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Coordinate German employment requirements with overseas contracts, assignments and remote-working arrangements.
What we help you decide
Employ across borders. We assess the relevant documents, explain the available routes and agree the scope of advice before taking further steps.
Applicable law and jurisdiction
A foreign-law clause does not necessarily remove mandatory protections associated with the employee’s habitual workplace. Applicable law, court jurisdiction, tax, immigration and social security are separate questions. Start with the actual working pattern rather than the payroll address alone.
Assignments and postings
Agree duration, duties, allowances, travel, return arrangements and early termination. Review host-country employment requirements, notification obligations, social-security documentation and the distinction between posting and labour supply. Immigration permission and professional qualifications may need their own specialist review.
Remote work from another country
An employee’s request to work abroad can create obligations beyond the employment contract. Define permitted locations, duration, expenses, equipment, data security and recall arrangements. Obtain the relevant tax and social-security assessment before treating a remote-work approval as routine.
Practical example
A German employee wants to work from Spain for several months while serving German customers. We organise the employment-law questions and coordinate the country-specific issues so that the decision is based on an agreed pattern of work and an achievable compliance plan.
Documents for an initial review
- Countries, dates and actual working pattern
- Contracts and assignment letters
- Employing entities and customer arrangements
- Existing immigration and social-security documentation
Related advice
European employment law and cross-border remedies · Working time, overtime and remote work · Assignments abroad and international working arrangements · All employment law services · Discuss your matter
Legal sources
Reviewed: 8 November 2026. The application of these rules depends on the facts, the relevant documents and any applicable collective arrangements.