{"id":8961,"date":"2026-03-23T11:41:27","date_gmt":"2026-03-23T11:41:27","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&#038;p=8961"},"modified":"2026-04-07T11:01:45","modified_gmt":"2026-04-07T11:01:45","slug":"fragen-zum-arbeitsrecht-im-unternehmenskontext","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/de\/einblicke\/fragen-zum-arbeitsrecht-im-unternehmenskontext\/","title":{"rendered":"Fragen und Antworten: Arbeitsrecht im Unternehmenskontext\u00a0"},"content":{"rendered":"<h2 class=\"wp-block-heading\"><strong>Frage: Was muss ein Arbeitsvertrag nach englischem Recht enthalten?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Im Rahmen der <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/gesetz-uber-arbeitnehmerrechte-2025-ein-praktischer-leitfaden-fur-arbeitgeber\/\">Besch\u00e4ftigung<\/a> Rights Act 1996 (as amended by the Employment Act 2002 and the Good Work Plan reforms of 2020), an employer must provide all employees and workers with a written statement of particulars of employment from the first day of employment. Historically this could be provided within two months of starting work; since <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/reform-des-britischen-gesellschaftsrechts-ab-april-2026-was-unternehmen-und-geschaftsfuhrer-wissen-mussen\/\">April<\/a> 2020 it must be given on day one.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Die schriftliche Erkl\u00e4rung muss mindestens folgende Angaben enthalten:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Die Namen des Arbeitgebers und des Arbeitnehmers.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Das Datum des Besch\u00e4ftigungsbeginns und (falls abweichend) das Datum des Beginns der ununterbrochenen Besch\u00e4ftigung.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Der Lohnsatz und der Zahlungszeitraum.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Arbeitszeiten, einschlie\u00dflich der Wochentage und der Angabe, ob die Arbeitszeiten variieren k\u00f6nnen.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Urlaubsanspr\u00fcche (einschlie\u00dflich gesetzlicher Feiertage) und Urlaubsgeld.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Die <a href=\"https:\/\/rfblegal.co.uk\/de\/standort\/\">Standort<\/a> or locations of work.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Die Stellenbezeichnung oder eine kurze Beschreibung der T\u00e4tigkeit.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>K\u00fcndigungsfristen.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Probationary period <a href=\"https:\/\/rfblegal.co.uk\/de\/kundenkontodaten\/\">conditions<\/a> (if any).\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Krankheitstage und Anspruch auf Lohnfortzahlung.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Sonstige Leistungen (einschlie\u00dflich nicht vertraglicher Leistungen).\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Whether the employee <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/kann-ein-testament-meine-fruheren-vertrage-aufheben\/\">wird<\/a> work outside the UK for more than one month, and if so on what terms.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/rfblegal.co.uk\/de\/homepage-old\/edentran\/\">Details<\/a> of any training the employer requires the employee to complete.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">F\u00fcr <a href=\"https:\/\/rfblegal.co.uk\/de\/tag\/senior-partner\/\">senior<\/a> employees, the service <a href=\"https:\/\/rfblegal.co.uk\/de\/wissensbasis\/brauche-ich-eine-aktionarsvereinbarung\/\">agreement<\/a> will typically go&nbsp;considerably further&nbsp;\u2014 covering bonus entitlements, share option rights, garden leave provisions, post-termination restrictions, <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/wirtschaftsrecht\/handelsprozess\/urheberrecht-medien-und-ip\/\">intellectual property<\/a> assignment, and disciplinary and grievance procedures.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Frage: Was ist \u201eGarden Leave\u201c und wie funktioniert das?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Garden leave is a contractual arrangement by which an employer, having given notice to (or received notice from) an employee, requires the employee to remain at home during their notice period rather than attending work. The employee&nbsp;remains&nbsp;employed and continues to receive full pay and benefits during the garden leave&nbsp;period, but&nbsp;is not&nbsp;required&nbsp;to perform their <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/pflichten-von-geschaftsfuhrern-was-sind-sie-und-was-passiert-wenn-man-gegen-sie-verstost\/\">duties<\/a> and is typically prohibited from working for a competitor.