Severance and overall package
Review of whether the proposed package appears economically balanced.
Separation agreement
Berlin and across Germany
Separation Agreements – Lawyer
Severance, unemployment risks, and exit terms in Germany
Before signing a separation agreement, the issue is usually not just severance. Unemployment-benefit risks, release terms, vacation, bonus, references, and the end date should also be reviewed carefully.
These are usually the points that matter most in employment disputes:
- ›Review of whether the severance and overall package are economically sound
- ›Assessment of possible unemployment-benefit disadvantages
- ›Evaluation of release terms, vacation, bonus, and non-compete issues
- ›Clear lawyer guidance on negotiation or refusal
You receive a direct legal assessment of whether the agreement is sound or should be renegotiated.
Important: Separation agreements should usually not be signed spontaneously.
Full service in English language
What a separation-agreement review usually covers
Unemployment-benefit risk
Assessment of whether the agreement may create unemployment-benefit risks.
Release terms and reference
Evaluation of release terms, references, and other exit conditions.
Negotiation strategy
Clear guidance on whether and how the agreement should be renegotiated.
The economic value lies in the complete exit package
A separation agreement brings the employment relationship to a binding end. Severance, the termination date, and every side effect should therefore be assessed as one package before signature.
Termination and binding effect
The exact end date, applicable notice period, and any settlement or waiver clauses require review. Once signed, an unfavourable provision usually cannot simply be withdrawn.
Money, release, and outstanding claims
The calculation extends beyond severance to salary, bonus, vacation, garden leave, company car, reference wording, and occupational pension rights. Broad clauses can unintentionally settle valuable claims.
Unemployment benefits and next steps
An agreed termination can affect unemployment benefits and when payments begin. The stated reason, notice period, severance terms, and next employment plans must therefore be considered together.
The negotiation is therefore not about one figure alone, but about a legally sound and economically coherent exit.
Frequently asked questions
Should I sign a separation agreement immediately?
Usually not. The legal and economic overall position should be reviewed before signing.
Is it only about severance?
No. Unemployment-benefit risk, release terms, references, bonus, and non-compete issues often matter as well.
Can I still renegotiate?
Often yes. Before signing, there is frequently room for negotiation.
Can a dismissal sometimes be the better starting point?
Depending on the case, yes. Signing too quickly can give away leverage.
Is this part of general employment law?
Yes. Separation agreements are one of the core employment-law topics.
Mandant
3 months ago
Mr. Lerch provided me with highly professional, calm, and dedicated support throughout my legal proceedings. I particularly appreciated his honest assessment of my case and the clear communication he maintained throughout the entire process. Thanks to his strategy and preparation, we achieved a significantly better outcome than originally anticipated in the penalty order. I felt well-advised and taken seriously at all times. I can therefore wholeheartedly recommend Mr. Lerch and thank him again for his support. B. Paal
Mandant
5 months ago
Complete satisfaction! I needed an expert opinion for the recognition of professional experience towards my studies and received very professional support and advice from Mr. Lerch throughout the entire process. The fact that the application for recognition was accepted was simply the icing on the cake!
Mandant
5 months ago
Thank you so much for your prompt assistance in my rather complex case. I can highly recommend you – reliable, friendly, and straightforward!
How it works
Step 1
Send the documents and situation
You send the key documents and briefly explain the situation and any immediate time pressure.
Step 2
Have it legally reviewed
I review deadlines, legal challenge points, economic risks, and your negotiating position.
Step 3
Receive clear guidance
You receive clear guidance on which response or strategy makes sense.
Step 4
Implement the next steps
If further action makes sense, negotiation, correspondence, or court steps are implemented in a structured way.
About Dr. Lerch
Dr. Philipp Lerch advises clients with a focus on clear legal assessments, precise communication, and economically sensible outcomes. In separation-agreement matters, it is often crucial to assess not just the severance but the entire exit package.
Related topics
Severance
If the financial exit package is the central issue.
Dismissal
If the dismissal route should be reviewed instead of signing a contract.
Employment reference
If the reference wording is part of the separation negotiation.
Reviewing a separation agreement: Do not sign too quickly
The consequences of a German separation agreement and the points employees should review before signing.