Focal Points
Individual labor law
Collective labor law
Litigation
Lucas Gropengießer offers comprehensive legal counsel to national and international companies in the field of employment and labor law. He represents employers at every stage of litigation, including labor court proceedings and various arbitrations involving areas such as alleged discrimination, wrongful termination, and wage and hour claims. His facilitative approach focuses on crafting solutions that are not only legally sound and sustainable but also mindful of the economic and cultural contexts of his clients.
Languages: German, English, Italian
Career
Legal externship at the U.S. Equal Employment Opportunity Commission (EEOC)
Research assistant at Linklaters and Schweibert Leßmann and Partners
Education
Master of Laws (LL.M.) from the University of California, Los Angeles, School of Law
Legal clerkship at the Higher District Court of Düsseldorf
Law degree from Ruprecht-Karls-University Heidelberg, with a specialization on Employment and Labor Law
Teaching assignments
Lecturer at SRH University of Applied Sciences Heidelberg
Articles and entries
Blogpost
The 2024 US Election: Key Expectations for Companies in the USA
November 2024
- Alexander Steven
- Lucas Gropengießer
In many ways, the 2024 US election was historic. National issues such as immigration, abortion and the US economy polarised the country as never before, alongside international flashpoints in Europe and the Middle East. Donald Trump was able to communicate these issues in the most convincing way and won the election. There has also been a shift in the majority in Congress in favour of the Republicans. This will fundamentally change the political landscape in the US. In this blog post, we want to provide employers with an overview of the possible consequences in terms of labour law and labour market policy in the US, with a focus on the US market.
Blogpost
Less red tape, more opportunity: BEG IV and its effect on employers
November 2024
- Dr. Ferdinand Hultzsch
- Lucas Gropengießer
In Germany, approximately 107 new employment contracts are signed every 12 minutes.* That sounds impressive! Even more astonishing is the bureaucratic effort required for each new hire. While we can pay at the grocery store with smartwatches and easily open a bank account from home, employment contracts, parental leave applications, and promotion requests still need to be printed, signed by hand (wet ink), and mailed. This outdated process is driven by legal requirements. That's where the Bureaucracy Relief Act IV (BEG IV) comes into play, set to take effect on January 1, 2025, with the goal of simplifying these processes. Let’s explore which processes can be digitized in the future and which will still need an original signature, while also addressing your most frequently asked questions.
Blogpost
Overtime Pay for Part-Time Workers: Legal Clarity from Germany's Highest Labor Court
November 2024
- Christoph Kaul
- Lucas Gropengießer
The German Federal Labor Court (BAG) has ruled that part-time employees must be treated the same as full-time employees when it comes to overtime pay. Any differentiation must be backed by a strong justification (Judgment of December 5, 2024, Case No. 8 AZR 370/20). This article highlights the actions employers should now take.