{"id":12698,"date":"2025-12-16T18:21:30","date_gmt":"2025-12-16T18:21:30","guid":{"rendered":"https:\/\/www.mth-partner.de\/?p=12698"},"modified":"2026-01-08T08:52:40","modified_gmt":"2026-01-08T08:52:40","slug":"kuendigung-erhalten-ihr-72-stunden-notfallplan","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/receive-your-72-hour-emergency-plan\/","title":{"rendered":"Received notice of cancellation? Your 72-hour emergency plan"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"12698\" class=\"elementor elementor-12698\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-a4aecfa e-flex e-con-boxed e-con e-parent\" data-id=\"a4aecfa\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-28d5c22 elementor-widget elementor-widget-text-editor\" data-id=\"28d5c22\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>A cancellation hits you unexpectedly. Suddenly everything is in question: your financial security, your professional future, your plans. I experience this every day in my practice - in 15 years as a <a href=\"https:\/\/www.mth-partner.de\/en\/team-2\/attorney-at-law-tieben\/\">Lawyer for labour law in Cologne<\/a> I have accompanied over 500 clients through precisely this situation.<\/p>\n\n<p><b>The good news:<\/b><\/p><p> In about \u00be of my dismissal protection proceedings, I achieve a favourable outcome for my clients. <a href=\"https:\/\/www.mth-partner.de\/en\/severance-pay-in-labour-law-what-you-are-really-entitled-to\/\">Severance payment<\/a> or the cancellation of the termination.<\/p>\n\n<p><b>The bad news:<\/b><\/p><p> You only have three weeks to act. After that, your cancellation will be deemed effective - even if it was originally contestable.<\/p>\n\n<p>On this page, I will explain step by step what you need to do now. I'll show you when a dismissal is invalid, how to take legal action before the Cologne Labour Court and what severance pay you can expect.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f765e12 elementor-widget elementor-widget-text-editor\" data-id=\"f765e12\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2><span class=\"ez-toc-section\" id=\"Die_ersten_72_Stunden_nach_der_Kundigung_%E2%80%93_Ihr_Notfall-Fahrplan\"><\/span>The first 72 hours after cancellation - your emergency timetable<span class=\"ez-toc-section-end\"><\/span><\/h2><p>The hours and days following a dismissal are crucial. What you do or don't do now will determine your chances in the labour court - and the amount of any severance pay.<\/p><h3><span class=\"ez-toc-section\" id=\"Checkliste_Die_ersten_72_Stunden\"><\/span>Checklist: The first 72 hours<span class=\"ez-toc-section-end\"><\/span><\/h3><p><img fetchpriority=\"high\" decoding=\"async\" class=\"aligncenter wp-image-12756 size-full\" src=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_ij8qy0ij8qy0ij8q1-ezgif.com-resize.webp\" alt=\"The first 72 hours after cancellation\" width=\"800\" height=\"1192\" srcset=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_ij8qy0ij8qy0ij8q1-ezgif.com-resize.webp 800w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_ij8qy0ij8qy0ij8q1-ezgif.com-resize-201x300.webp 201w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_ij8qy0ij8qy0ij8q1-ezgif.com-resize-687x1024.webp 687w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_ij8qy0ij8qy0ij8q1-ezgif.com-resize-768x1144.webp 768w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_ij8qy0ij8qy0ij8q1-ezgif.com-resize-8x12.webp 8w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/p><h3><span class=\"ez-toc-section\" id=\"Schritt_1_Ruhe_bewahren_und_Kundigung_sichern\"><\/span>Step 1: Keep calm and secure cancellation<span class=\"ez-toc-section-end\"><\/span><\/h3><p>The first and most important advice: <b>Do not sign anything except an acknowledgement of receipt.<\/b><\/p><p>Many employers submit a cancellation agreement or a settlement receipt together with the notice of termination. Do not allow yourself to be pressurised - not even by statements such as \u201eThe offer is only valid today\u201c. You have the right to have any contract checked by a lawyer before signing it.<\/p><p>An acknowledgement of receipt only means \u201eI have received the document\u201c - not \u201eI agree\u201c. If your employer asks you to sign \u201eacknowledged\u201c, you can do so. This is not consent to the cancellation.<\/p><p><b>What you should do now:<\/b><\/p><ul><li>Take a photo of the cancellation and keep the original<\/li><li>Note the date and time of receipt (important for calculating the deadline)<\/li><li>If the cancellation was delivered by a messenger or witness: Note the name<\/li><li>Do not make spontaneous statements to the employer<\/li><\/ul><h3><span class=\"ez-toc-section\" id=\"Schritt_2_Die_3-Wochen-Frist_verstehen\"><\/span>Step 2: Understanding the 3-week deadline<span class=\"ez-toc-section-end\"><\/span><\/h3><p><b>What is the 3-week deadline?<\/b><\/p><p>The 3-week period (Section 4 KSchG) is the statutory period within which you must file an action against dismissal with the labour court. The period begins on the day after receipt of the notice of termination (Section 187 (1) BGB).<\/p><p>If the deadline is missed, the dismissal is deemed by law to be effective from the outset (Section 7 KSchG) - even if it was materially unlawful.<\/p><p><b>How to calculate the deadline:<\/b><\/p><p>The deadline is exactly three weeks. It begins on the day after receipt and ends at the end of the day of the third week corresponding to the day of receipt.