Kim Kleinert advises her national and international clients in all areas of individual and collective employment law, including litigation in all instances. Determination and empathy help her to always achieve the best possible result for her clients. An avid restaurant critic, she always has long-term conflict resolution in mind. With this in mind, she approaches new people, difficult issues and complex negotiations with pleasure and openness, using her interpersonal intuition to the benefit of her clients at all times.

Languages: German, English

Focal Points

  • Individual employment law 

  • Separation processes under labor law

  • Consulting for medium-sized businesses

  • Industrial constitution law

  • Service contract law 

  • Negotiations with employee representatives


  • Admitted to the bar in Berlin, 2021

  • Legal traineeship with stations at Mercedes-Benz AG (in the area of personnel and law), the Berlin Public Prosecutor's Office (special department for sexual offenses) and the Federal Ministry of Labor and Social Affairs, among others

  • Research assistant at KPMG Law (Employment Law) and Ogletree Deakins LLP


  • Second state law examination in Berlin

  • Legal traineeship in the district of the Berlin Court of Appeal

  • First State Examination in Law in Berlin

  • Law studies at the Humboldt University in Berlin


  • Die Kürzung vertraglichen Zusatzurlaubs, Das Mittel der Wahl zur Reduzierung hohen Krankenstands?, ZAU Arbeitsrecht im Unternehmen Nr. 04, 2023

Articles and entries


Pregnant women, severely disabled persons, and who else you should not dismiss as an employer

  • March 2024
  • Kim Kleinert
    Kim Kleinert
German labour law is known beyond its borders for its far-reaching protection against dismissals. While it may still be common knowledge that after six months of service and exceeding a certain threshold of regular employees, any dismissal requires a justifiable reason for dismissal, many employers - especially foreign employers - are not aware that (even if only temporarily) no ordinary dismissal is possible at all for certain groups of employees or that such dismissal is only permitted under certain conditions, e.g. with the approval of certain authorities.

Dismissals: how employers can minimize financial risks

  • November 2023
  • Kim Kleinert
    Kim Kleinert
  • Lara Jackenholz
If the court rules that a dismissal is invalid, the employer is obliged to reimburse the em-ployee for any remuneration no longer paid after the end of the notice period based on a so-called default of acceptance. This blog post explains how you can avoid the risk of high com-pensation in such circumstances.

(More) inclusion through higher compensatory levies? The Inclusion Act is coming!

  • June 2023
  • Kim Kleinert
    Kim Kleinert
The law is intended to encourage companies to employ more people with disabilities. The changes have mainly financial implications for employers.
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