Employment contract checklist: which points should never be missing?

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 sign blindly, however, you should read the employment contract * carefully again 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.

As the legal experts of the

on their website, the employment contract "

be handed over and signed by both parties at the

after the start of the employment relationship".

Although verbal employment contracts are also permitted, they should always be concluded in

so that in the event of a dispute in court, evidence of what has been agreed upon can be provided.

Also read:

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A few important points should not be missing in any employment contract.

© Westend61 / Imago

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

comply with

.

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 cell phones, etc.

• Vacation entitlement

• Regulation of secondary employment

• possibly Christmas bonus or 13th monthly salary

Also important: The

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 the

.

By the way, mistakes can make an employment contract invalid - you can find out more here.

List of rubric lists: © Westend61 / Imago