<\/p><p><b>Example:<\/b><\/p><ul><li>Notice of termination received on Monday, 16 December 2025<\/li><li>Start of deadline: Tuesday, 17 December 2025<\/li><li>End of the deadline: Monday, 6 January 2026, 24:00 hours<\/li><li>If the deadline falls on a Saturday, Sunday or public holiday, the deadline is extended to the next working day (Section 193 BGB)<\/li><\/ul><p>The deadline also applies to a <a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-termination-of-employment-by-the-employee-time-limit-for-taking-legal-action\/\">Self-termination of the employee<\/a>, if you wish to contest this - for example because you were induced to terminate the contract by deception or unlawful threats.<\/p><p>Subsequent admission of the action (Section 5 KSchG) is only possible in rare exceptional cases - for example, if you are hospitalised and are prevented from taking any action. Mere ignorance of the deadline is not sufficient.<\/p><h3><span class=\"ez-toc-section\" id=\"Schritt_3_Arbeitsagentur_informieren\"><\/span>Step 3: Inform the employment agency<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Regardless of whether you want to take action against the dismissal, you must register with the employment agency.<\/p><p><b>The obligation to register in accordance with \u00a7 38 Para. 1 SGB III:<\/b><\/p><ul><li>For a notice period of three months or more: notification no later than three months before termination<\/li><li>If the notice period is less than three months: Notification within three days of knowledge<\/li><\/ul><p>Registration is possible online at <a href=\"https:\/\/www.arbeitsagentur.de\/\">arbeitsagentur.de<\/a>.<\/p><p><b>Important distinction:<\/b><\/p><ul><li>Register as a jobseeker: Immediately after receiving notice of termination (even if the employment relationship is still ongoing)<\/li><li>Register as unemployed: Only when the employment relationship actually ends<\/li><\/ul><p><b>Blocking period in the event of termination or cancellation agreement:<\/b> If you give notice yourself or sign a cancellation agreement, there is generally a risk of unemployment benefit being suspended for up to twelve weeks. However, there are exceptions for \u201egood cause\u201c - for example, if there is a proven health risk at the workplace, as the BSG ruled in the case of <a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-passive-smoking-is-an-important-reason-excluding-the-period-of-suspension-of-the-employment-agency\/\">Passive smoking<\/a> has decided.<\/p><h3><span class=\"ez-toc-section\" id=\"Schritt_4_Anwalt_kontaktieren_und_Dokumente_sichern\"><\/span>Step 4: Contact lawyer and secure documents<span class=\"ez-toc-section-end\"><\/span><\/h3><p>I recommend that you contact a lawyer for labour law as soon as possible. The 3-week deadline leaves little room for delay.<\/p><p><b>What a lawyer can do for you:<\/b><\/p><ul><li>Realistic assessment of your chances of success<\/li><li>Filing an action within the time limit<\/li><li>Negotiation with the employer (often before the conciliation hearing)<\/li><li>Optimisation of the overall package (severance pay, certificate, leave of absence)<\/li><\/ul><p><b>Costs:<\/b> If you have legal expenses insurance with labour law cover, the lawyer's fees are usually covered in full. Obtain confirmation of cover in advance. Without insurance: In labour court proceedings at first instance, each party bears their own costs - regardless of the outcome.<\/p><p><b>Documents that you should save:<\/b><\/p><ul><li>Employment contract and all addenda<\/li><li>Last three payslips<\/li><li>Cancellation letter (original)<\/li><li>All warnings<\/li><li>Relevant e-mail traffic<\/li><li>Testimonials<\/li><\/ul><p>Even after the cancellation, you still have the right to <a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-personnel-file-can-also-be-inspected-after-termination-of-employment\/\">View personnel file<\/a> - take advantage of this.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-b40d21c e-flex e-con-boxed e-con e-parent\" data-id=\"b40d21c\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-715e0e8 elementor-widget elementor-widget-global elementor-global-12813 elementor-widget-text-editor\" data-id=\"715e0e8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h4><span class=\"ez-toc-section\" id=\"Sofortkontakt_bei_Kundigung\"><\/span><span style=\"color: #ffffff;\">Immediate contact on cancellation<\/span><span class=\"ez-toc-section-end\"><\/span><\/h4><p>Call now<br \/><strong>Telephone: <a href=\"tel:+4922180187670\">0221 - 80 18 76 70<\/a><\/strong><br \/>Free initial assessment<br \/>Legal expenses insurance is accepted<br \/>Timely appointment<\/p><div id=\"gtx-trans\" style=\"position: absolute; left: 188px; top: 65.5312px;\"><div class=\"gtx-trans-icon\">\u00a0<\/div><\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-651eefe e-flex e-con-boxed e-con e-parent\" data-id=\"651eefe\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-e2ab15b elementor-widget elementor-widget-text-editor\" data-id=\"e2ab15b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2><span class=\"ez-toc-section\" id=\"Kundigungsarten_im_deutschen_Arbeitsrecht_%E2%80%93_Ein_Uberblick\"><\/span>Types of termination in German labour law - an overview<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Not every termination is the same. The type of cancellation determines which requirements must be met - and therefore your chances of successfully taking legal action against it.