Let me start with an uncomfortable truth: In Germany, there is no legal entitlement to a severance payment. Nevertheless, most of my clients in Cologne receive one - often significantly higher than the employer had originally offered.
In my daily practice as a specialist lawyer for Labour law in Cologne I see time and again how employees accept severance payments that are too low or - even worse - allow the three-week deadline for filing a dismissal protection claim to pass. Both cost money.
This guide shows you what you should really do after a dismissal or a cancellation agreement. No empty promises, but what I advise my own clients to do.
The most important facts in brief:
- There is no statutory entitlement to severance pay - but there are many ways to negotiate one
- The rule of thumb is: 0.5 gross monthly salaries per year of employment
- In practice, factors of 0.75 to 2.5 can be achieved
- Since 2025: One-fifth rule must be actively applied for in the tax return
- Cancellation agreements harbour considerable risks for unemployment benefits
When are you entitled to a severance payment?
The short answer: almost never. The longer answer explains why you still have a good chance.
German labour law only recognises a few situations in which there is actually a legal entitlement to severance pay. In all other cases - and this is the overwhelming majority - severance pay is a matter for negotiation. And negotiations can be won.
I see it every day in my law firm on Sachsenring: employees who believe they are not entitled to severance pay end up leaving the building with five-figure sums. The trick? They understand that the employer often has more to lose than they do.
In the event of termination by the employer
Here I differentiate between three constellations:
Severance payment offer in accordance with § 1a KSchG
In the case of dismissals for operational reasons, the employer can offer a severance payment in the letter of dismissal. The amount is set by law: 0.5 gross monthly salaries per year of employment. In return, the employee waives the right to sue for unfair dismissal.
My honest assessment: This offer is rarely optimal. Employers typically use Section 1a KSchG if they are unsure whether their dismissal would stand up in court. This is precisely when it is worth taking legal action.
Case study from Cologne: A sales manager (52 years old, 18 years with the company) was dismissed for operational reasons with an offer of €45,000 in accordance with Section 1a of the German Dismissal Protection Act (KSchG). Following an action for protection against dismissal and an analysis of the incorrect social selection, we reached an agreement of €112,000 before the Cologne Labour Court. The lawsuit was worth it.
Court settlement
The most common way to a severance payment. You file an action for unfair dismissal and a settlement is agreed at the conciliation hearing. The Cologne Labour Court enforces a settlement in around 65% of all dismissal protection claims.
The advantage: the employer's position is weaker than it believes itself to be. Most dismissals contain formal or substantive errors that an experienced employment lawyer will recognise.
Application for cancellation according to §§ 9, 10 KSchG
In rare cases, the court itself can set a severance payment - namely if the employment relationship was terminated unlawfully but it is unreasonable to expect it to continue. The maximum limits:
| Age | Length of service | Maximum severance payment |
| Under 50 | Any | 12 monthly salaries |
| Over 50 | At least 15 years | 15 monthly salaries |
| Over 55 | At least 20 years | 18 monthly salaries |
For cancellation agreement
There is no legal entitlement to severance pay in the case of a cancellation agreement. The payment is voluntary and serves to persuade you to sign the agreement.
That sounds like a weak position for you - but it's not. Because if the employer offers a cancellation agreement, they have their reasons:
- He is unsure whether a cancellation would be effective
- He would like to avoid notice periods
- He shies away from the litigation risk
- He does not want Consult works council must
In my Cologne law firm, I always tell clients: If you are presented with a cancellation agreement, first ask yourself why. The answer will determine your negotiating position.
Understanding the psychology of the cancellation agreement
Employers do not offer termination agreements out of generosity. They do it because a termination would be riskier for them. This knowledge is your strongest negotiating card.
Typical situations in which employers rely on cancellation agreements:
- Change of leadership: The new boss wants „his own team“ - but there are no grounds for dismissal
- Personal conflicts: The chemistry is no longer right - but that doesn't justify cancellation
- Restructuring: The position is to be filled differently - but the social selection is complicated
- Performance problems: The employer is dissatisfied - but has never issued a warning
In all these cases, the employer knows that a dismissal would probably fail in court. That's why he prefers to pay.
