RPS STAHMER

RPS Stahmer is a law firm specialized in employment law and operating throughout Germany

Specialist lawyers for labor law

We advise on collective bargaining law, works constitution law and individual law issues.

The law firm for labor law

Welcome to RPS Stahmer, your law firm for labor law. For over 40 years, our advice has focused on the areas of collective bargaining law, works constitution law and individual labor law. We are based in Hamburg and are active throughout Germany and before all German labor courts and all ordinary civil courts. Our lawyers, who are highly specialized and experienced in employment law, aim to work with you to develop tailor-made solutions for your employment law concerns and to manage your case for you. This may involve individual legal issues with employees and their employment contracts, negotiations with the works council - in conciliation committees or on other issues relating to works constitution law - or negotiations with a trade union as well as issues relating to the right to strike or collective bargaining law. Of course, we can also provide you with competent support before the labor courts, the regional labor courts and the Federal Labor Court as well as - in matters relating to employment contracts of Executives or Managing Directors - the ordinary civil courts.

Rolf Rolf Stahmer - Founder of the law firm RPS Stahmer
Rolf Stahmer, specialist attorney for labor law at the law firm RPS Stahmer in Hamburg

Main focus area

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Collective Bargaining Law

"With its standards for companies and employees, collective bargaining law plays a major role in labor law practice. We support the dialogue between employers and trade unions with the aim of achieving practicable regulations for both sides."


Works Constitution Law

"Works constitution law regulates the often differing interests of the employer and the workforce. Together with our clients, we develop solutions that are in line with their interests, transparent and as unbureaucratic as possible."


Individual Labor Law

"Individual labor law is intended to clarify the rights and obligations of individual employees. This is the benchmark for our advice."



What sets us apart

Eye for the essentials, proactive design, solution-orientation

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Lawyers for labor law

RPS Stahmer is a renowned nationwide labor law firm based in Hamburg. As experienced labor law attorneys, we support you with our expertise and commitment in all matters relating to labor law: In individual labor law, works constitution law as well as collective bargaining law and corporate co-determination. We understand the complexity and interdependence of these areas of law and are committed to representing your interests with expertise and passion. We advise and represent board members and managing directors in all aspects of employment contract law.

The work of our law firm is characterized by individual and personal advice geared towards the client's interests. We analyze your situation in detail and develop tailor-made solutions together with you in order to optimally protect your legal position. Our clients are predominantly employers and executives, whose interests we represent with commitment and professionalism. We attach great importance to a trusting working relationship.

We are your reliable partner when it comes to labor law issues and problems.

RPS Stahmer - your law firm for labor law from Hamburg.




Personalized advice

"At RPS Stahmer, you know who you're talking to."




Our BLOG

News Labor Law

Agreement between the Bundestag and Bundesrat on the new Whistleblower Protection Act

On May 9, 2023, the mediation committee of the Bundestag and Bundesrat reached an agreement on whistleblower protection, which was subsequently approved by both the Bundestag and the Bundesrat. The compromise includes, in particular, changes to the reporting channels for anonymous tips, penalties, and the scope of application of the law. The Whistleblower Protection Act implements the European Directive (EU) 2019/1937 and is expected to come into force in mid-June 2023 following the agreement in the legislative process. Thereafter, companies with 50 or more employees must install and operate secure internal whistleblower systems with specific procedures. For further information, see the press release from the Bundesrat.

to the press release

Employer's Obligation to Provide Information Regarding Vacation II – Federal Labor Court, January 31, 2023, Ref. No.: 9 AZR 85/22

The vacation entitlement of an employee who has been continuously unable to work due to illness since the beginning of the vacation year expires on March 31 of the second calendar year following the vacation year, even if the employer has not fulfilled their obligations to inform and remind the employee.

This is because an employee who is permanently unable to work cannot take vacation, even if the employer had fulfilled their obligations to cooperate.

Agreement between the Bundestag and Bundesrat on the new Whistleblower Protection Act

On May 9, 2023, the mediation committee of the Bundestag and Bundesrat reached an agreement on whistleblower protection, which was subsequently approved by both the Bundestag and the Bundesrat. The compromise includes, in particular, changes to the reporting channels for anonymous tips, penalties, and the scope of application of the law. The Whistleblower Protection Act implements the European Directive (EU) 2019/1937 and is expected to come into force in mid-June 2023 following the agreement in the legislative process. Thereafter, companies with 50 or more employees must install and operate secure internal whistleblower systems with specific procedures. For further details, see the press release from the Bundesrat.

to the press release

Employer's Obligation to Provide Information Regarding Vacation II – Federal Labor Court, January 31, 2023, Ref. No.: 9 AZR 85/22

The vacation entitlement of an employee who has been continuously unable to work due to illness since the beginning of the vacation year expires on March 31 of the second calendar year following the vacation year, even if the employer has not fulfilled their obligations to inform and remind the employee. This is because an employee who is permanently unable to work cannot take vacation, even if the employer had fulfilled their obligations to cooperate.