Louisa Kallhoff

Managing Associate

Düsseldorf

lkallhoff@orrick.com

Read full biography at www.orrick.com
Louisa Kallhoff is an experienced Managing Associate in the Düsseldorf office and a member of Orrick's German Employment Law Practice.

Louisa advises national and international companies on all issues of individual and collective employment law.

The main focus of her practice comprises employment aspects of transactions and restructurings, as well as employment and labor law issues such as personnel leasing, co-determination of employees and service agreements of managing directors and board members. She also advises national and international companies on day-to-day employment law matters.

Louisa joined Orrick in 2016.

Posts by: Louisa Kallhoff

Using Temp Agencies in Germany: New Restrictions for Companies

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On June 1, 2016, the draft law regarding the reform of the German Act on the Supply of Temporary Employees (Arbeitnehmerüberlassungsgesetz – AÜG) has been adopted by the Federal Cabinet. The German Bundestag will address the draft law after the summer break. However, material changes to the draft are not expected to be made during the parliamentary process. If the time schedule will be observed, the reform will come into force as planned on January 1, 2017.

The new law will bring material changes for both, employment agencies and their customers, the host businesses.

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“Temporary Employees” in Germany Need to be Temporary Under New Draft Law

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Draft legislation regarding the reform of the German Act on the Supply of Temporary Employees (Arbeitnehmerüberlassungsgesetz – AÜG) has been introduced by Germany’s Federal Minister of Labor. Although further amendments to this draft are likely and a final version will not come into force before January 1, 2017, it is important to know what this means for temporary employment agencies and their customers, the host businesses.

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Proposed German Equal Pay Act May Complicate Remuneration Issues

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Statistics reveal a difference of 7 percent between the remuneration paid to men and that paid to women with the same qualifications in Germany. The average hourly wage even shows a difference of 22 percent, making pay discrepancy in Germany one of the highest in the EU. In order to adjust these wage injustices, the German Federal Ministry for Family Affairs, Senior Citizens, Women and Youth submitted a first preliminary ministerial draft of the German Equal Pay Act (Entgeltgleichheitsgesetz) on December 9, 2015. The act is expected to be adopted in 2016.

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Germany – Premium Paid by Employer for Leaving Trade Union is Unlawful

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People Walking

Powerful trade unions often are a thorn in the side of employers. But if a company tries to reduce the trade unions’ influence, it may violate the freedom of association under Article 9 section 3 of the German Constitution (Grundgesetz – GG). This was made clear in a recent ruling of the Labor Court (Arbeitsgericht) Gelsenkirchen (judgment of March 9, 2016 – 3 GA 3/16).

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Setback for EU-US Privacy Shield – How to Safely Get HR Data Across the Pond

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After the Court of Justice of the European Union declared the EU-U.S. Safe Harbor Framework invalid in October 2015, multinational companies with employees in the EU are facing the question how to legally transfer personal data. Current developments in the process of the proposed EU-U.S. Privacy Shield result in further uncertainty for companies relying on transatlantic data flows.

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Recent Changes to EU Employee Data Protection – Two Years to Comply with New Requirements

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Employee Data Protection in the EU is subject to major changes, notable to multinational companies with employees in the EU.

A few days ago, after 4 years of negotiation, the European Parliament adopted the General Data Protection Regulation (“GDPR”). As it is planned to be effective in 2018, companies should be aware that they only have two years from now to prepare for compliance.

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