<\/p><h3><span class=\"ez-toc-section\" id=\"Kundigungsarten_im_Vergleich\"><\/span>Comparison of cancellation types<span class=\"ez-toc-section-end\"><\/span><\/h3><table width=\"602\" cellspacing=\"0\" cellpadding=\"7\"><thead><tr valign=\"top\"><td align=\"center\" width=\"170\" height=\"19\"><b>Kind<\/b><\/td><td align=\"center\" width=\"108\"><b>Cancellation period<\/b><\/td><td align=\"center\" width=\"281\"><b>Prerequisite<\/b><\/td><\/tr><\/thead><tbody><tr valign=\"top\"><td width=\"170\" height=\"19\">Ordinary cancellation<\/td><td width=\"108\">Yes (\u00a7 622 BGB)<\/td><td width=\"281\">Social justification (if KSchG applies)<\/td><\/tr><tr valign=\"top\"><td width=\"170\" height=\"37\">Extraordinary (without notice)<\/td><td width=\"108\">No (immediately)<\/td><td width=\"281\">Important reason (\u00a7 626 BGB)<\/td><\/tr><tr valign=\"top\"><td width=\"170\" height=\"37\">Change notice<\/td><td width=\"108\">Yes<\/td><td width=\"281\">Cancellation + offer of changed conditions<\/td><\/tr><tr valign=\"top\"><td width=\"170\" height=\"19\">Suspicious dismissal<\/td><td width=\"108\">Yes or no<\/td><td width=\"281\">Urgent suspicion + prior hearing<\/td><\/tr><\/tbody><\/table><table width=\"568\" cellspacing=\"0\" cellpadding=\"7\"><thead><tr valign=\"top\"><td align=\"center\" width=\"166\" height=\"19\"><b>By reason for cancellation<\/b><\/td><td align=\"center\" width=\"113\"><b>Cancellation period<\/b><\/td><td align=\"center\" width=\"246\"><b>Prerequisite<\/b><\/td><\/tr><\/thead><tbody><tr valign=\"top\"><td width=\"166\" height=\"19\">Behavioural<\/td><td width=\"113\">Yes<\/td><td width=\"246\">Breach of duty + as a rule. <a href=\"https:\/\/www.mth-partner.de\/en\/receive-a-warning-letter-your-rights-as-an-employee-in-cologne\/\">Warning letter<\/a><\/td><\/tr><tr valign=\"top\"><td width=\"166\" height=\"19\">Operational<\/td><td width=\"113\">Yes<\/td><td width=\"246\">Elimination of job + social selection<\/td><\/tr><tr valign=\"top\"><td width=\"166\" height=\"19\">Personnel-related<\/td><td width=\"113\">Yes<\/td><td width=\"246\">Negative prognosis (e.g. illness)<\/td><\/tr><\/tbody><\/table><h3><span class=\"ez-toc-section\" id=\"Ordentliche_Kundigung\"><\/span>Ordinary cancellation<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Ordinary termination is the rule. The employment relationship is terminated in compliance with the statutory or contractual notice period. The employer does not have to state a reason in the letter of dismissal - however, he must explain and prove the social justification in court if the Dismissal Protection Act applies.<\/p><p><b>Statutory notice periods according to \u00a7 622 BGB:<\/b><\/p><p><img decoding=\"async\" class=\"aligncenter wp-image-12761 size-full\" src=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_lxnjk1lxnjk1lxnj-ezgif.com-resize.webp\" alt=\"Better readability, Pinterest-ready\" width=\"800\" height=\"1071\" srcset=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_lxnjk1lxnjk1lxnj-ezgif.com-resize.webp 800w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_lxnjk1lxnjk1lxnj-ezgif.com-resize-224x300.webp 224w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_lxnjk1lxnjk1lxnj-ezgif.com-resize-765x1024.webp 765w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_lxnjk1lxnjk1lxnj-ezgif.com-resize-768x1028.webp 768w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_lxnjk1lxnjk1lxnj-ezgif.com-resize-9x12.webp 9w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/p><p><img decoding=\"async\" class=\"alignnone size-full wp-image-12770\" src=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_uyqvdyuyqvdyuyqv-ezgif.com-resize.webp\" alt=\"Interactive self-assessment\" width=\"800\" height=\"597\" srcset=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_uyqvdyuyqvdyuyqv-ezgif.com-resize.webp 800w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_uyqvdyuyqvdyuyqv-ezgif.com-resize-300x224.webp 300w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_uyqvdyuyqvdyuyqv-ezgif.com-resize-768x573.webp 768w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_uyqvdyuyqvdyuyqv-ezgif.com-resize-16x12.webp 16w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/p><p>\u00a0<\/p><p>Longer notice periods can be agreed for the employer in the employment contract or collective agreement. The notice period may not be longer for the employee than for the employer (Section 622 (6) BGB).<\/p><h3><span class=\"ez-toc-section\" id=\"Auserordentliche_fristlose_Kundigung\"><\/span>Extraordinary termination (without notice)<span class=\"ez-toc-section-end\"><\/span><\/h3><p><b>Definition:<\/b> Termination without notice (extraordinary) terminates the employment relationship immediately, without observing a notice period. The prerequisite is an \u201eimportant reason\u201c in accordance with Section 626 (1) BGB, which makes it unreasonable for the terminating party to continue the employment relationship even until the end of the notice period.<\/p><p>The employer must give notice within two weeks of becoming aware of the relevant facts (Section 626 (2) BGB).<\/p><p><b>Prerequisites for termination without notice:<\/b><\/p><ol><li>Good cause (Section 626 (1) BGB) - a serious breach of duty<\/li><li>Comprehensive balancing of interests - taking into account all circumstances of the individual case<\/li><li>Compliance with the 2-week period from full knowledge of the reason for cancellation<\/li><li>Proportionality - in many cases a prior warning is required<\/li><\/ol><p><b>Case study from practice: Termination without notice due to WhatsApp message<\/b><\/p><p><i>Client:<\/i> Warehouse worker, 8 years with the company, no warnings<\/p><p><i>Facts of the Case<\/i> The client had sent a WhatsApp message to his superior: \u201eYou're the worst boss I've ever had. You have no idea what you're doing.\u201c<\/p><p><i>Result:<\/i> The dismissal was contested before the Cologne Labour Court. At the conciliation hearing, the parties agreed on a settlement: termination of the employment relationship with a severance payment of 1.5 gross monthly salaries per year of employment - totalling 48,000 euros with a gross salary of 4,000 euros.