice period for the employee than for the employer – valid?
- Shorter deadline for an unfair-dismissal claim in the contract – does it apply?
- Probation period longer than six months – is that allowed?
General information based on German law and court decisions, checked by lawyers — not legal advice for your individual case.