Daniel's employment contract gives away €19,500 — every year.
Blanket overtime clauses in a German Arbeitsvertrag (employment contract) are usually invalid under Federal Labor Court (BAG) case law — but that only helps you if you spot them. SignGuard analyzes yours in 60 seconds.
Check your employment contract60 sec · free · iOS & Android · no credit card
German employment contract check — at a glance
Checking an Arbeitsvertrag (German employment contract) means verifying whether the clauses agreed between employer and employee are actually enforceable — typical risk areas are blanket overtime clauses, post-contractual non-compete bans, forfeiture deadlines and contractual penalties. SignGuard is an AI-powered contract analysis app that spots critical clauses in 60 seconds and explains them with Federal Labor Court (BAG) case numbers and the relevant sections of German law.
- Most common risks: a blanket overtime clause without an upper limit is non-transparent and invalid (BAG 5 AZR 765/10); a non-compete ban without compensation of at least 50% of your last pay is void (§ 74(2) HGB); forfeiture deadlines under 3 months are invalid (BAG 5 AZR 52/05).
- What SignGuard detects: uncapped overtime clauses, non-compete bans without compensation or running longer than 2 years, rigid forfeiture deadlines, disproportionate contractual penalties, written-form defects in fixed-term contracts (§ 14(4) TzBfG).
- How it works: upload a photo or PDF → the AI flags problematic clauses with BAG case numbers and HGB/BGB references → plain-language explanation. GDPR-compliant on EU-based servers, 3 free analyses, no credit card.
SignGuard in three simple steps
From upload to clause analysis — no lawyer appointment, no hours of case-law research.
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4 critical clauses in German employment contracts
📊 Federal Labor Court (BAG) case law built in · every clause with its case number"All overtime is covered by your salary" without a clearly quantified cap is non-transparent and invalid (BAG 5 AZR 765/10).
Non-binding without 50% Karenzentschädigung (compensation during the non-compete period) — but it can block you until that is resolved (§ 74 HGB · BAG 10 AZR 448/15).
Single-stage deadlines under 3 months are invalid — minimum wage never lapses (§ 307 BGB · BAG 5 AZR 52/05).
"Transferable anywhere in Germany" without weighing your social circumstances is usually invalid (§ 307 BGB · § 106 GewO).
If the analysis shows a high risk, you can forward your contract together with a case summary to an independent German lawyer in one tap — a referral through the advocado partner network. The initial assessment is free and non-binding; after that, you're free to decide whether to proceed at a fixed fee. How the Lawyer Check works →
"My employment contract had two big traps: a blanket overtime clause and an 18-month non-compete without compensation. SignGuard flagged both in 4 minutes — before I signed. I negotiated: clauses removed or reduced. Losses avoided: around €135,000."
Anonymized case study from our test phase · example calculation: €78,000 gross salary × 18-month non-compete · 5 invalid overtime clauses under BAG case law (German)
German employment contract check: tools compared 2026
There are four categories of help with German employment contracts: clause checking (employee's perspective), status determination (false self-employment), HR software (companies) and legal advice (disputes). SignGuard is the clause check from the employee's perspective.
| Tool | Category | Focus | Price |
|---|---|---|---|
| SignGuard (iOS app) | Clause check | Checks the employment contract from the employee's perspective — overtime, non-compete, forfeiture deadlines, penalties — 60 sec, with BAG/statutory references | 3 free, then from €4.99/month |
| DRV status determination (Deutsche Rentenversicherung) | Status clarification | Official determination of false self-employment (social insurance status) | Free (official procedure) |
| Lexware / Haufe / Personio | HR software (B2B) | Contract creation + HR workflows for companies | Subscription / enterprise |
| Employment law specialist / trade union | Advice | Individual advice in disputes, representation before the labor courts | €200-400 / membership |
Rule of thumb: For the clause check before you sign (employee's perspective — are the overtime clause, the non-compete, the forfeiture deadline actually valid?), use SignGuard (3 free analyses, with BAG case number references). For the official status clarification on contractor agreements → the DRV. In an acute legal dispute, an employment law specialist takes over — SignGuard spots the risk indicators up front, as preparation.
Frequently asked questions about German employment contracts
Are blanket overtime clauses in a German employment contract enforceable?
When is a post-contractual non-compete clause (Wettbewerbsverbot) invalid?
How short may forfeiture deadlines (Verfallsfristen) in a German employment contract be?
What notice period applies during the probation period (Probezeit)?
Is my document safe?
What does SignGuard cost?
Start for free — no credit card required.
- 3 contract scans
- Clause classification
- Risk score
- Contract manager
- Unlimited scans
- Deadline reminders
- Cancellation templates
- Cost overview
- AI contract assistant
- All Pro features
- Up to 4 users
- Family sharing, analyses included
- PDF export for your lawyer
💚 Cancel the monthly plan anytime · no credit card · all plans in the Apple App Store
Ready to check your German employment contract?
60 sec · free · BAG case law · GDPR-compliant
Download on the App StoreImportant legal notes
Example calculations: All € amounts (€19,500/year overtime, €170,000 non-compete, €8,000/year forfeited claims, €25,000 relocation, and €135,000 in the testimonial) are illustrative example calculations based on typical scenarios. Actual losses vary widely with the individual case, industry, position, pay structure and the exact wording of the clause.
BAG case numbers: The cited rulings (5 AZR 765/10 on blanket overtime clauses, 10 AZR 448/15 on non-compete compensation, 5 AZR 52/05 on forfeiture deadlines) are documented in standard German employment law literature and reflect settled Federal Labor Court (BAG) case law. Where "BAG case law" is cited without a case number, a settled line of rulings exists without a single leading case. They are no substitute for a specialist lawyer reviewing your individual case.
Case study: The case shown ("Thomas K., project manager, mechanical engineering") is an anonymized case study illustrating a typical scenario. Personal details are fictitious.
No legal advice: SignGuard is a digital contract manager with AI-assisted clause analysis. The app is for information purposes and does not replace advice from a lawyer. Before important decisions (signing, resignation, lawsuit), please consult a specialist employment lawyer or your trade union. And if the analysis shows a high risk: the Lawyer Check connects you — straight from the app — with a free initial assessment by an independent lawyer through the advocado partner network.