<\/p><p><i>Why was that possible?<\/i> The employer had not issued a prior warning. In the case of an insult of this severity - annoying, but not defamatory in the criminal sense - a warning would have been necessary as a milder measure.<\/p><p>Continuing: <a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-the-employee-should-also-remain-polite-when-communicating-with-the-employer-via-whatsapp\/\">WhatsApp communication with the employer<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9ac31c6 elementor-widget elementor-widget-text-editor\" data-id=\"9ac31c6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><b>Typical reasons for termination without notice:<\/b><\/p>\n<p>Not all misconduct justifies termination without notice. Examples from case law:<\/p>\n<p><b>Termination without notice was effective:<\/b><\/p>\n<ul>\n    <li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-termination-due-to-serious-working-time-fraud-and-reimbursement-of-detective-costs\/\">Serious working time fraud with detective costs<\/a><\/li>\n    <li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-refusal-to-wear-a-face-mask-leads-to-extraordinary-dismissal\/\">Refusal to wear a mouth and nose protector<\/a><\/li>\n    <li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-xing-profile-extraordinary-termination-due-to-competitive-activity\/\">XING profile with competitive activity<\/a><\/li>\n    <li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-extraordinary-termination-due-to-secret-recording-of-a-staff-interview\/\">Secret recording of a staff appraisal<\/a><\/li>\n    <li><a href=\"https:\/\/www.mth-partner.de\/en\/german-employment-law-extraordinary-termination-due-to-threatening-the-employees-supervisor\/\">Threat to the superior<\/a><\/li>\n<\/ul>\n<p><b>Termination without notice was invalid:<\/b><\/p>\n<ul>\n    <li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-extraordinary-dismissal-of-a-sleeping-nurse-ineffective\/\">Sleeping nurse - missing warning<\/a><\/li>\n    <li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-extraordinary-dismissal-unjustified-due-to-long-period-of-employment-without-complaints\/\">Long period of employment without complaints<\/a><\/li>\n    <li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-no-dismissal-without-notice-due-to-repeated-handling-of-private-matters\/\">Private matters during working hours<\/a><\/li>\n    <li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-insulting-your-superior-as-a-colleagues-pig-does-not-entitle-you-to-dismissal\/\">Insult as \u201ecolleague pig\u201c<\/a><\/li>\n<\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4987bea elementor-widget elementor-widget-text-editor\" data-id=\"4987bea\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3><span class=\"ez-toc-section\" id=\"Verhaltensbedingte_Kundigung\"><\/span>Termination for behavioural reasons<span class=\"ez-toc-section-end\"><\/span><\/h3><p><b>Definition:<\/b> Termination for misconduct is due to culpable misconduct on the part of the employee. It generally requires a prior warning that makes the employee aware of their misconduct and gives them the opportunity to change their behaviour.<\/p><p><b>Prerequisites:<\/b><\/p><ol><li>Breach of duty from the employment contract<\/li><li>Fault (intent or negligence)<\/li><li>Previous warning for similar behaviour (as a rule)<\/li><li>Negative future prognosis (risk of recurrence)<\/li><li>Proportionality (ultima ratio)<\/li><\/ol><p><b>Typical reasons:<\/b><\/p><ul><li>Persistent refusal to work<\/li><li>Repeated unpunctuality despite warning<\/li><li>Unexcused absence<\/li><li>Insults from colleagues or superiors<\/li><li>Alcohol or drug consumption in the workplace (if controllable)<\/li><li>Violation of the company regulations<\/li><li>Taking unauthorised leave<\/li><\/ul><p><b>When is no warning necessary?<\/b><\/p><p>In exceptional cases, the employer may terminate the contract immediately:<\/p><ul><li>In the event of particularly serious breaches of duty in the area of trust (e.g. theft, embezzlement)<\/li><li>For criminal offences against the employer or colleagues<\/li><li>If a change in behaviour is not to be expected even after a warning<\/li><li>If the employee had to recognise from the outset that his or her behaviour would not be tolerated<\/li><\/ul><p><b>Practical experience:<\/b> In many cases of behaviour-related dismissals, there is no effective warning - either because no warning was issued at all, the warning is formally incorrect or the warned behaviour was not similar to the reason for dismissal.<\/p><p>Continuing:<\/p><ul><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-dismissal-for-conduct-related-reasons-is-only-justified-in-case-of-reproachable-breach-of-duty\/\">Termination for behavioural reasons only in the event of reproachable breach of duty<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/german-labor-law-basics-of-warnings-form-and-content\/\">Basic information on warnings - form and content<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-a-chief-physician-who-makes-private-calls-on-his-mobile-phone-during-an-operation-must-be-warned-before-being-dismissed-without-notice\/\">Chief physician must be warned before termination without notice<\/a><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ac771d6 elementor-widget elementor-widget-text-editor\" data-id=\"ac771d6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3><span class=\"ez-toc-section\" id=\"Betriebsbedingte_Kundigung_%E2%80%93_Wenn_der_Arbeitsplatz_wegfallt\"><\/span>Dismissal for operational reasons - when the job is lost<span class=\"ez-toc-section-end\"><\/span><\/h3><p><b>Definition:<\/b> A dismissal for operational reasons occurs if the job is lost due to urgent operational requirements and no further employment is possible. The employer must carry out a social selection and generally dismiss the employee least worthy of social protection among comparable employees.