Through a social plan or collective agreement
Here you actually have an enforceable claim. Social compensation plans are negotiated between the employer and the works council, typically in the case of:
- Plant closures
- Mass redundancies
- Restructuring
- Relocations
The amount of severance pay in redundancy schemes is often more generous than the rule of thumb. Factors of 1.0 to 1.5 per year of employment are common, and even more for older employees or severely disabled persons.
Practical tip: Even if a social plan exists, you can negotiate more individually. The social plan only defines the minimum.
Sector-specific features in Cologne
Severance pay practices vary considerably depending on the industry. In my practice in Cologne, I see the following trends:
Insurance companies and banks: Traditionally more generous with severance payments, factors of 1.0 to 1.5 are common. There are often social plans with additional hardship provisions.
Media and broadcasting (WDR, RTL): Strong protection against dismissal through collective agreements, often additional regulations for older employees. Factors of 1.0 are standard.
Automotive supplier: Currently many restructurings in the Cologne area. Social plans are the rule, but individual negotiations are still possible.
Chemicals and pharmaceuticals: Well-paid sectors with correspondingly high severance payments. The collective labour agreement for the chemical industry offers additional protection.
IT and start-ups: Very different. High severance payments are possible for financially healthy companies, but often the opposite for cash-strapped start-ups.
Retail and catering: Traditionally lower severance payments, many small companies with fewer than 10 employees (no protection against dismissal). Legal advice is particularly important here.
Calculating severance pay - the rule of thumb and what it really means
You probably already know the standard formula:
Severance payment = 0.5 × gross monthly salary × years of employment
An example: With a gross salary of €4,500 and 12 years of service, the standard severance payment is €27,000.
But this formula is only the starting point. In practice, the factors vary considerably.
0.5 gross monthly salary per year of employment
The factor of 0.5 originates from Section 1a KSchG and has become established as an orientation value. It is neither a legal obligation nor an upper limit.
What is included in the gross monthly salary?
- Basic salary
- Regular allowances (shift, hazards)
- Pro rata holiday and Christmas bonus
- Regular bonuses and commissions
- Company car cash value
The following applies to years of employment: 6 months or more are rounded up to the next full year.
Factors that influence the height
In my practice in Cologne, I have seen the factor fluctuate between 0.25 and 2.5. What makes the difference?
Factors that increase the severance payment:
Factor | Why? |
Incorrect cancellation | Employer has high litigation risk |
Lack of social selection | Cancellation often ineffective |
Works council not consulted | Formal defect |
Special protection against dismissal | Severely disabled persons, pregnant women, works councils |
Long period of employment | Employer otherwise continues to pay salary for years |
Older age | Difficult to place on the labour market |
Specialised knowledge | Employer loses expertise |
Financially strong employer | Can cope with higher severance pay |
Factors that reduce the severance payment:
Factor | Why? |
Own misbehaviour | Weak negotiating position |
Short period of employment | Less protection against dismissal |
Small business (less than 10 employees) | Dismissal Protection Act does not apply |
Insolvency of the employer | Mass is often not enough |
New job already in prospect | Less pressure to negotiate |
Interactive severance payment calculator
Quick calculation using the rule of thumb (factor 0.5):
Years of employment | At € 3,000 gross | At €5,000 gross | At €8,000 gross |
5 years | 7.500 € | 12.500 € | 20.000 € |
10 years | 15.000 € | 25.000 € | 40.000 € |
15 years | 22.500 € | 37.500 € | 60.000 € |
20 years | 30.000 € | 50.000 € | 80.000 € |
25 years | 37.500 € | 62.500 € | 100.000 € |
Calculated with a factor of 0.5 - often higher in practice.
Realistic bandwidths (with negotiation):
The table above only shows the starting point. In practice, my clients often achieve more:
Years of employment | Minimum (factor 0.25) | Standard (0.5) | Good (1.0) | Very good (1.5) |
5 years | 6.250 € | 12.500 € | 25.000 € | 37.500 € |
10 years | 12.500 € | 25.000 € | 50.000 € | 75.000 € |
15 years | 18.750 € | 37.500 € | 75.000 € | 112.500 € |
20 years | 25.000 € | 50.000 € | 100.000 € | 150.000 € |
Calculated on the basis of a gross monthly salary of € 5,000. The actual factor depends on your negotiating position.
When is a factor above 1.0 realistic?
