Employment & Social Security

The stated reason, notification date and characteristics of the employment relationship affect the assessment of possible claims. Keeping the notice and evidence of receipt supports the initial review.

Contracts and work records are common starting points. Additional documents depend on the claims, duties, pay arrangements and method of termination. Each party’s legal position is considered separately.

Employment contract and payslips; Termination notice and correspondence; Employment and social security records. Organise these alongside a chronology. Agree how to share sensitive documents before the meeting.

The employment period and termination notice are reviewed. The type of claim determines which procedures, deadlines and mediation requirements need to be assessed.

Keep medical records, scene photographs, witness details, shift and assignment records, and employer and SGK notifications. Accident reporting, social-security benefits and possible compensation claims have different functions, so document the event without delay.

Collect bank records, messages, payslips, shift records and witness details showing the work period and actual pay. An SGK application, service-determination action and employment claims are distinct; deadlines and the competent route require separate review.

In addition to the contract and payslips, bank records, time sheets, entry-exit data, rosters, task messages and workplace correspondence may matter. The contents of signed payslips and any reservation entered on them should also be reviewed.

A dated record of repeated conduct, the people involved and its consequences is more useful than an isolated disagreement. Preserve correspondence, duty changes, performance documents, witnesses and medical records lawfully; occupational safety and termination consequences should be assessed together.