<\/p><p>Dismissals for operational reasons are common in difficult economic times. But it is also prone to errors - because the legal requirements are high.<\/p><p><b>The three requirements:<\/b><\/p><h4><span class=\"ez-toc-section\" id=\"1_Dringende_betriebliche_Erfordernisse\"><\/span>1. urgent operational requirements<span class=\"ez-toc-section-end\"><\/span><\/h4><p>The employer must prove that there is an urgent operational need that leads to the discontinuation of the employment requirement:<\/p><p>Internal reasons:<\/p><ul><li>Rationalisation measures<\/li><li>Restructuring or reorganisation<\/li><li>Automation of work processes<\/li><li>Closure of operating units or departments<\/li><li>Outsourcing of activities<\/li><\/ul><p>External reasons:<\/p><ul><li>Permanent decline in orders or slump in sales<\/li><li>Loss of customers or projects<\/li><li>Legal changes that reduce demand<\/li><\/ul><h4><span class=\"ez-toc-section\" id=\"2_Wegfall_des_Arbeitsplatzes_und_keine_Weiterbeschaftigung\"><\/span>2. loss of the job and no further employment<span class=\"ez-toc-section-end\"><\/span><\/h4><p>The employer must prove that:<\/p><ul><li>Your specific job is actually eliminated (not just renamed)<\/li><li>No comparable vacancy exists in the entire company - not even at other locations<\/li><li>Continued employment is not possible even after reasonable retraining or further training<\/li><\/ul><h4><span class=\"ez-toc-section\" id=\"3_Ordnungsgemase_Sozialauswahl\"><\/span>3. proper social selection<span class=\"ez-toc-section-end\"><\/span><\/h4><p>Social selection is the most frequent point of attack in the case of redundancies for operational reasons.<\/p><p>The employer must evaluate all employees with comparable work according to four statutory criteria (Section 1 (3) KSchG):<\/p><table width=\"544\" cellspacing=\"0\" cellpadding=\"7\"><thead><tr valign=\"top\"><td align=\"center\" width=\"210\" height=\"19\"><b>Criterion<\/b><\/td><td align=\"center\" width=\"305\"><b>Meaning<\/b><\/td><\/tr><\/thead><tbody><tr valign=\"top\"><td width=\"210\" height=\"19\">Length of service<\/td><td width=\"305\">Longer affiliation = more protection<\/td><\/tr><tr valign=\"top\"><td width=\"210\" height=\"19\">Age<\/td><td width=\"305\">Older employees = tend to have more protection<\/td><\/tr><tr valign=\"top\"><td width=\"210\" height=\"19\">Maintenance obligations<\/td><td width=\"305\">Married, children = more protection<\/td><\/tr><tr valign=\"top\"><td width=\"210\" height=\"19\">Severe disability<\/td><td width=\"305\">GdB from 50 or equalisation = more protection<\/td><\/tr><\/tbody><\/table><p>The employer must then generally dismiss the employee who is least worthy of protection according to these criteria.<\/p><p><b>Practical note:<\/b> Many redundancies for operational reasons fail due to incorrect social selection. Frequent errors: incorrect formation of the comparison group, arbitrary weighting of the criteria, no or insufficient documentation of the selection decision, unauthorised \u201eexclusion\u201c of top performers.<\/p><p>Continuing:<\/p><ul><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-new-decision-on-dismissal-for-operational-reasons-due-to-restructuring-measures-outsourcing\/\">Dismissal for operational reasons due to outsourcing<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/labor-law-does-the-failure-to-conduct-a-social-selection-process-render-the-dismissal-invalid\/\">Does the omission of a social selection lead to ineffectiveness?<\/a><\/li><\/ul><div id=\"gtx-trans\" style=\"position: absolute; left: 215px; top: 433.859px;\"><div class=\"gtx-trans-icon\">\u00a0<\/div><\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d1544fd elementor-widget elementor-widget-text-editor\" data-id=\"d1544fd\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3><span class=\"ez-toc-section\" id=\"Personenbedingte_Kundigung_%E2%80%93_Wenn_Sie_nicht_mehr_konnen\"><\/span>Termination for personal reasons - when you can no longer do it<span class=\"ez-toc-section-end\"><\/span><\/h3><p><b>Definition:<\/b> Dismissal for personal reasons occurs if the employee is no longer able to perform the work owed on a permanent basis due to personal characteristics or abilities - without being at fault. The most common case is dismissal due to illness.<\/p><p>Dismissal for personal reasons is not about misconduct. The employee is simply no longer able to work as stipulated in the employment contract.<\/p><p><b>Requirements for dismissal due to illness (4-step test according to BAG):<\/b><\/p><h4><span class=\"ez-toc-section\" id=\"Stufe_1_Negative_Gesundheitsprognose\"><\/span>Level 1: Negative health prognosis<span class=\"ez-toc-section-end\"><\/span><\/h4><p>The employer must demonstrate that significant sickness-related absences or performance restrictions are also to be expected in the future.