The Transformation Act, which came into effect on January 1, 1995, has introduced numerous corporate and labor law innovations, the practical handling of which often still poses challenges. The aim of this study is to shed light on the new protective provisions in favor of employees and their representatives, and to determine which labor law information should be included in the respective contractual documents. The focus is on the substantive scope of the information rights according to Section 5 (1) No. 9, Section 126 (1) No. 11, and Section 194 (1) No. 7 of the Transformation Act. It is demonstrated that only by including detailed labor law information can the socially compatible implementation of the transformation required by the legislator be ensured.