- Serious formal errors in the cancellation
- Special protection against dismissal (severely disabled persons, pregnant women, works councils)
- Employees over 55 with a long period of employment
- Inadequate or missing social selection
- Works council not properly consulted
- Financially strong employer that shies away from litigation risk
Negotiating severance pay - tactics from a specialist lawyer
Negotiating a severance payment is not a game of chance. There are tried and tested strategies that I use in my daily work as an employment lawyer in Cologne. And there are psychological principles that many employees don't know - but employers do.
The most important principle: Whoever blinks first loses.
Many employees make the mistake of wanting to talk about money straight away. They are signalling: „I want to leave, just tell me what you are paying.“ That's the weakest position of all.
It is wiser not to talk about severance pay at all at first. Instead: File an action for unfair dismissal and show the employer that you are prepared to fight for your job. Only then - when the employer realises that they have a problem - do the actual negotiations begin.
Strengthen negotiating position
Filing an action for unfair dismissal
The most important means of exerting pressure. You must file a complaint with the Cologne Labour Court within three weeks of receiving your dismissal notice. If you miss this deadline, you will lose all your protection against dismissal.
The three-week period is not a recommendation - it is a must.
If you are reading this article while the notice of termination is already on your desk: Act now. The deadline has passed, even if you're still thinking about it.
Identify weak points of the cancellation
Most notices of termination are contestable. Frequent mistakes that I use in court:
- Works council not properly consulted
- Social selection incorrect or not documented
- Reason for cancellation formulated too vaguely
- Signature by non-authorised person
- Notice period calculated incorrectly
- In the event of a warning: no prior warning
Identify alternative jobs
Before any dismissal for operational reasons, the employer must check whether you can continue to be employed in another vacant position. This check is often superficial - a gateway for your negotiations.
Utilise the time factor
Dismissal protection proceedings take months. During this time, the employer must either continue to employ you or release you from work - and in both cases will pay your salary. The longer the process takes, the more expensive it will be for the employer.
The employer offsets these costs against the severance payment. One year of litigation with a gross salary of €5,000 costs him at least €60,000 - in addition to the severance payment. That makes him willing to compromise.
Asserting special protection against dismissal
Certain groups of employees enjoy special protection against dismissal. If you are one of them, your negotiating position is considerably stronger:
Severely disabled persons and persons with equivalent status: Termination only possible with the consent of the Integration Office. Without this approval, the dismissal is invalid. Employers know this - and prefer to pay.
Pregnant women and mothers on maternity leave: Practically non-terminable. Protection against dismissal begins with the pregnancy, even if this only becomes known later.
Parental leave: During parental leave and up to 8 weeks before it begins, there is special protection against dismissal.
Works Council members: Ordinary dismissal practically impossible. Only possible in the event of plant closure or with the consent of the works council.
Data protection officers, election committees, trainees: Also special protection that influences the settlement negotiations.
Avoid typical mistakes
In my years as a labour lawyer, I have seen the same mistakes time and time again:
Mistake 1: Agreeing too quickly
Many employees sign the first cancellation agreement presented by their employer. Often out of shock, sometimes out of convenience. The first offer is almost never the best.
Mistake 2: Emotional negotiation
After a dismissal, you feel hurt, angry or insecure. These feelings are understandable - but they are bad counsellors in negotiations. Stay objective or let a lawyer negotiate for you.
Mistake 3: Missing the deadline
The three-week deadline for filing an action for unfair dismissal is absolute. No exceptions, no extensions, no mercy. If you miss it, you have practically no leverage left.
Mistake 4: Not securing evidence
Back up all relevant documents: emails, references, performance appraisals, warnings, internal communication. You often lose access to company systems after termination.
Mistake 5: Talking to colleagues
Confidential negotiations remain confidential. If the employer learns that you have discussed your severance pay with colleagues, this will damage your position.
When you should not negotiate
There are situations in which you should accept quickly:
- The employer is insolvent or about to become so
- You already have a better job lined up
- The offer is well above the rule of thumb
- Your own misconduct is serious and provable
- You no longer want to endure the situation psychologically
Sometimes a quick cut is the best solution. An experienced labour lawyer will help you make the right decision.
Case studies from my practice in Cologne
Anonymised cases that show how differently severance negotiations can proceed:
Case 1: The underestimated clerk
Initial situation: Mrs M., 47 years old, 23 years with the company, accounting clerk. Dismissal for operational reasons due to „restructuring“. First offer: € 28,750 (factor 0.5).