<\/p><table width=\"602\" cellspacing=\"0\" cellpadding=\"7\"><thead><tr valign=\"top\"><td align=\"center\" width=\"239\" height=\"19\"><b>Case group<\/b><\/td><td align=\"center\" width=\"335\"><b>Forecast content<\/b><\/td><\/tr><\/thead><tbody><tr valign=\"top\"><td width=\"239\" height=\"19\">Long-term illness<\/td><td width=\"335\">No improvement recognisable in the foreseeable future<\/td><\/tr><tr valign=\"top\"><td width=\"239\" height=\"37\">Frequent short-term illnesses<\/td><td width=\"335\">Risk of recurrence due to the nature of the diseases<\/td><\/tr><tr valign=\"top\"><td width=\"239\" height=\"37\">Permanent incapacity for work<\/td><td width=\"335\">Employee will probably never be able to work again<\/td><\/tr><tr valign=\"top\"><td width=\"239\" height=\"37\">Reduced performance due to illness<\/td><td width=\"335\">Permanently significantly reduced performance<\/td><\/tr><\/tbody><\/table><h4><span class=\"ez-toc-section\" id=\"Stufe_2_Erhebliche_Beeintrachtigung_betrieblicher_Interessen\"><\/span>Level 2: Significant impairment of operational interests<span class=\"ez-toc-section-end\"><\/span><\/h4><p>The employer must prove that the absences or performance restrictions significantly affect the business:<\/p><ul><li>Operational disruptions: Constant search for replacements, overloading of colleagues, unplannable assignments<\/li><li>Economic burden: Significant continued remuneration costs over a longer period of time<\/li><\/ul><p>There are no rigid thresholds. The decisive factor is an overall assessment of the individual case.<\/p><h4><span class=\"ez-toc-section\" id=\"Stufe_3_Interessenabwagung\"><\/span>Stage 3: Weighing of interests<span class=\"ez-toc-section-end\"><\/span><\/h4><p>The court weighs up the interests: Length of service, age of the employee and opportunities on the labour market, cause of the illness (work-related?), family situation and maintenance obligations.<\/p><h4><span class=\"ez-toc-section\" id=\"Stufe_4_Kein_milderes_Mittel_Ultima_Ratio\"><\/span>Level 4: No milder remedy (last resort)<span class=\"ez-toc-section-end\"><\/span><\/h4><p>Dismissal must be the last resort. The employer must check beforehand:<\/p><ul><li>Workplace adapted to your condition: Is there another job that you can do despite your limitations?<\/li><li>Redesigning the workplace: Can technical aids or organisational adjustments help?<\/li><li>BEM carried out?<\/li><\/ul><h4><span class=\"ez-toc-section\" id=\"Das_Betriebliche_Eingliederungsmanagement_BEM\"><\/span>Company integration management (BEM)<span class=\"ez-toc-section-end\"><\/span><\/h4><p>If you have been unfit for work for more than six weeks without interruption or repeatedly within a year, the employer is obliged to offer a BEM (Section 167 (2) SGB IX).<\/p><p>Consequence of failure to carry out BEM: The dismissal is not automatically invalid. However, the employer must then comprehensively demonstrate that a BEM would not have enabled continued employment. In practice, this increased burden of proof often leads to the failure of the dismissal.<\/p><p><b>Other personal reasons for termination:<\/b><\/p><ul><li>Loss of driving licence (for professional drivers)<\/li><li>Missing or cancelled work permit<\/li><li>Longer imprisonment<\/li><li>Loss of a required professional licence (e.g. licence to practise)<\/li><\/ul><p>Continuing:<\/p><ul><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-alcohol-related-incapacity-for-work-does-not-exclude-entitlement-to-continued-payment-of-remuneration\/\">Incapacity for work due to alcohol addiction - no exclusion of continued payment of remuneration<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-dismissal-due-to-alcoholism-is-to-be-assessed-according-to-the-principles-for-dismissal-due-to-illness\/\">Cancellation due to alcohol addiction<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-foreign-certificates-of-incapacity-for-work-must-meet-german-requirements-to-be-valid\/\">Foreign AU certificates<\/a><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a4be112 elementor-widget elementor-widget-text-editor\" data-id=\"a4be112\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h3><span class=\"ez-toc-section\" id=\"Verdachtskundigung_%E2%80%93_Der_Sonderfall\"><\/span>Suspicious dismissal - the special case<span class=\"ez-toc-section-end\"><\/span><\/h3><p><b>Definition:<\/b> In the case of dismissal on suspicion, the reason for dismissal is not the offence itself, but the urgent suspicion of a serious breach of duty. The employment relationship is therefore terminated even though the offence has not been proven.<\/p><p>Special feature: The employer must hear the employee before the dismissal and give them the opportunity to comment. If the employer fails to do so, the dismissal on suspicion is generally invalid.<\/p><p><b>The requirements in detail:<\/b><\/p><ol><li>Objective facts that substantiate the suspicion - mere rumours or assumptions are not sufficient<\/li><li>Strong suspicion - high probability, not just possibility of the offence<\/li><li>Serious breach of duty - typically a criminal offence or comparable serious misconduct<\/li><li>Proper consultation of the employee prior to dismissal<\/li><li>Reasonable time limit for comment - what is reasonable depends on the individual case<\/li><li>Proportionality - balancing of interests taking into account all circumstances<\/li><\/ol><p><b>Common mistakes made by the employer:<\/b><\/p><ul><li>No or insufficient consultation<\/li><li>Hearing only after the decision to terminate has already been made<\/li><li>Excessively short deadline for comment without objective reason<\/li><li>Suspicion not communicated with sufficient specificity<\/li><li>Hasty cancellation without sufficient own investigation<\/li><\/ul><p>Continuing:<\/p><ul><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-a-dismissal-on-suspicion-is-only-possible-if-strict-conditions-are-met-only-if-there-are-strong-grounds-for-suspicion-and-the-facts-of-the-case-have-been-properly-clarified\/\">Suspicious dismissal only possible under strict conditions<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-unfair-dismissal-action-against-a-suspected-dismissal-successful\/\">Successful