{"id":6668,"date":"2019-03-01T12:04:40","date_gmt":"2019-03-01T12:04:40","guid":{"rendered":"https:\/\/demo.goodlayers.com\/attorna\/?page_id=6668"},"modified":"2026-04-10T22:17:55","modified_gmt":"2026-04-10T20:17:55","slug":"arbeitsrecht","status":"publish","type":"page","link":"https:\/\/topuz-law.de\/en_gb\/arbeitsrecht\/","title":{"rendered":"Labour Law"},"content":{"rendered":"
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Main features of the labour court proceedings<\/h1>\n\n\n\n

The \"fight\" for severance pay<\/h2>\n\n\n\n
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I. (No) entitlement to a severance payment<\/strong><\/h2>\n\n\n\n

Sch\u00e4tzungsweise 80 Prozent der arbeitsgerichtlichen Verfahren in Deutschland sind K\u00fcndigungsschutzklagen. Die meisten dieser Verfahren enden mit einem sogenannten \u201eVergleich\u201c, also mit einer Einigung der Parteien. In der Regel einigen sich die Parteien eines arbeitsgerichtlichen Verfahrens dahingehend, dass der Arbeitgeber dem Arbeitnehmer eine bestimmte Geldsumme als \u201eAbfindung\u201c zahlt und der Arbeitnehmer aus dem Unternehmen bzw. Betrieb des Arbeitgebers ausscheidet. Die rechtlichen Hintergr\u00fcnde solcher Einigungen sind Bestandteil der anwaltlichen Beratung im Arbeitsrecht in D\u00fcsseldorf<\/a><\/strong>.<\/p>\n\n\n\n

However, there is no legal entitlement to a severance payment. This is a widespread misconception among employees.<\/p>\n\n\n\n

The procedural objective of an action for protection against dismissal (special form of declaratory action) is to establish that the dismissal is invalid and that the employment relationship therefore continues. The aim of the action is not to order the employer to pay a certain amount of money. The consequence of a successful dismissal protection lawsuit is the continued employment of the employee.<\/p>\n\n\n\n

After labour court proceedings have been conducted, this is usually not in the interests of the parties, as the relationship between the employer and the employee is often so broken that further cooperation appears to be de facto impossible.<\/p>\n\n\n\n

In labour court practice, this dilemma is resolved in such a way that the parties agree that the employee will leave the company in return for a severance payment.<\/p>\n\n\n\n

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II. Time limit for action<\/strong><\/h2>\n\n\n\n

Upon receipt of the written notice of dismissal, the three-week period for filing an action under Section 4 of the German Protection against Dismissal Act (KSchG) begins. If this deadline is missed, the employee affected loses their right to sue, meaning that the dismissal is treated as legally effective from the outset (Section 7 KSchG).<\/p>\n\n\n\n

This period applies to all written notices of termination, even those that are not subject to the KSchG.<\/p>\n\n\n\n

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III. Scope of application of the KSchG<\/strong><\/h2>\n\n\n\n

A dismissal can only be measured against the KSchG if it falls within its scope of application. If the dismissal does not fall within the scope of the KSchG, an action for unfair dismissal that is nevertheless brought can only be successful if it is invalid for reasons that lie outside the KSchG (e.g. dismissal without formality).<\/p>\n\n\n\n

The KSchG is applicable if:<\/p>\n\n\n\n

- the employment relationship of the affected party has existed in the same business or company for more than six months without interruption (Section 1 (1) KSchG);<\/p>\n\n\n\n

– es sich bei dem Arbeitgeber nicht um einen Kleinbetrieb handelt, sprich regelm\u00e4\u00dfig mehr als 10  Arbeitnehmer (mind. 10,25 Arbeitnehmer) besch\u00e4ftigt werden, und<\/p>\n\n\n\n

- the employee concerned is not self-employed (distinction from employee status) and is not an employee in a managerial position.<\/p>\n\n\n\n

If all of the above premises are met, a written dismissal is invalid if it is socially unjustified. This is the case, among other things, if the dismissal is not due to reasons relating to the person or behaviour of the employee or to operational requirements (Section 1 (2) KSchG).<\/p>\n\n\n\n

The employer must therefore demonstrate and prove a dismissal for personal, behavioural or operational reasons. If the employer succeeds in doing so, the employment relationship ends on the applicable termination date and the employee concerned is \"left empty-handed\".<\/p>\n\n\n\n

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IV. Further requirements for an effective cancellation<\/strong><\/h2>\n\n\n\n
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1. written form Section 623 BGB<\/strong><\/h3>\n\n\n\n

According to Section 623 of the German Civil Code (BGB), notice of termination must be given in writing. This means that the document must be signed in person by the person authorised to give notice.<\/p>\n\n\n\n

Terminations that:<\/p>\n\n\n\n