The use of artificial intelligence (AI) is already omnipresent in many areas of working life and in HR work. Nevertheless, German legislators have so far provided hardly any AI specific regulations in the context of employment. Employers in Germany are, however, not in a legal vacuum and must comply with various employment (and data protection) regulations when using AI. In future, employers will also have to observe the legal framework created by the recently adopted European Union’s AI Regulation laying down harmonised rules on artificial intelligence (AI Act).Continue Reading Artificial Intelligence in German employment law – A status quo and an outlook on the recently adopted EU AI regulation
German federal labor court gives further clarifications on controversial aspects with regard to vacation entitlements
Under German law, the (mostly mandatory) provisions of the German Federal Vacation Act (Bundesurlaubsgesetz – BUrlG) constitute the basic legal framework for vacation entitlements. The Federal Vacation Act itself has not been changed for years. However, there are still a number of unanswered questions and controversial debates regarding vacation claims in Germany.
In 2019, the German Federal Labor Court (Bundesarbeitsgericht – BAG) had to deal on a regular basis with questions concerning vacation entitlements. Among others, several of the court’s decisions provided important clarifications about vacation entitlements during parental leave. At least in this respect, things are now somewhat clearer for employers.Continue Reading German federal labor court gives further clarifications on controversial aspects with regard to vacation entitlements