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Die Freistellung dient den Arbeitgebern mehreren wirtschaftlichen Zwecken:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Es untersagt dem Mitarbeiter w\u00e4hrend der K\u00fcndigungsfrist den Zugriff auf aktuelle Kundenbeziehungen, vertrauliche Informationen und gesch\u00e4ftliche Erkenntnisse.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>It allows client relationships to naturally &#8216;go cold&#8217; and to be transferred to other <a href=\"https:\/\/rfblegal.co.uk\/de\/tag\/prozess-team-dj\/\">team<\/a> members.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Sie fungiert als \u00dcberbr\u00fcckung zwischen dem Ausscheiden aus dem Arbeitsverh\u00e4ltnis und dem Beginn etwaiger Nachvertraglicher Beschr\u00e4nkungen \u2013 die Zeit, die im Freistellungsurlaub verbracht wird, wird in der Regel auf die Dauer der Nachvertraglichen Beschr\u00e4nkungen angerechnet.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">To be effective, garden leave must be expressly provided for in the employment contract. An employee who has not been given a contractual <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/das-vorkaufsrecht-wichtige-erkenntnisse-fur-vermieter-und-mieter\/\">right<\/a> to be placed on garden leave cannot&nbsp;generally be&nbsp;kept at home on full pay without their consent \u2014 unless the employer is willing to accept the risk of a <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/personenrecht\/beschaftigung\/konstruktive-entlassung\/\">constructive dismissal<\/a> claim.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Wichtig ist, dass Gerichte bei der Beurteilung der Angemessenheit von Wettbewerbsverboten nach Beendigung des Arbeitsverh\u00e4ltnisses die bereits abgeleistete Freistellungszeit ber\u00fccksichtigen. Eine sechsmonatige Freistellungszeit, die vollst\u00e4ndig vor Beginn eines sechsmonatigen Wettbewerbsverbots abgeleistet wurde, kann dazu f\u00fchren, dass das Wettbewerbsverbot als l\u00e4nger als unter den gegebenen Umst\u00e4nden angemessen erforderlich angesehen wird.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Frage: Was ist TUPE und wann findet es Anwendung?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/wirtschaftsrecht\/beschaftigungsbetrieb\/studiengebuhren-und-unternehmensverkaufe\/\">TUPE<\/a> \u2014 the <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/personenrecht\/beschaftigung\/tupe-verordnungen-und-beschaftigungsubergange\/\">Transfer of Undertakings<\/a> (Protection of Employment) Regulations 2006 \u2014 is the legislation that protects employees&#8217; rights when the <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/qa-vertrage\/\">business<\/a> or undertaking in which they work is transferred to a new employer. TUPE applies in two principal scenarios:&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Unternehmens\u00fcbertragungen \u2014&nbsp;<\/strong>where a business or part of a business (an &#8216;economic entity&#8217;) is transferred from one employer to <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/ein-weiteres-erfolgreiches-buro-fur-die-registrierung-von-studenten\/\">another<\/a> as a going concern. This typically covers an asset sale where the business continues as before under new ownership.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>\u00c4nderungen im Leistungsangebot \u2014&nbsp;<\/strong>where activities that were previously carried out in-house are outsourced to a contractor, where an outsourced service is re-tendered and a new contractor <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/deniz-oguzkanli-wird-neuer-senior-partner-bei-rfb\/\">takes<\/a> over, or where an outsourced service is brought back in-house.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When TUPE applies, the employees who are assigned to the transferring business or activity automatically transfer to the new employer on their existing terms and conditions. The new employer inherits the employees and all associated rights and liabilities, including outstanding employment <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/mangelanspruche-ein-leitfaden-fur-private-wohnungsvermieter\/\">claims<\/a>. Any dismissal connected with the TUPE transfer is automatically unfair unless it is for an &#8216;economic, technical or organisational&#8217; (ETO) reason entailing changes in the workforce.