dismissal protection action against suspected dismissal<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-termination-on-suspicion-of-wrongdoing-necessity-of-a-reasonable-period-of-time-for-a-hearing\/\">Suspicious dismissal: Reasonable period of time required for hearing<\/a><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2fc06e4 elementor-widget elementor-widget-text-editor\" data-id=\"2fc06e4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2><span class=\"ez-toc-section\" id=\"Wann_ist_eine_Kundigung_unwirksam_%E2%80%93_Ihre_Chancen\"><\/span>When is a cancellation invalid? - Your chances<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Not every dismissal is lawful. There are numerous reasons why a dismissal may be invalid - from formal errors and procedural defects to special protection against dismissal.<\/p><h3><span class=\"ez-toc-section\" id=\"Schnell-Check_Ist_Ihre_Kundigung_moglicherweise_unwirksam\"><\/span>Quick check: Is your cancellation possibly invalid?<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Check the following points:<\/p><table width=\"602\" cellspacing=\"0\" cellpadding=\"7\"><thead><tr><td align=\"center\" valign=\"top\" width=\"588\" height=\"19\"><b>Checkpoint<\/b><\/td><\/tr><\/thead><tbody><tr><td valign=\"top\" width=\"588\" height=\"19\">The cancellation was delivered by e-mail, fax or WhatsApp<\/td><\/tr><tr><td valign=\"top\" width=\"588\" height=\"19\">The cancellation does not bear a handwritten signature<\/td><\/tr><tr><td valign=\"top\" width=\"588\" height=\"37\">The notice of cancellation was signed by a representative without an enclosed power of attorney<\/td><\/tr><tr><td valign=\"top\" width=\"588\" height=\"19\">You are pregnant or on parental leave<\/td><\/tr><tr><td valign=\"top\" width=\"588\" height=\"19\">You are severely disabled (GdB from 50) or equivalent<\/td><\/tr><tr><td valign=\"top\" width=\"588\" height=\"19\">You are a member of the works council or an election candidate<\/td><\/tr><tr><td valign=\"top\" width=\"588\" height=\"19\">The works council was not or not properly consulted<\/td><\/tr><tr><td valign=\"top\" width=\"588\" height=\"37\">In the event of dismissal for operational reasons: Colleagues with a shorter period of employment were not dismissed<\/td><\/tr><tr><td valign=\"top\" width=\"588\" height=\"19\">You were not warned prior to a behavioural dismissal<\/td><\/tr><\/tbody><\/table><p>If one or more of these points apply, your cancellation may be invalid.<\/p><h3><span class=\"ez-toc-section\" id=\"Formfehler\"><\/span>Formal error<span class=\"ez-toc-section-end\"><\/span><\/h3><p><b>Written form requirement (\u00a7 623 BGB):<\/b><\/p><p>A cancellation must be made in writing. This means<\/p><ul><li>On paper (not electronic)<\/li><li>With the personal signature of the person giving notice of cancellation (no copy, no facsimile, no scanned signature)<\/li><\/ul><p>The following are invalid: E-mail (also with qualified electronic signature), fax, SMS, WhatsApp or other messenger, verbal cancellation.<\/p><p><b>Rejection due to lack of authorisation (Section 174 BGB):<\/b><\/p><p>If the notice of termination is not signed by a legal representative (e.g. managing director of a GmbH), but by an authorised representative, a power of attorney must be attached.<\/p><p>Exceptions - no authorisation required for:<\/p><ul><li>Authorised signatories (have legal power of representation in accordance with \u00a7 49 HGB)<\/li><li>Persons whose authorisation to terminate was known to you (e.g. long-standing personnel manager)<\/li><\/ul><p>If no power of attorney is enclosed and there is no exception, you can reject the cancellation immediately. \u201eImmediately\u201c means: without undue delay, usually on the same or next day.<\/p><p><b>Practical tip:<\/b> Was your notice of termination signed by a person not known to you as an authorised representative? Check immediately whether a power of attorney was enclosed. If not: Reject the cancellation immediately in writing - preferably on the same day by e-mail followed by a registered letter.<\/p><h3><span class=\"ez-toc-section\" id=\"Betriebsratsanhorung_%C2%A7_102_BetrVG\"><\/span>Works council consultation (\u00a7 102 BetrVG)<span class=\"ez-toc-section-end\"><\/span><\/h3><p>If there is a works council in your company, the employer must consult it before any dismissal. A dismissal without proper consultation is invalid.<\/p><p><b>The employer must inform the works council:<\/b><\/p><ul><li>Name and social data of the employee to be dismissed<\/li><li>Type of cancellation (ordinary or extraordinary)<\/li><li>Reasons for cancellation (complete and truthful)<\/li><li>Cancellation period<\/li><\/ul><p><b>Common mistakes:<\/b><\/p><ul><li>Works council was not consulted at all<\/li><li>Consultation was incomplete (important reasons for termination not communicated)<\/li><li>Dismissal was pronounced before the works council's comment period expired<\/li><\/ul><h3><span class=\"ez-toc-section\" id=\"Sonderkundigungsschutz\"><\/span>Special protection against dismissal<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Certain groups of people enjoy special protection against dismissal. Dismissal without observing these protective provisions is invalid.