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Public-sector employment requires attention to collective terms, public-law constraints and the distinction between employees and civil servants.
What we help you decide
Public-sector employment and staff representation. We assess the relevant documents, explain the available routes and agree the scope of advice before taking further steps.
Identify the status and employer
A public employer may engage employees under employment contracts and appoint civil servants under a different legal regime. Court jurisdiction, remedies and substantive protections depend on status. Do not treat every public-service dispute as an ordinary labour court claim.
Collective terms and personnel decisions
Classification, remuneration, working time and contractual changes often depend on the applicable TVöD, TV-L or other collective rules. Recruitment and promotion may also raise public-law requirements. Assess the actual role and duties before relying on a job title or budget label.
Staff representation
Staff councils operate under the relevant federal or state legislation. Their rights and procedures are not interchangeable with the private-sector Works Constitution Act. Identify the correct representative body and applicable law early.
Practical example
A public institution changes duties while maintaining the employee’s existing pay classification. The review considers the actual tasks, collective classification rules, contractual powers and staff-council participation together.
Documents for an initial review
- Contract or appointment documents
- Applicable collective rules
- Job description and actual duties
- Selection, classification or staff-council records
Related advice
Collective bargaining and industrial action · Labour court proceedings and urgent relief · 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.