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In the context of a share purchase, TUPE&nbsp;generally does&nbsp;not apply \u2014 because the company (and therefore the employer)&nbsp;remains&nbsp;the same; only the <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/qa-aktionarsvereinbarungen\/\">shareholders<\/a> change. However, in an asset sale or in a business <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/wirtschaftsrecht\/beschaftigungsbetrieb\/entlassungen-und-umstrukturierungen\/\">restructuring<\/a> following acquisition, TUPE analysis is essential and should be undertaken before any decision is made <a href=\"https:\/\/rfblegal.co.uk\/de\/uber-uns\/\">about<\/a> post-transaction staffing.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Frage: Was ist eine Vergleichsvereinbarung und wann sollte ein Arbeitnehmer eine solche unterzeichnen?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A <a href=\"https:\/\/rfblegal.co.uk\/de\/wissensbasis\/ansiedlung-im-vereinigten-konigreich\/\">settlement<\/a> agreement (previously called a compromise agreement) is a <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/ein-leitfaden-fur-einen-durchsetzbaren-vertrag-wie-sie-sicherstellen-dass-ihr-geschaftsvertrag-rechtsverbindlich-ist\/\">legally binding<\/a> contract between an employer and an employee by which the employee agrees to waive some or&nbsp;all of&nbsp;their legal claims against the employer in exchange for a financial payment and (usually) an agreed reference. Settlement <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/qa-aktienkaufvertrage\/\">agreements<\/a> are&nbsp;most commonly used&nbsp;to resolve or avoid <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/personenrecht\/beschaftigung\/\">employment disputes<\/a> \u2014 most&nbsp;frequently&nbsp;in the context of a <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/personenrecht\/beschaftigung\/redundanz\/\">redundancy<\/a>, a <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/wirtschaftsrecht\/beschaftigungsbetrieb\/mitarbeiterfuhrung\/\">performance management<\/a> process, or a negotiated exit.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For a <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/personenrecht\/beschaftigung\/vergleichsvereinbarungen-und-verhandlungen-ohne-vorurteile\/\">settlement agreement<\/a> to be legally valid and to effectively compromise the employee&#8217;s <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/beratung-von-vermietern-und-verwaltern-zu-gesetzlichen-belastigungen\/\">statutory<\/a> claims, it must:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Muss schriftlich erfolgen.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Relate to specific <a href=\"https:\/\/rfblegal.co.uk\/de\/beschwerden\/\">complaints<\/a> or proceedings.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Der Arbeitnehmer muss sich von einem qualifizierten Berater (in der Regel einem Rechtsanwalt) unabh\u00e4ngig \u00fcber die Bedingungen und Auswirkungen der Vereinbarung beraten lassen haben.\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Der Berater muss in der Vereinbarung namentlich genannt sein und \u00fcber einen g\u00fcltigen Berufshaftpflichtversicherungsvertrag verf\u00fcgen.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The requirement for independent legal advice is important: an employee must take advice from their own solicitor (<a href=\"https:\/\/rfblegal.co.uk\/de\/wissensbasis\/leitfaden-fur-wohnungsvermieter-was-zu-tun-ist-wenn-ein-mieter-im-vereinigten-konigreich-die-miete-nicht-zahlt\/\">paid<\/a> for by the employer by way of a contribution to legal fees) before signing. An agreement signed without independent advice is not binding.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Whether an employee should sign a settlement agreement depends entirely on the specific circumstances. The financial terms, the employee&#8217;s prospects in an <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/personenrecht\/beschaftigung\/anspruche-vor-dem-arbeitsgericht\/\">employment tribunal<\/a>, the value of any outstanding claims, the quality of the reference and any tax treatment of the payment are all factors to weigh carefully. Employees should always take specialist advice before signing \u2014 the contribution to legal fees provided by the employer is specifically intended to fund this.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Frage: Welche Folgen hat die Entlassung eines Mitarbeiters ohne Einhaltung eines fairen Verfahrens?