Client stories

“My contract used both a probation clause and a month-end clause. Clara did not pretend the wording was neater than it was. I left knowing the safe planning date and the exact question to put to HR.”
— Nadia, communications manager, Berlin

“The consultation was more detailed than I expected, perhaps a little dense in the middle. The written summary helped: it separated the legal end date, proposed leave, and my final day in the office. That distinction prevented a difficult promise to my next employer.”
— Jonas, mechanical engineer, Potsdam

“I had drafted a long emotional resignation. The letter check helped me reduce it to a clear signed notice and keep the feedback conversation separate. We also planned how I would obtain confirmation of receipt.”
— Eleanor, hospitality operations lead, Hamburg

A role change with two possible start dates

A client moving from a Munich agency to an in-house role had agreed a preferred start but had not yet resigned. Her contract allowed termination at quarter-end, while a later amendment appeared to use different wording. In the planning session we arranged the documents by date, identified which interpretation needed specialist confirmation, and modelled both departure calendars.

She returned to the new employer with a realistic range rather than an unsupported promise. After obtaining advice on the amendment, she delivered a concise signed letter and created a six-week handover list for three active accounts. The value of the session was not a guaranteed shortcut; it was knowing which date was dependable before committing.

A simple letter, delivered deliberately

Another client already knew his contractual end date but worked remotely from the company office. The letter check focused on the correct employing entity, original signature, recipient, and evidence of arrival. He arranged delivery with enough margin to avoid relying on the final calendar day and retained a copy with the receipt record.