The employment contract defines what employees are entitled to on the job – and what obligations they have. Which points you should definitely check before signing.
Does your dream employer offer you an employment contract? Then congratulations! Before you blindly sign, however, you should consider the Employment contract* Read through again carefully and check the most important points. Otherwise there could be a rude awakening later.
Pay attention to important points in the employment contract
An employment contract defines the framework conditions for the employment relationship and regulates rights and obligations for both employer and employee. Like the legal experts at Staufenbiel Institute on their website, the employment contract is “a month at the latest to be handed over after the beginning of the employment relationship and to be signed by both parties ”. Although oral employment contracts are also permitted, it should always be in written form are closed in order to have proof in court of what things have been agreed in the event of a dispute.
Also read: Can I terminate the employment contract before starting?
Checklist: This belongs in the employment contract
Even if an employment contract does not require a specific form, it should regulate the most important aspects of the employment relationship and legal minimum standards be respected. Therefore, before signing, take another look at the document and check whether the following points are included:
- Contracting parties
- Job description
- Starting date and duration (if limited)
- Length of trial period
- Amount of salary (including payment method)
- if necessary, increase in remuneration after a certain period of time, e.g. B. after the probationary period
- Weekly work time
- Compensation for overtime
- Fringe benefits such as bonuses, company cars, company mobile phones, etc.
- Vacation entitlement
- Regulation of secondary employment
- possibly Christmas bonus or 13th monthly salary
Also important: The notice period should be based on collective bargaining regulations and the Dismissal Protection Act. In addition, the confidentiality obligations should not be formulated too narrowly, as this could result in disadvantages for a new employer, advises Staufenbiel Institute. By the way, mistakes can invalidate an employment contract – you can find out more here.(as) * Merkur.de is an offer from IPPEN.MEDIA.