Open-Ended Employment Contract with NachwG Particulars (Arbeitsvertrag unbefristet mit Nachweis-Angaben)

OPEN-ENDED EMPLOYMENT CONTRACT (ARBEITSVERTRAG, UNBEFRISTET) — with the particulars required by the Nachweisgesetz (NachwG) —

Between: ✓Employer name, ✓Employer address, the "Employer", and: ✓Employee name, ✓Employee address, the "Employee". Contract date: Contract date.

1. POSITION, START DATE AND PLACE OF WORK 1.1. The Employee is hired for the position of "✓Position", starting Start date, at Place of work. 1.2. This contract is concluded for an indefinite period (unbefristet).

2. NACHWEISGESETZ (NachwG) — WRITTEN PARTICULARS FROM DAY ONE 2.1. Under the Nachweisgesetz, the Employer must document the essential terms of employment listed in § 2 NachwG — including, among others, the parties, start date, place of work, job description, salary components, working hours, vacation entitlement, and notice periods — with certain key particulars owed to the Employee on the very first day of work. This contract embeds all § 2 NachwG particulars directly, so no separate Nachweis document is needed. 2.2. ⚠️ Failure to provide these particulars in time exposes the Employer to a fine of up to €2,000 per violation (Bußgeld, since the August 2022 NachwG reform). 2.3. Form of this contract/Nachweis: Sector form requirement 2.4. Since the Viertes Bürokratieentlastungsgesetz (BEG IV, in force since 01.01.2025), Textform (e.g. an e-mail with a PDF the Employee can save and print) generally suffices in place of a handwritten Schriftform. This relief does NOT apply to the "schwarzarbeitsgefährdete Branchen" listed in § 2a Gesetz gegen Schwarzarbeit (SchwarzArbG) — construction, cleaning, logistics, meat processing, and, critically for this platform, the entire Gaststätten- und Beherbergungsgewerbe (restaurants, cafés and hotels). Employers in those sectors must still use paper Schriftform with a wet-ink signature.

3. SALARY 3.1. Gross salary: Gross salary. Must not be lower than the statutory Mindestlohn (currently €13.90/hour for 2026, rising to €14.60/hour from 1 January 2027).

4. WORKING HOURS AND VACATION 4.1. Weekly working hours: Weekly working hours hours. 4.2. Vacation entitlement: Vacation entitlement (working days/year) working days per year (statutory minimum under the Bundesurlaubsgesetz "BUrlG" is 20 working days at a 5-day week).

5. PROBATION PERIOD 5.1. Probation period (Probezeit)

6. NOTICE 6.1. Notice period — the statutory minimum schedule (§ 622 BGB) runs from 4 weeks to the 15th or end of a calendar month during the first 2 years, extending up to 7 months' notice by seniority. 6.2. ⚠️ A dismissal itself (Kündigung) is subject to a SEPARATE, stricter form requirement — see the Termination Notice template; it must always be on paper with a wet-ink signature (§ 623 BGB), regardless of how this contract was issued.

SIGNATURES Employer ______________ / on behalf of ✓Employer name / Employee ______________ / ✓Employee name /

— — — ⚠️ This is a boilerplate template, not legal advice. German employment, consumer-protection, data-protection and workplace-safety law (BGB, Nachweisgesetz "NachwG", ArbSchG, MiLoG, SGB IV, DSGVO/BDSG, DDG, EGBGB Art. 246a) changes frequently and includes sector-specific exceptions — notably § 2a Gesetz gegen Schwarzarbeit "SchwarzArbG", which keeps the Gaststätten- und Beherbergungsgewerbe (restaurants and hotels) on paper-only Schriftform even after the BEG IV digitalisation reform. Statutory figures (Mindestlohn, Minijob-Grenze) are re-indexed periodically — have this document reviewed and adapted by a German employment/legal advisor (Rechtsanwalt/Steuerberater) and verified against the current rates before use. Where a German-language version of this document is also used, that version prevails in case of conflict.