The employment contract is the legal foundation of every job. In Germany a written contract is not strictly required, but the Evidence Act (Nachweisgesetz) obliges employers to record the essential conditions in writing shortly after the start of work – since 2022 in more detail and earlier than before.
Key contents are the contracting parties, start date and any fixed-term limit, work location, job description, working time, pay, holiday entitlement, notice periods and references to applicable collective agreements or works-council agreements. Clauses on probation, non-compete, confidentiality and secondary employment are common but constrained by law.
Before signing, candidates should review the contract carefully – especially blanket overtime clauses, confidentiality wording, exclusion periods and post-contractual non-competes. Where in doubt, advice from a union, works council or employment-law specialist is worthwhile.
Roles delivered through Lunigi remain governed by classic German employment law – curated public-sector and non-profit positions are typically covered by transparent collective agreements.