Since January 1, 2025, a significant change in German employment law has come into force: The Bureaucracy Relief Act IV (BEG IV) Brings an important innovation for employers and employees — the introduction of the digital employment contract. In the following article, you will find out exactly what this step entails and what effects it has on everyday working life.
What has happened so far? — The written form requirement
Until now, the Evidence Act (NachWG) provided that employment contracts had to be drawn up in writing and signed by the employer himself. This requirement was set out by the Civil Code (BGB) and meant that all essential contract terms, which are documented in the employment contract, had to be sealed on paper form with a “wet signature.”
Although it was theoretically possible to send employment contracts electronically, the law did not allow digital form — both the signature and agreement on the essential working conditions had to be made in writing.
What changes with the Bureaucracy Relief Act IV?
With the Entry into Force of Bureaucracy Relief Act IV On January 1, 2025, this strict requirement will be broken into writing. Employment Contracts, Records of Key Contract Terms and Amendment Contracts can in future be published in textual form Be completed — completely digitally.
An overview of the new features:
- Text form instead of written form: Since 2025, it has been sufficient if the employment contract is submitted in text form (e.g. by e-mail or as a PDF document).
- No need for a handwritten signature anymore: No handwritten signature is now required for the employment contract to be valid. A qualified electronic signature is therefore no longer necessary.
- Digital transmission: Employment contracts can be sent conveniently and legally securely via email or with programs such as DocuSign.
- Fixed-term contracts and non-competition clauses: Certain contracts, such as fixed-term employment contracts or those with a post-contractual non-competition clause, remain unaffected by this provision. They must continue to be completed in the traditional written form.
Key Requirements for the Digital Employment Contract
The following conditions must be met for the text form to be admissible:
The digital employment contract — What exceptions are there?
Despite the far-reaching simplifications in the Bureaucracy Relief Act IV, there are still certain exceptions that require written form:
- Fixed-term employment contracts: These must continue to be made in writing, except for time limits on reaching the standard pension insurance age limit.
- Post-contractual non-competition clauses: Employment contracts with a post-contractual non-compete clause are still subject to the written form requirement.
- Industry-specific exceptions: In certain industries, such as construction or gastronomy (other industries in § 2a SchwarzArbG), employment contracts must also continue to be concluded in writing.
Benefits of the digital employment contract
The Introduction of the Digital Employment Contract offers numerous benefits, both for employers and employees:
⏱️ Time saving: Employment contracts can be concluded more quickly without the hassle of using paper documents.
💰 Cost savings: There is no need for printing and shipping, which reduces costs for both materials and postage.
🌱 Eco-friendliness: Reducing paper consumption promotes a more sustainable use of resources.
📱 Flexibility: Employment contracts can be concluded and viewed from anywhere and at any time.
ZEP: The Role of Document Management
With the introduction of Bureaucracy Relief Act IV (BEG IV) From January 1, 2025 and the Possibility of Employment Contracts in textual form Instead of concluding in traditional written form, the digital administration of employment contracts and other relevant documents is becoming increasingly important. With the module, ZEP offers document management An effective solution to make digital transformation secure and efficient.
Central document storage and secure storage
ZEP makes it easier to digitally store employment contracts and other sensitive documents. All relevant files can be stored in a central location so you can access them anytime. With Clearly Structured Filing in ZEP, supported by Folders and tags, keep track of your documents.
Versioning for transparency and traceability
Another key feature of ZEP document management is versioning. Changes to documents such as employment contracts or supplementary agreements are automatically tracked so that the entire processing process remains transparent. This function makes it possible not only to save the current version of a contract, but also to access previous versions. This allows you to see at any time when and by whom changes were made — an important function, especially in times of digital document management.
Precise control of access rights
Die Access rights ZEP allows precise control over who can access which documents. With a targeted Permission management You can ensure that only authorized persons can view or edit employment contracts or other confidential data. This control makes a significant contribution to ensuring the security and integrity of documents and protects sensitive corporate and personal data from unauthorized access.
With ZEP, the digitization of employment contracts and other sensitive documents not only efficiently, but also securely. Take advantage of the benefits of ZEP document management and drive digitization in your company.
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Conclusion
That Bureaucracy Relief Act IV Marks an important step towards digitizing the world of work. Since January 1, 2025, employers have been able to conclude employment contracts and change agreements digitally and in text form, reducing administrative burdens and speeding up processes. There are still exceptions, but overall, the change will significantly ease companies and their HR departments.
The Switch to Digital Employment Contracts does not only mean an increase in efficiency, but is also a further signal of increasing digitization in employment law and in the working world as a whole.
Ready for the digital future? Take advantage of the Bureaucracy Relief Act IV and make your work processes more efficient and future-proof.
FAQs
What changes with the Bureaucracy Relief Act IV?
From January 1, 2025, employment contracts can be concluded digitally in text form. The previously required handwritten signature is no longer required, which makes the process faster and more efficient.
Are there exceptions to the digital employment contract?
Yes, fixed-term employment contracts and contracts with a post-contractual non-compete clause must continue to be concluded in writing. Some industries, such as construction, also keep the written form.
How does ZEP support the management of digital employment contracts?
ZEP provides a central, secure storage for digital employment contracts and enables precise control of access rights. Versioning also ensures transparency and traceability of all document changes.
Do Employers Still Have to Reckon with Fines?
Yes, the Evidence Act continues to provide for fines, even under the Bureaucracy Relief Act IV. Specifically: If the company does not comply with the obligation to hand over the essential contract terms — whether not at all, too late or incomplete — the supervisory authority can A fine of up to €2,000 per case impose (§ 4 NachWG).
What does the fine procedure have to do with BEG IV?
With the Bureaucracy Relief Act IV, the Evidence Act was modernized: Since January 1, 2025, proof may be provided digitally in text form, for example as a PDF by e-mail, as long as certain requirements are met (e.g. printability and storability, proof of receipt). The fine rule (§ 4 NachWG) remains unchanged. It was adopted as part of BEG IV. This means that the new digital opportunities make it easier to fulfill obligations, but they improve Not Responsibility On.
