Many argue female employees might not be entitled to differential compensation claim if male colleague had better negotiating skills. Lower courts said employee recruitment was objective criterion for salary differences. This view was rejected by German Federal Labor Court.
German Federal Labor Court Bundesarbeitsgericht ruled employers are required to recordworking hours of their employees. According to the Federal Labor Court, a comprehensive obligation to record working hours cannot be derived from the Working Hours Act.
German Federal State of Hesse no longer requires isolation period for persons positive for COVID-19. Rhineland-Palatinate also announced lifting of isolation requirement. This means new challenges in employment of positively tested employees and remuneration.
Employers in Germany have several developments in German employment law to put on their radars, including optional bonus pay due to the spike in energy costs; workplace safety and health measures related to heat and COVID-19, and annual leave entitlements.
German Federal Employment Court decided obligation exists for employers in Germany to comprehensively record employees’ working time. For employers, this results in a great deal of uncertainty, as the details of this obligation remain unclear.