Your employment law solicitor in Munich
One firm, one field of law: we take employment matters exclusively, and we know the HR departments and employer-side counsel in this region from more than 500 proceedings. You speak to the lawyer who will also negotiate your case.
Four areas, one field of law.
Every case begins with a review of your documents. What follows depends on the deadline running in your matter.
Dismissal
Review of the dismissal and, within the three-week deadline, an action for unfair dismissal.
§ 4 KSchGSeverance
Calculating and negotiating severance, out of court and at the conciliation hearing.
§ 1a KSchGTermination agreement
Review before you sign: benefit suspension, garden leave, reference and remaining holiday.
§ 159 SGB IIIEmployment contract
Contract and reference review, fixed terms, overtime and non-compete clauses.
§ 14 TzBfG
Offices on Leopoldstraße, Munich-SchwabingDr Julia Reinhardt, Rechtsanwältin
For eight years I have represented employees in Munich in dismissals, termination agreements and severance negotiations. The focus is on settling out of court, with representation before the Munich labour court where that becomes necessary.
Before founding the practice I spent four years in the employment law unit of a commercial firm, largely on the employer side. I know that perspective when we prepare your negotiation.
What you can expect from working with us.
Reachable quickly
If a deadline is running, you reach us the same day, including outside office hours.
Advice in person
Your case is handled by Dr Reinhardt herself, with no change of contact along the way.
Costs in writing up front
The first conversation is free; after that, an amount from a published range. There are no later add-ons.
Settlement outcomes
In four out of five matters the dispute ends without a judgment, with severance or a settlement.
Digital case file
You see every incoming and outgoing letter in the client portal, without having to call and ask.
Deadline control
Every deadline is recorded and monitored twice, from the filing deadline through to appeal.
One point of contact
No trainee team, no passing the file on, no changing responsibilities.
Letters you can follow
Every pleading reaches you with a short note on what it means and what happens next.
What clients say.
After the dismissal I had two days. The assessment came the same evening and the claim was filed within the deadline.
The severance ended up well above the employer's first offer. Every step was explained beforehand and confirmed in writing.
The agreement would have cost me a benefit suspension. The review before signing prevented that.
What it costs is settled beforehand.
The ranges below are drawn from completed matters. We put the figure for your case in writing before you instruct us.
Up to 20 minutes by phone or video. We look at the dismissal or contract, name the deadline, and tell you whether acting is worthwhile.
no client relationshipContract or dismissal review with a written assessment and one letter to the employer.
fixed fee, agreed up frontNegotiation through to agreement. The range depends on salary and length of service.
fixed fee or statutory ratesClaim, conciliation hearing and chamber hearing before the labour court. Billed at the statutory rates.
RVG, depends on the amount in disputeAll amounts are net, plus 19% VAT. Court fees and opposing counsel's costs are not included. If you hold legal expenses insurance, we file the coverage request before the mandate begins.
Yes. The first assessment of up to 20 minutes is free and without obligation, even if you do not instruct us afterwards. No client relationship arises and no invoice follows.
An action for unfair dismissal must reach the labour court within three weeks of the dismissal being served. After that the dismissal is generally deemed effective.
An out-of-court review and pleading runs between €290 and €690, a severance negotiation between €890 and €2,400, an unfair dismissal claim between €1,400 and €3,900 net. We put the figure for your case in writing before you instruct us.
As a rule of thumb, half a gross monthly salary per year of service. The actual figure depends on the grounds for dismissal, the size of the business and the litigation risk.
In employment disputes, usually yes. We file the coverage request before the mandate begins and tell you the outcome.
Not without a review. A termination agreement can trigger a suspension of unemployment benefits. We usually review the draft within one working day.
Yes, before labour courts nationwide. Appointments take place in person, by phone or by video.
Three steps to your consultation.
Get in touch
You send the form or call. We confirm receipt and name the deadlines that are running.
First assessment
Free and without obligation: we review the dismissal, contract and correspondence and send an assessment with a cost estimate.
Consultation
In the appointment we settle the approach. If you instruct us, we take over negotiation and representation in full.
Request a first assessment.
The first assessment is free and without obligation. Describe your matter in a few sentences and we will come back within 24 hours on working days with a proposed appointment.