Who We Work For
Our content is aimed at founders, SMEs, legal departments, and anyone who wants to understand and implement legal processes without constant legal fees.
Target audience: legally interested laypersons to specialistsOur Identity
Our content is aimed at founders, SMEs, legal departments, and anyone who wants to understand and implement legal processes without constant legal fees.
Target audience: legally interested laypersons to specialistsEach article undergoes a multi-stage review: research in current case law, editorial processing, and final review by a specialist lawyer. This guarantees factual accuracy while maintaining comprehensibility.
Review process: Research → Editorial → Specialist LawyerWe write factually, precisely, and without exaggeration. No promises of litigation success, no opaque offers – only fact-based information to help you make your own decisions.
Communication style: clear, binding, transparentTo avoid misunderstandings, we explain here the basic terms and limitations of our legal information platform.
All texts, analyses, and overviews provided on legalself.com serve exclusively for general information and orientation in the legal jungle. They do not replace individual legal advice from a licensed attorney or a specific review of your individual case. The content is created with the greatest possible care, but does not claim to be complete or currently valid in every individual case.
Our provided document templates and sample contracts are designed as working aids. They must always be adapted to the specific legal and factual circumstances before use. We assume no liability for the legal validity or the economic consequences arising from the use of these templates. A final review by a specialist lawyer is strongly recommended.
The legal strategies, judgment analyses, or recommended actions described on this platform do not constitute a guarantee of success. The outcome of a legal dispute depends on many factors that we cannot influence. We expressly point out that we do not provide any assurance regarding the outcome of a specific proceeding.
All content – including texts, graphics, and layout – is protected by copyright. Reproduction, distribution, or public accessibility requires prior written consent from the operator. The use of the platform is governed exclusively by the terms of use valid at the time of access, which you can view at any time on the "terms.html" page.
Short, understandable answers to the most important topics regarding contracts, data protection, and labor law.
No, an employment contract can also be concluded orally. However, the written form is recommended to avoid later disagreements about tasks, salary, or notice periods. Since 2020, the German Act on the Evidence of Employment Conditions (Nachweisgesetz) also applies, which obliges employers to record the essential contract terms in writing.
Storing business emails is generally permissible as long as it serves operational purposes. Private emails are subject to telecommunications secrecy and may only be stored with your consent. A general deletion period of three years serves as a guideline, provided no statutory retention obligations exist.
Yes, for contracts concluded away from business premises, consumers have a 14-day right of withdrawal. Exceptions apply to contracts where the service has already been fully provided or which expressly began at your request. Check the withdrawal policy in the contract beforehand.
A warning letter is a formal reprimand for misconduct. You should review the allegations and respond in writing. For unjustified warnings, you can demand a counter-statement. Repeated warnings can lead to a conduct-related dismissal in labor law.
No, a severance payment is only mandatory if it has been agreed upon in a termination agreement or a social plan. In the case of an operational dismissal, you may be entitled to severance pay under certain conditions if you file a protection against dismissal claim within three weeks.