No matter how secure an employment relationship may seem, ultimately no employee is safe from a sudden termination. When a termination letter arrives, many employees therefore consider options to mitigate the damage, for example, by receiving severance pay.
But is every employee entitled to severance pay after a termination? And if so, how much can it be? In such cases, a lawyer specializing in labor law can provide support to help you achieve the best possible outcome.
In the event of a termination or a settlement agreement, employers and employees often agree on the payment of severance pay, which is intended to ease the termination of the employment relationship for the employee as financial compensation for job loss. Generally, it is a voluntary payment by the employer, unless it is already stipulated in an employment contract or collective bargaining agreement. The amount of severance pay is individual and negotiated between the parties.
Many factors, such as the length of service, legal regulations, and the jurisprudence of regional courts, influence the entitlement to and amount of severance pay. We support you in this, as only comprehensive legal advice can provide a realistic assessment of your individual case.
As an employee, you generally do not have an enforceable claim to severance pay (we will inform you about exceptions), but an action for unfair dismissal can be promising. Employers are often willing to pay severance pay as part of a settlement before the labor court to conclude the unfair dismissal proceedings. However, it is crucial to observe the strict three-week deadline after receiving a termination notice – we advise you.
We examine what you are entitled to in the event of severance pay and advocate for you with your employer.