Our analysis: The social selection was incorrect. Two younger colleagues who had been with the company for a shorter period of time remained, even though they performed comparable tasks. In addition, the employer had not fully informed the works council.
Result: After legal action against dismissal and conciliation hearing: € 86,250 (factor 1.5). In addition: qualified reference with a grade of „very good“ and paid leave of absence for the remainder of the notice period.
Case 2: The manager in a hurry
Initial situation: Mr K., 39 years old, 6 years with the company, division manager. The new CEO wanted „his own team“. Cancellation agreement with 3 months„ salary offered - signature required “by tomorrow".
Our strategy: We gained time. The employer had no reason for the dismissal, knew this and was under pressure. After three rounds of negotiations and the announcement that we would insist on continued employment if necessary...
Result: 12 months' salary, continued payment of the company pension scheme for a further 2 years, executive outplacement counselling at the employer's expense.
Case 3: The difficult illness
Initial situation: Mr B., 54 years old, 19 years with the company, frequent sickness-related absences due to back problems. The employer threatened to Termination due to illness.
The challenge: In the case of dismissal due to illness, the prognosis is decisive. The employer had carried out a company integration management programme (BEM), but had not examined all alternatives.
Result: Termination agreement with € 85,500 (factor 0.9) plus turbo clause: If Mr B finds a new job within 3 months, he will receive the salary continuation saved as a bonus. No blocking period, as we carefully chose the wording in the cancellation agreement.
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Cancellation agreement - opportunity or trap?
The termination agreement is the double-edged sword of labour law. It can secure you a generous severance payment - or get you into considerable financial difficulties.
Advantages and risks
Possible advantages for you:
- Higher severance payment than after termination
- Agreement on a good reference
- Leave of absence with full pay
- Self-determined retirement
- Avoidance of a cancellation in the CV
Significant risks:
- Blocking period for unemployment benefit (up to 12 weeks)
- Suspension of unemployment benefit in the event of a shortened notice period
- No cancellation possible (unlike cancellation)
- Loss of protection against dismissal
- No entitlement to reinstatement
Blocking period for unemployment benefit
If you sign a cancellation agreement, the employment agency will generally impose a Locking period of 12 weeks. You will not receive any unemployment benefit during this period. In addition, your total entitlement will be reduced by a quarter.
Calculation example:
Without blocking period: 12 months of unemployment benefit With blocking period: 9 months of unemployment benefit, including 12 weeks without payment
With ALG I of € 1,800 per month, you will lose around € 5,400 due to the blocking period - plus a further € 5,400 due to the reduction in entitlement. This means a total of around €10,800.
When is no blocking period imposed?
According to the current instructions of the Federal Employment Agency, the blocking period does not apply if:
- The employer has threatened dismissal for operational or personal reasons
- The threatened termination would be lawful
- The notice period in the cancellation agreement is observed
- The severance payment amounts to a maximum of 0.5 months' salary per year of employment
Important: For severance payments of more than 0.5 months' salary per year, the employment agency will check more closely. This does not automatically mean a blocking period, but you must prove that you have avoided objective disadvantages from the dismissal.
Examination by the lawyer
Before you sign a cancellation agreement, a specialist lawyer for employment law should check the following points:
Cancellation agreement checklist:
☐ Is the severance payment appropriate?
☐ Is the notice period observed?
☐ Is a blocking period to be expected?
☐ What happens to holidays, Overtime, bonuses?
☐ Is there an exemption?
☐ Is the reference regulated?
☐ Are there non-competition clauses?
Are all claims fully recognised?
☐ Are there any exclusion clauses that penalise you?
At my law firm in Cologne, I often review cancellation agreements within 24 hours - because employers often set tight deadlines. Don't let this put you under pressure. Reputable employers will give you time to think things over.
Tax treatment of the severance payment
A severance payment must be taxed - but special rules apply that can save you considerable tax. What many people don't realise: The differences can quickly amount to €5,000 to €10,000 for a severance payment of €50,000.
Firstly, the good news: no social security contributions are payable on severance payments. Neither pension, health, nursing care nor unemployment insurance. This distinguishes severance pay from a normal salary.
The less good news is that income tax will hit you hard. Without optimisation, the tax rate for high severance payments can quickly reach 40% or more.
The one-fifth rule - what has changed in 2025
The one-fifth rule in accordance with Section 34 EStG reduces tax progression for one-off high payments. The principle: the severance payment is spread over five years.
