The Nachweisgesetz (Verification of Employment Conditions Act) requires employers to record the essential working conditions and give them to the employee. Since 1 January 2025 this can also be done electronically in text form (Textform), for example by email or PDF, as long as the document is accessible, storable, and printable and the employer asks for confirmation of receipt. For certain cases, such as a fixed term (Befristung), strict written form remains. Breaches can be fined.
At a glance
- Duty to record the essential working conditions and hand them over; the core details are due on the first working day
- Since 1 January 2025 also electronically in text form, provided the document is accessible, storable, and printable and the employer asks for confirmation of receipt
- Exception: a fixed term (Befristung) still needs written form with a handwritten signature
- A breach is a regulatory offence (Ordnungswidrigkeit) and can be fined
FAQ
Is the employment contract enough as the record?
Yes, if it contains all the required details; then no separate document is needed. If details are missing, they must be recorded separately.
Which details are included?
Among others: the parties, start date, place of work, role, pay and its components, working hours, holiday, notice periods, and a reference to applicable collective agreements (Tarifverträge).
By when must the record be provided?
The most important details on the first working day, further ones within staggered deadlines of up to one month.
Last updated: August 2026
This article provides general information and is not a substitute for legal advice in individual cases.
