An interim certificate is already issued by the employer during the current employment relationship. It provides information on the course of the employment relationship to date. In principle, an interim certificate is only issued if the employee has a legitimate interest in receiving it. This is the case, for example, if the employer is planning to dismiss the employee, if the employee’s duties change, or if there is a change of superior. Anyone who stays away from the company for a longer period of time, such as maternity leave or pregnancy, can also demand an interim report.
However, it is now recognised that an employee is also entitled to the issue of an interim certificate if he or she is facing career changes. This means that he or she can request the interim certificate for an application, for example.
The employer’s social co-responsibility towards third parties, e.g. possible future employers, is important. They rely on an interim report card. This is because the final or „normal“ report is usually only given when you are hired. In terms of content, the later job reference may not deviate completely from the content and assessment of the original interim report.
However, employees who demand a certificate in the course of an ongoing employment relationship should always be aware of the fact that this can be seen as mistrust on the part of the employer. A further disadvantage may be that the employer may rely on interim certificates for parts of the employment relationship when issuing the final certificate. As a result, this can lead to a fragmentation of the assessment, which is usually very unfortunate in the recruitment process.
more about labour law: Labour law in hospitals – Labour law in the pharmaceutical industry – Labour law in the care of the elderly- Labour law in the railway sector – Labour law cases– Labour law and corona
Remember that!
As employment law cases should be solved quickly, we always have an initial consultation appointment immediately. If possible on the same day, otherwise the next day. Please write us a message or call us directly. You can reach us by phone from Mo-Fr in the time from 8 am to 6pm.
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Termination because of Corona – What to do?Duration of entitlement to unemployment benefit
Termination because of Corona – What to do?Duration of entitlement to unemployment benefit/ Unsplash.com
The coronavirus has a strong impact on the entire working environment. We are currently receiving numerous inquiries on this topic every day and we notice that there is a lot of uncertainty.
⏩ On this page we have summarised the most important questions on the subject of termination due to corona.
⏩ In addition, we have collected the most frequently asked questions for employees, employers and works councils on labour law and Corona and published the corresponding answers in a separate section.
Overview
Is a dismissal because of Corona even possible?
Termination without notice because of Corona
Termination due to Corona
Termination agreement due to Corona
Corona Virus – Does the employer have to pay?
The most frequently asked questions on the subject of „Labour law and Corona“.
Any other questions? We help! (Free initial assessment)
Translated with www.DeepL.com/Translator (free version)
Professionals in protection against dismissal : Lawyer for dismissal protection in Hamburg – Lawyer for dismissal protection in Neumünster – Lawyer for dismissal protection in Rotherbaum– Lawyer for dismissal protection in St. Georg – Labour law office in Altona – Labour law office in Bergedorf – Labour law office in Dulsberg – Labour law office in Kiel
Remember that!
As employment law cases should be solved quickly, we always have an initial consultation appointment immediately. If possible on the same day, otherwise the next day. Please write us a message or call us directly. You can reach us by phone from Mo-Fr in the time from 8 am to 6pm.