Important change from 2025:
The Growth Opportunities Act has fundamentally changed the way this is handled:
Until 2024 | From 2025 |
Employer applies one-fifth rule for payment | Employer withholds regular wage tax |
Immediate tax advantage | Tax advantage only after tax return |
Automatic application | Active application required in tax return |
This means for you: If you receive a severance payment in 2025 or later, the full wage tax will initially be withheld. You will only receive the tax benefit of the one-fifth rule after submitting your tax return - often more than a year later.
Sample calculation:
Situation: 45,000 € annual salary, 30,000 € severance pay, single
Without fifths regulation | With fifths regulation |
Taxable income: € 75,000 | Calculation: Annual salary + 1/5 severance payment |
Income tax: approx. € 17,000 | Additional tax on 1/5: approx. € 1,400 |
- | Times 5 = € 7,000 on severance pay |
- | Savings: approx. € 3,000 |
Simplified illustration. Actual tax savings depend on the individual case.
Optimise payout time
The timing of the severance payment can have significant tax implications.
Strategy 1: Postpone payment to the following year
If your employment ends on 31 December and you are likely to be unemployed in the following year, a payment in January may be more favourable. Your taxable income will then be lower.
Strategy 2: Bring forward payout
Conversely, it may make sense to receive the severance payment in the current year if you will have a better-paid job in the following year.
Strategy 3: Avoid instalments
The one-fifth rule only applies if there is a „concentration of income“ in one calendar year. If the severance payment is spread over two years, the tax relief may not apply.
Exception: Up to 10% of the total amount can fall into another year without jeopardising the one-fifth rule.
Further tax optimisation:
- Church tax: Upon application, up to 50% of the church tax on the settlement can be waived
- Company pension scheme: Parts of the severance payment can be paid tax-free into a direct insurance policy (2025: max. € 38,640)
- Advertising expenses: Costs for a lawyer, job applications or relocation can be deducted
My advice: For severance payments over €30,000, it is worth consulting a tax advisor. The tax savings often exceed the consultation costs many times over.
Your path to the optimum severance payment - the 5-step plan
If you have received a cancellation notice, I recommend the following procedure to my clients:
Step 1: Keep calm (day 1)
Do not sign anything. No acknowledgement of receipt, no cancellation agreement, no settlement agreement. Anything you sign in the first 24 hours will be regretted later.
Step 2: Note deadlines (Day 1)
Mark the date three weeks after you receive your dismissal notice. This is your absolute deadline for filing an action for unfair dismissal. You can find out more about the deadlines and first steps in our Cancellation emergency plan.
Step 3: Save documents (day 1-3)
Collect:
- Employment contract and amendments
- Salary slips for the last 12 months
- All warnings
- The letter of cancellation
- Relevant emails and documents
- Testimonials
Step 4: Legal advice (day 1-7)
Consult a specialist lawyer for labour law. At my law firm in Cologne, we offer a free initial assessment. You will know what your chances are within 24 hours.
Step 5: Implement strategy (day 7-21)
Depending on the situation either:
- file and negotiate an action for unfair dismissal, or
- Direct negotiation with the employer, or
- Accept cancellation agreement with amendments
Frequently asked questions about severance pay
Am I automatically entitled to a severance payment?
No. There is no general statutory entitlement to severance pay under German labour law. There are exceptions in the case of social plans, collective agreements or if the employer makes an offer in accordance with Section 1a KSchG in the event of dismissal for operational reasons. In practice, severance pay is usually negotiated - particularly successfully if you file an action for protection against dismissal.
How much is an appropriate severance payment?
The rule of thumb is: 0.5 gross monthly salaries per year of employment. For 10 years and a gross salary of €4,000, this would be €20,000. In practice, the factor varies between 0.25 and 2.5 - depending on the reason for termination, the litigation risk for the employer and your age. In the case of serious errors in the dismissal or special circumstances (special protection against dismissal, long period of employment), the amounts can be significantly higher.
Do I have to pay tax on the severance payment?
Yes, severance payments are subject to income tax. However, you can reduce the tax burden by applying the one-fifth rule. Since 2025, you must actively apply for the one-fifth rule in your tax return - it is no longer automatically applied by the employer. Social security contributions are not payable on severance payments, which distinguishes them from normal salaries.
