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German Employment Law—Top 9 Developments in 2025
- A June 2025 ruling says not appointing an inclusion officer may indicate discrimination but is not itself discrimination.
- In April 2025, the court clarified no prevention procedure is required before ordinary termination during the disability waiting period.
- A 2025 ruling allows pay discrimination claims if a single comparator earns less than a similar worker, regardless of medians.
- Statutory minimum vacation cannot be waived in ongoing employment via a court settlement.
- Delivery records are crucial; prima facie receipt for termination is not guaranteed by mailing alone.
- Two CJEU mass dismissal rulings state that absence of notification invalidates terminations.
- Matrix structures can expand works council voting rights across establishments.
- No fixed waiting-period limits for probation in fixed-term work; outcomes depend on case facts.
- A home-office incident involving a blast and an e-scooter battery may not be a work accident.
- CJEU mass dismissal rulings require proper notification; post-dismissal validation is not allowed.
- European Pay Transparency Directive considerations align with the 2025 German ruling.
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