<\/strong>\u00a0<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Dismissing an employee without a fair process \u2014 or without a fair reason \u2014 exposes the employer to claims in the Employment Tribunal and, potentially, the <a href=\"https:\/\/rfblegal.co.uk\/de\/zivile-meditation\/\">civil<\/a> courts. The primary risks are:&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/personenrecht\/beschaftigung\/ungerechtfertigte-entlassung\/\">Unfair dismissal<\/a> \u2014&nbsp;<\/strong>Arbeitnehmer mit einer ununterbrochenen Betriebszugeh\u00f6rigkeit von mindestens zwei Jahren haben das Recht, nicht ungerechtfertigt entlassen zu werden. Eine gerechtfertigte K\u00fcndigung setzt sowohl einen sachlichen Grund (wie Personalabbau, Fehlverhalten, mangelnde Eignung oder Rechtsverst\u00f6\u00dfe) als auch ein ordnungsgem\u00e4\u00dfes Verfahren voraus (gem\u00e4\u00df dem ACAS-Leitfaden f\u00fcr Disziplinar- und Beschwerdeverfahren). Eine gerichtliche Feststellung einer ungerechtfertigten K\u00fcndigung kann zu einer Grundentsch\u00e4digung (berechnet unter Ber\u00fccksichtigung des Alters, des Gehalts und der Betriebszugeh\u00f6rigkeit des Arbeitnehmers) und einer Ausgleichszahlung (begrenzt auf den niedrigeren Wert von 52 Wochengeh\u00e4ltern oder 115.115 \u00a3, Stand April 2025) f\u00fchren.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/personenrecht\/beschaftigung\/rechtswidrige-entlassung\/\">Wrongful dismissal<\/a> \u2014&nbsp;<\/strong>if the employee is dismissed without notice (or without pay in lieu of notice) in circumstances that do not justify <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/wie-man-mit-einem-antrag-auf-ein-schnellverfahren-erfolg-hat\/\">summary<\/a> dismissal, they have a claim for wrongful dismissal \u2014&nbsp;essentially a&nbsp;breach of contract&nbsp;claim&nbsp;for the notice pay they were owed. Wrongful dismissal claims can be brought in the Employment Tribunal (up to \u00a325,000) or the civil courts (no cap).&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Loss of <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/qa-restrictive-covenants\/\">restrictive<\/a> covenants \u2014&nbsp;<\/strong>as described in the chapter on <a href=\"https:\/\/rfblegal.co.uk\/de\/dienstleistungen\/personenrecht\/beschaftigung\/restriktive-zusicherungen\/\">restrictive covenants<\/a>, a repudiatory <a href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/was-zu-tun-ist-wenn-ihr-gewerblicher-mieter-gegen-den-mietvertrag-verstost\/\">breach<\/a> of contract (including a wrongful dismissal) may&nbsp;render&nbsp;post-termination restrictions unenforceable. This can be a highly significant commercial consequence, particularly where the departing employee is a key person with valuable client relationships or access to sensitive business information.&nbsp;<\/p>","protected":false},"author":12,"featured_media":8962,"parent":0,"menu_order":0,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[65],"tags":[87],"class_list":["post-8961","insight","type-insight","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate","tag-richmond-office"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 4.9.10 - aioseo.com -->\n\t<meta name=\"description\" content=\"Q. What must an employment contract include under English law? Under the Employment Rights Act 1996 (as amended by the Employment Act 2002 and the Good Work Plan reforms of 2020), an employer must provide all employees and workers with a written statement of particulars of employment from the first day of employment. Historically this could\" \/>\n\t<meta name=\"robots\" content=\"max-image-preview:large\" \/>\n\t<meta name=\"author\" content=\"Sadie Petchey\"\/>\n\t<link rel=\"canonical\" href=\"https:\/\/rfblegal.co.uk\/de\/einblicke\/fragen-zum-arbeitsrecht-im-unternehmenskontext\/\" \/>\n\t<meta name=\"generator\" content=\"All in One SEO (AIOSEO) 4.9.10\" \/>\n\t\t<meta property=\"og:locale\" content=\"de_DE\" \/>\n\t\t<meta property=\"og:site_name\" content=\"RFB Legal -\" \/>\n\t\t<meta property=\"og:type\" content=\"article\" \/>\n\t\t<meta property=\"og:title\" content=\"Q&amp;A: Employment Law in a Corporate Context - RFB Legal\" \/>\n\t\t<meta property=\"og:description\" content=\"Q. What must an employment contract include under English law? Under the Employment Rights Act 1996 (as amended by the Employment Act 2002 and the Good Work Plan reforms of 2020), an employer must provide all employees and workers with a written statement of particulars of employment from the first day of employment. 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