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Partial retirement is intended to enable a smooth transition for older employees from working life to retirement. Employers also like to use partial retirement models in order to achieve a socially acceptable adjustment of the workforce. Originally conceived by the legislator as a continuous reduction in working hours, the so-called block model has now become established in practice: The employee who previously worked full-time is still employed full-time during the so-called "work phase" and is then completely released from his or her obligation to perform work during the so-called "release phase" in the legally continuing employment relationship, with continued payment of the average remuneration.

If an employee is re-employed by the same employer 22 years after the termination of their employment relationship, the prohibition of fixed-term employment without objective grounds after previous employment as stipulated in Section 14 (2) sentence 2 TzBfG does not generally apply in a constitutional interpretation of the provision (BAG, judgment of 21.08.2019 - 7 AZR 452/07, currently only available as press release no. 29/19).

With the amendment to the state building regulations for Baden-Württemberg passed by the state parliament, various changes came into force on August 1, 2019, which must be taken into account for construction projects. These changes include the approval procedure, the introduction of a digital building application and simplifications for the installation of charging stations for electric vehicles.

The term "open innovation" or "open innovation" refers to the idea that it is better for the innovation process, i.e. the development of expertise, ideas, etc., to exchange ideas with other companies openly and without restrictions. This is in contrast to "closed innovation", which essentially consists of purely in-house research and development. Open innovation is often equated with a waiver of non-disclosure agreements ("NDA") and cooperation agreements. However, there are also nuances to open innovation, which are examined in more detail below.

The facts in brief: The Catholic plaintiff worked as a chief physician in a Catholic hospital. After divorcing his first wife, to whom the plaintiff was married both in church and in a civil ceremony, the plaintiff married his second wife in a civil ceremony. When the defendant became aware of the remarriage, it terminated the employment relationship with the plaintiff. In the opinion of the defendant, the plaintiff had seriously breached the loyalty obligations arising from his employment contract by entering into a marriage that was invalid under church law. In a landmark ruling, the Federal Labor Court in Erfurt has significantly limited the influence of churches on labor law. The judges ruled on Wednesday, 20.02.2019 that a Catholic hospital may not dismiss a head physician simply because he had remarried after a divorce.

The ECJ recently caused a stir with two decisions on vacation law. This is because they turn German vacation law on its head and necessitate a change in the BAG's case law.

The involvement of the representative body for severely disabled employees is based on the principles of Section 102 BetrVG. The representative body for severely disabled employees therefore does not necessarily have to be consulted prior to the procedure at the Integration Office regarding the dismissal of a severely disabled employee.

The so-called bridging part-time has cleared the final legislative hurdle. Following the Bundestag, the Bundesrat has also passed the bill to amend the Part-Time and Fixed-Term Employment Act (TzBfG). The law is therefore expected to come into force on January 1, 2019.

The employer must tolerate a strike call on his company parking lot if there is no other possibility for the union to address the employees called to strike immediately before entering the company.

On November 9, 2018, the Bundestag voted on the Nursing Staff Strengthening Act (PpSG). The law, which essentially aims to improve the situation for nursing staff in the care of the elderly and sick, also contains some interesting new regulations for home nursing care, some of which were only included in the law shortly before the end of the legislative process through amendments (Bundestag printed paper 19/5593).

The Catholic plaintiff worked as a chief physician in a Catholic hospital. After divorcing his first wife, to whom the plaintiff was married both in church and in a civil ceremony, the plaintiff married his second wife in a civil ceremony. When the defendant became aware of the remarriage, it terminated the employment relationship with the plaintiff. In the opinion of the defendant, the plaintiff had seriously breached the loyalty obligations arising from his employment contract by entering into a marriage that was invalid under church law.