English · Deutsch – Arbeitsrecht in der Insolvenz
Insolvency changes the context of an employment relationship but does not automatically end it. Distinguish the stages of proceedings, who has authority and the legal basis of each proposed measure.
What needs checking
Insolvency-specific notice rules may apply, while dismissal protection and representative participation still require analysis. Claims can fall into different categories depending on when they arose and the stage of proceedings.
Practical next steps
Identify wages, pension issues, transfer proposals and any insolvency-pay application promptly. Coordinate employment advice with the insolvency process rather than assuming that normal contractual dates alone determine the outcome.
Prepare for the review
Send the relevant contract or policy, a short chronology, the correspondence and any document showing a deadline. Explain the outcome you need and any steps already taken.
Read the full topic guide and legal sources · All services
Updated: 8 November 2026.
Further practical examples
Illustrative scenarios; these are not reports of client matters or promised outcomes.
Scenario 1
Wages remain unpaid before insolvency opens. Claims are allocated by date and possible protection routes assessed.
Scenario 2
An investor acquires an insolvent operation. Workforce measures and transfer consequences are coordinated with the transaction.
Scenario 3
A dismissal arrives during insolvency. Authority, notice and any challenge are assessed separately from insolvency benefits.