Review your employment contract clause by clause. Our interactive checklist highlights missing protections, red flags, and ensures you know your rights before signing.
Answer yes/no/unsure for each clause to see your contract's coverage
This tool provides general educational guidance only. It is not legal advice. For specific contract questions, consult a qualified employment lawyer (Fachanwalt für Arbeitsrecht).
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Your employment contract is a legally binding document. Missing clauses can leave you unprotected in disputes, termination, or salary disagreements.
Identifying issues before signing gives you leverage. Employers expect informed candidates — raising concerns shows professionalism, not distrust.
No written contract — Verbal agreements are hard to enforce. In Germany, the Nachweisgesetz requires employers to provide written terms within one month of starting.
Unlimited overtime with no compensation — Watch for clauses like 'overtime is compensated by salary.' In Germany, working time law (ArbZG) limits hours to 48/week.
Excessively broad non-compete — Non-competes longer than 2 years or without compensation (Karenzentschädigung) may be unenforceable in Germany.
Vacation below legal minimum — In Germany, the BUrlG guarantees 20 days (5-day week). Any contract offering less is illegal. Most employers offer 25-30.
Probation period longer than 6 months — In Germany, probation (Probezeit) cannot exceed 6 months. During probation, notice period is 2 weeks.
Minimum 20 vacation days (5-day week), 4-week minimum notice period (longer after 2+ years), max 6-month probation, 48-hour weekly limit (ArbZG), written contract required (Nachweisgesetz).
Minimum 4 weeks vacation (5 weeks under 20), notice per OR Art. 335c (1-3 months depending on tenure), max 3-month probation, 45-50 hour weekly limit depending on industry.
Minimum 25 vacation days, 14 monthly salary payments mandatory (Urlaubs- and Weihnachtsgeld), notice per Kollektivvertrag, max 1-month probation, Dienstzettel required.
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