Is the severance payment offset against unemployment benefit?
Basically no. A severance payment does not lead to a reduction in unemployment benefit. However, a blocking period of up to 12 weeks can be imposed if you have caused your unemployment yourself through a cancellation agreement or your own termination. In addition, the entitlement is suspended if the employment relationship ends before the end of the ordinary notice period.
Can I negotiate the severance payment if I resign myself?
Only in exceptional cases. If you resign yourself, the employer generally has no reason to pay you anything. Negotiations are possible if the employer wants to prevent you from leaving (key position, expertise) or if they have forced you to resign through their behaviour (constructive dismissal).
How long do I have to negotiate a severance payment?
After receiving notice of dismissal, you only have three weeks to file an action for unfair dismissal. This period is absolute and begins on receipt of the notice of termination. If it expires, you legally accept the dismissal - and lose your most important negotiating lever. There is no statutory deadline for cancellation agreements, but employers often set tight deadlines. Don't let this put you under pressure.
Do I need a lawyer for the severance payment negotiations?
A lawyer is not absolutely necessary, but strongly recommended. In the first instance before the labour court, a lawyer is not compulsory. However, my experience shows that employees with legal representation achieve significantly higher severance payments on average. The lawyer knows the weak points of the dismissal, the local court practice at Cologne Labour Court and can maintain emotional distance.
What happens to my remaining leave in the event of severance pay?
Remaining leave is independent of severance pay. Leave not taken must either be granted or compensated financially - in addition to the severance payment. Make sure that both points are regulated separately in the cancellation agreement. The same applies to overtime, pro rata Christmas and holiday pay and outstanding bonus entitlements.
Can the employer reclaim the severance payment?
As a rule, no. Once a severance payment has been made, it can only be reclaimed in extremely exceptional cases - for example in the event of fraudulent misrepresentation or if you return to the same employer shortly after receiving it. However, normal termination agreements do not contain any clawback clauses.
How does the severance payment affect my pension entitlement?
Severance payments are non-contributory to pension insurance. This means that you do not acquire any additional pension entitlements as a result of the severance payment. However, the period of unemployment following the dismissal is taken into account for pension purposes via the contributions of the employment agency - albeit at a lower level than during employment.
Do I get a severance payment even if I am dismissed without notice?
Even with a extraordinary termination without notice you can receive a severance payment - if the dismissal is contestable. Dismissals without notice have high legal hurdles. The employer must provide evidence of good cause and comply with the two-week notice period. If one of these elements is missing, the dismissal is invalid. In practice, settlements with severance pay are often reached even in the case of terminations without notice.
What is a turbo clause?
A turbo clause is an agreement in the termination agreement that pays you an additional bonus if you find a new job before the agreed departure date. The idea is that the employer saves on continued salary payments and you receive part of these savings. Turbo clauses are particularly interesting for longer notice periods.
Does protection against dismissal also apply in small companies?
The Dismissal Protection Act (KSchG) only applies to companies with more than 10 employees. There is no general protection against dismissal in small companies. However, this does not mean that you have no rights: Notice periods, the ban on discrimination and protection against immoral dismissals also apply in small businesses. Severance pay is also possible here - but the negotiating position is weaker.
Why MTH Partner for your severance payment in Cologne?
As a specialist lawyer for labour law, I have been representing employees in dismissal disputes for many years - before the Cologne Labour Court, the Cologne Regional Labour Court and in out-of-court negotiations.
What I can do for you:
- Free initial assessment of your situation
- Examination of the effectiveness of the cancellation
- Calculation of your realistic chances of a severance payment
- Negotiation with the employer
- Representation before the labour court in Cologne
- Examination of cancellation agreements
My strengths:
- Specialisation in labour law
- Local expertise at Cologne Labour Court
- Fast response times (important for the 3-week deadline)
- Transparent communication about costs and prospects of success
Costs covered by legal expenses insurance
If you have legal expenses insurance with labour law cover, this will usually cover your legal fees. I will be happy to clarify the cover for you.
How to reach us
Law firm at Sachsenring Cologne
Lawyer Helmer Tieben Specialist lawyer for labour law
📞 Telephone: 0221-80187670 📧 E-Mail: info@mth-partner.de 🌐 Web: www.mth-partner.de
Opening hours: Mon-Fri: 09:00-18:00 Appointments by arrangement, also outside these times
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