The Employment Letter of Intent to Hire is commonly used in German business practice as a preliminary step in the formal hiring process, particularly for professional and management positions. It serves to document the employer's commitment to hire while allowing for necessary pre-employment procedures and negotiations. This document typically follows successful job interviews and salary negotiations but precedes the formal employment contract. It must comply with German labor law requirements, including the Civil Code (BGB), General Equal Treatment Act (AGG), and documentation requirements under the Nachweisgesetz. While not as detailed as a full employment contract, it should contain sufficient specificity about key terms to demonstrate serious intent while maintaining flexibility for final contract negotiations.
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1. Company Details: Full legal name and address of the employing company
2. Candidate Details: Full name and address of the prospective employee
3. Position Information: Intended job title, department, and reporting relationship
4. Key Employment Terms: Basic terms including proposed start date, work location, and whether the position is permanent or fixed-term
5. Compensation Overview: Proposed base salary and any guaranteed bonuses or benefits
6. Validity Period: Duration for which the offer remains valid and expected timeline for response
7. Contingencies: Standard conditions that must be met (e.g., reference checks, work permits if applicable)
8. Next Steps: Process outline for proceeding to formal employment contract
9. Confidentiality Statement: Statement regarding the confidential nature of the letter and its terms
10. Signature Block: Space for company representative's signature and date
1. Relocation Assistance: Include when position requires relocation, outlining preliminary relocation support terms
2. Equity Compensation: For senior positions or startups offering equity participation, basic terms of proposed equity grants
3. Pre-Employment Requirements: Any specific qualifications, certificates, or security clearances that must be obtained
4. Working Hours Framework: Include for positions with non-standard working hours or shift work
5. Probationary Period: Include when planning to implement a probationary period, stating intended duration
6. Non-Competition Overview: For senior positions or roles with access to sensitive information, basic terms of proposed non-compete requirements
1. Basic Benefits Summary: High-level overview of standard company benefits package
2. Job Description: Preliminary outline of key responsibilities and expectations
3. Required Documentation List: List of documents needed for formal employment contract and onboarding
Relevant legal definitions
Clauses
Relevant Industries
Technology
Manufacturing
Financial Services
Healthcare
Professional Services
Retail
Education
Construction
Automotive
Energy
Telecommunications
Logistics
Consulting
Pharmaceuticals
Media and Entertainment
Relevant Teams
Human Resources
Legal
Finance
Operations
Sales
Marketing
Research and Development
Information Technology
Product Development
Customer Service
Business Development
Engineering
Quality Assurance
Corporate Communications
Administration
Relevant Roles
Chief Executive Officer
Managing Director
Department Head
Senior Software Engineer
Financial Controller
HR Manager
Operations Director
Project Manager
Sales Director
Research Scientist
Legal Counsel
Marketing Manager
Technical Lead
Business Development Manager
Product Manager
Senior Consultant
Regional Manager
Account Executive
Engineering Manager
Finance Director
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