Focal Points
Individual employment law
Occupational co-determination rights
Process guidance
Contract drafting and review
Attorney Johanna Kreienkamp works at Littler in Hamburg, primarily in the areas of company co-determination law, individual employment law, and contract drafting and review. For more than ten years she was a competitive athletics athlete. She has retained the required willpower, ambition, team spirit and fighting spirit to this day and spares no obstacles on the way to finding pragmatic solutions for her clients.
Languages: German, English
Career
Admitted to the bar, 2020
Legal trainee at Law Office Pappe & Honorary General Consul Germany in Haifa, in the areas of international commercial, private and labour law
Legal trainee in labour law at WZR Rechtsanwälte Partnerschaft mbB in Hamburg
Legal trainee in human resources at Norddeutscher Rundfunk Hamburg
Legal traineeship at the District Court Stade and Prosecutor’s Office Lüneburg
Education
Second state examination in law in Celle, 2020
Legal traineeship at the district of the Higher Regional Court Celle
First state examination in law in Hamburg, 2017
Law studies, University of Hamburg
Articles and entries
Blogpost
Medical Certificate from Day One: What Is Changing, What Remains the Same – and What Employers Should Do Now
July 2026
- Alke Helene Sundermann
- Johanna Kreienkamp
In early July 2026, the coalition committee of the CDU/CSU and SPD announced plans to bring forward the obligation to submit a certificate of incapacity for work from the first day of illness and to abolish telephone-based certification of incapacity for work. At first glance, this may sound like a significant tightening of obligations for employers and employees alike. In reality, however, less is likely to change than expected – the real challenges lie in the details, which will only be clarified once a draft bill is published.
Blogpost
Extraordinary termination due to off-duty conduct
July 2024
- Johanna Kreienkamp
- Alke Helene Sundermann
A strict distinction must always be made between private and business life. Off-duty conduct can therefore only justify dismissal within very narrow limits. Extraordinary dismissal for off-duty conduct can only be considered if there is a connection with the employment relationship. If there is no such connection, a breach of duty relevant to dismissal is generally ruled out.
Blogpost
Digitalization in recruitment: Works councils must also accept digital application documents in future
April 2024
- Alke Helene Sundermann
- Johanna Kreienkamp
From now on, works councils must also accept digital application documents in recruitment processes as long as they provide the same information content as traditional paper documents. This means that companies can digitize their recruitment processes as long as they ensure that the works council receives all the necessary information.