Author: Christian Seidel

Some of the Corona provisions and measures introduced by the government since the beginning of the crisis have led to interesting questions and, in some cases, to legal proceedings. In the meantime, some decisions from the first and second instance are available.

Read decisions on issues such as “Right of access to place of work”,

Vaccination protects! At the very least, it it reduces one’s own risk of infection with corona and reduces absenteeism due to illness in the company. For this reason, employers have a sustained interest in ensuring that as many employees as possible are vaccinated against Corona.

But what can employers do to increase their employees’

Especially in the Corona pandemic, many employers have discovered short-time work as an effective means of bridging this difficult phase. Nevertheless, short-time work cannot simply be imposed by the employer.

Rather, a legal basis is required. This can result from a collective agreement, a works agreement or the employment contract.

The second wave is just rolling in – there is currently no improvement in sight. In this context the questions arise,

• whether the employer must continue to pay the remuneration during a quarantine
• whether he/she may be entitled to a refund or
• whether he also has to pay if the employee returns from a risk area.

Recently, there has been an increasing number of inquiries from concerned clients who employ employees in Germany subject to social security contributions but do not have a registered office in Germany.

This is usually due to notifications from the German Employment Agency which, referring to the lack of a company seat in Germany,