Legal Advice for Employees Affected by the Concentrix Berlin ClosureConcentrix Berlin Closure: Comprehensive Legal Support for International Employees in Germany

If you work at the Concentrix Berlin office, the announcement that the establishment is expected to close by the end of 2026 is likely to raise many questions. For some employees, the primary concern is whether they will lose their job. For many international employees, however, the situation is considerably more complex.

A dismissal may affect not only your employment, but also your residence status in Germany, your entitlement to unemployment benefits, your financial security and your future career. These issues are closely connected and should be considered as part of one legal strategy rather than in isolation.

At Bechert Rechtsanwälte, we focus exclusively on German employment law. We regularly advise and represent English-speaking employees, expatriates and international professionals working in Germany. Our role is not simply to assess whether a dismissal is lawful. We develop legal strategies that take your individual circumstances into account and aim to achieve the best possible outcome for your personal and professional future.

An Announced Establishment Closure Does Not Automatically Make a Dismissal Lawful

Many employees assume that once an employer announces the closure of an establishment, there is little that can be done.

That is not the case.

Under German employment law, every dismissal must satisfy the statutory requirements applicable to the individual employee. Even where an establishment is genuinely being closed, each dismissal remains subject to review by the Labour Courts.

Whether a dismissal is legally valid depends on the individual circumstances of the case and cannot be determined solely by the employer’s announcement.

Every Employee’s Situation Should Be Assessed Individually

No two employment relationships are identical.

A settlement agreement, severance package or negotiated termination may also affect:

• visas, residence permits and work authorisation;
• pending naturalisation applications;
• eligibility for unemployment benefits;
• the risk of a Sperrzeit (temporary disqualification from unemployment benefits);
• future employment opportunities in Germany; and
• the timing of a transition to a new employer.

These issues should not be considered separately. A well-planned legal strategy takes all of them into account before any agreement is signed.

This is precisely how Bechert Rechtsanwälte approaches cases involving international employees.

Immigration Status, Work Authorisation and Naturalisation Applications

For many international employees, losing a job in Germany may raise immigration-related questions.

A dismissal or termination agreement may affect:

• residence permits linked to employment;
• visas and work authorisation;
• applications to extend or renew a residence permit;
• pending naturalisation applications;
• the legal requirement of securing your livelihood; and
• your future right to live and work in Germany.

These issues should be considered carefully before signing any agreement with your employer.

At Bechert Rechtsanwälte, we regularly advise English-speaking employees whose employment law matters also have implications for their immigration status. When negotiating with employers, we take these wider consequences into account and seek solutions that protect not only your employment rights, but also your long-term future in Germany.

Where appropriate, we also work together with experienced immigration lawyers to ensure that employment law and immigration law are considered as part of one overall legal strategy.

Employment References Are Particularly Important in Germany

International employees are often surprised by the importance of employment references (Arbeitszeugnisse) in Germany.

Unlike in many other countries, a qualified German employment reference can play an important role in future recruitment processes. Future employers in Germany often expect applicants to provide written references from previous employers, and the wording of a German employment reference can significantly influence future career opportunities.

For that reason, negotiations following a dismissal should not focus solely on severance payments. The wording of the employment reference, the agreed termination date, garden leave arrangements and other contractual provisions may be equally important.

At Bechert Rechtsanwälte, we regularly negotiate comprehensive settlement agreements that take all of these issues into account. Where appropriate, we also negotiate the wording of the employment reference to ensure that it accurately reflects our client’s professional performance and supports future career opportunities.

Martin Bechert, founder of Bechert Rechtsanwälte, has been recognised in the Tagesspiegel ranking „Berlin’s Best Lawyers„ and has been recommended by FOCUS as a Top Employment Lawyer in Berlin. He regularly advises employees, executives, expatriates and works councils on complex employment law matters and is particularly experienced in representing English-speaking professionals working in Germany.

A Well-Prepared Negotiation Can Make a Significant Difference

Many employment disputes are resolved through negotiated settlements rather than court judgments.

While no responsible lawyer can promise a particular outcome, careful preparation and a clear understanding of the legal strengths and risks of a case frequently improve an employee’s negotiating position.

In appropriate cases, this may lead to more favourable terms than those initially proposed by the employer. The appropriate strategy, however, always depends on the individual circumstances of the employee.

Do Not Sign Documents Without Legal Advice

Employees are often asked to sign settlement agreements, termination agreements or other documents during a restructuring process.

These documents may have significant legal consequences. They may affect severance negotiations, unemployment benefits, immigration matters, employment references and other important rights.

Before signing any document, you should ensure that you fully understand its legal and practical consequences.

Do Not Miss the Three-Week Deadline

If you receive a written notice of termination, time is critical.

Under German employment law, an unfair dismissal claim generally must be filed with the Labour Court within three weeks after receipt of the written notice of termination.

Missing this statutory deadline may result in the dismissal becoming legally effective, even where there would otherwise have been grounds to challenge it.

Why International Employees Choose Bechert Rechtsanwälte

International employees often require advice that extends beyond employment law alone.

At Bechert Rechtsanwälte, we regularly advise English-speaking professionals throughout Germany. We understand that employment disputes frequently involve immigration-related questions, unemployment benefit issues, employment references and complex settlement negotiations.

Our objective is to provide clear, practical and strategically sound legal advice that addresses every aspect of your situation—not only the dismissal itself, but also its wider consequences.

We want our clients to make informed decisions with confidence, knowing that every important legal issue has been carefully considered before they decide how to proceed.

Looking for an English-Speaking Employment Lawyer in Berlin?

If you have been affected by the announced Concentrix Berlin closure, early legal advice can make a significant difference.

Whether you are considering bringing an unfair dismissal claim, negotiating a severance package, assessing the impact on your visa, residence permit or pending naturalisation application, seeking to avoid a Sperrzeit, or negotiating a strong German employment reference, your case should be reviewed individually.

Bechert Rechtsanwälte advises English-speaking employees throughout Germany on dismissals, establishment closures, severance negotiations, proceedings before the German Labour Courts, employment-related immigration issues, unemployment benefit implications and employment references.

Our goal is straightforward: to protect your legal position, negotiate the best achievable outcome and provide clear, practical advice so that you can move forward with confidence.

This article provides general information on German employment law and does not constitute legal advice for any individual case.