<\/p><table width=\"602\" cellspacing=\"0\" cellpadding=\"7\"><thead><tr valign=\"top\"><td align=\"center\" width=\"146\" height=\"19\"><b>Group of people<\/b><\/td><td align=\"center\" width=\"130\"><b>Protection regulation<\/b><\/td><td align=\"center\" width=\"283\"><b>Special feature<\/b><\/td><\/tr><\/thead><tbody><tr valign=\"top\"><td width=\"146\" height=\"55\">Pregnant women<\/td><td width=\"130\">\u00a7 17 MuSchG<\/td><td width=\"283\">Prohibition of dismissal from the beginning of pregnancy until 4 months after delivery<\/td><\/tr><tr valign=\"top\"><td width=\"146\" height=\"37\">Parental leave<\/td><td width=\"130\">\u00a7 18 BEEG<\/td><td width=\"283\">Protection from the time of application (max. 8 weeks before start) and during parental leave<\/td><\/tr><tr valign=\"top\"><td width=\"146\" height=\"37\">Severely disabled persons<\/td><td width=\"130\">\u00a7 SECTION 168 SGB IX<\/td><td width=\"283\">Approval of the integration office required before notice of termination is given<\/td><\/tr><tr valign=\"top\"><td width=\"146\" height=\"19\">Equals<\/td><td width=\"130\">\u00a7 SECTION 168 SGB IX<\/td><td width=\"283\">GdB 30-50 with equalisation notice<\/td><\/tr><tr valign=\"top\"><td width=\"146\" height=\"55\">Works Council members<\/td><td width=\"130\">\u00a7\u00a7 Sections 15 KSchG, 103 BetrVG<\/td><td width=\"283\">Ordinary termination excluded; extraordinary termination only with the consent of the works council<\/td><\/tr><tr valign=\"top\"><td width=\"146\" height=\"37\">Election candidates<\/td><td width=\"130\">\u00a7 Section 15 (3) KSchG<\/td><td width=\"283\">Protection from the date of nomination until 6 months after the election result<\/td><\/tr><tr valign=\"top\"><td width=\"146\" height=\"37\">Data protection officer<\/td><td width=\"130\">\u00a7 Section 6 (4) BDSG<\/td><td width=\"283\">Ordinary cancellation excluded; protection takes effect 1 year after<\/td><\/tr><tr valign=\"top\"><td width=\"146\" height=\"37\">Apprentices<\/td><td width=\"130\">\u00a7 22 BBiG<\/td><td width=\"283\">After probationary period only extraordinary termination for good cause<\/td><\/tr><\/tbody><\/table><p><b>Note for pregnant women:<\/b> Protection against dismissal begins from the first day of pregnancy - even if you are not yet aware of it yourself. If you find out about your pregnancy after you have been dismissed, you must inform your employer immediately, but at the latest within two weeks of receiving the notice of dismissal (Section 17 (1) sentence 1 MuSchG).<\/p><p>Continuing:<\/p><ul><li><a href=\"https:\/\/www.mth-partner.de\/en\/labor-law-special-protection-against-dismissal-regulated-in-the-maternity-protection-act-for-in-vitro-fertilization\/\">Special protection against dismissal for in vitro fertilisation<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/lag-koeln-kein-kuendigungsschutz-bei-unzureichender-mitteilung-der-schwangerschaft\/\">No protection against dismissal in the event of insufficient notification of pregnancy<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/labor-law-the-lawsuit-for-protection-against-dismissal-and-the-appeal-of-the-approval-notice-from-the-integration-office\/\">Action for protection against dismissal and appeal against the approval decision of the integration office<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-termination-of-a-severely-disabled-person-during-the-probationary-period-contrary-to-european-law\/\">Dismissal of severely disabled persons during probationary period contrary to European law<\/a><\/li><\/ul><h3><span class=\"ez-toc-section\" id=\"Verstos_gegen_das_Kundigungsschutzgesetz\"><\/span>Violation of the Protection against Dismissal Act<span class=\"ez-toc-section-end\"><\/span><\/h3><p>The Dismissal Protection Act is your most important protection against socially unjustified dismissals.<\/p><p><b>When does the KSchG apply?<\/b><\/p><p>The Dismissal Protection Act applies if:<\/p><ol><li>The company regularly employs more than ten employees (Section 23 (1) KSchG)<ul><li>Trainees do not count<\/li><li>Part-time employees are counted pro rata (up to 20 hours\/week = 0.5; up to 30 hours\/week = 0.75)<\/li><\/ul><\/li><li>your employment relationship has existed for more than six months without interruption (Section 1 (1) KSchG)<\/li><\/ol><p>If the KSchG applies, every ordinary dismissal must be socially justified.<\/p><p><b>Protection against dismissal in small businesses<\/b><\/p><p>The KSchG does not apply to small companies (ten or fewer full-time equivalent employees). But even here you are not completely defenceless:<\/p><ul><li>Special protection against dismissal applies without restriction (pregnancy, severe disability, etc.)<\/li><li>Prohibition of discrimination under the AGG<\/li><li>Prohibition of measures (\u00a7 612a BGB)<\/li><li>Protection against immoral termination (\u00a7 138 BGB)<\/li><li>Requirement to show consideration for the interests of long-standing employees<\/li><\/ul><p>Continuing:<\/p><ul><li style=\"list-style-type: none\"><ul><li><a href=\"https:\/\/www.mth-partner.de\/en\/labor-law-the-applicability-of-the-dismissal-protection-act-and-protection-against-dismissal-in-small-businesses\/\">Applicability of the KSchG and protection against dismissal in small companies<\/a><\/li><\/ul><\/li><\/ul><p>\u00a0<\/p><div id=\"gtx-trans\" style=\"position: absolute; left: 42px; top: 4722.55px;\"><div class=\"gtx-trans-icon\">\u00a0<\/div><\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a8184a2 elementor-widget elementor-widget-text-editor\" data-id=\"a8184a2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2><span class=\"ez-toc-section\" id=\"Die_Kundigungsschutzklage_vor_dem_Arbeitsgericht_Koln\"><\/span>The action for protection against dismissal before the Cologne Labour Court<span class=\"ez-toc-section-end\"><\/span><\/h2><p>If you wish to take legal action against your dismissal, you must file an action for protection against dismissal with the labour court - within the three-week period.<\/p><h3><span class=\"ez-toc-section\" id=\"Das_Arbeitsgericht_Koln_%E2%80%93_Praktische_Informationen\"><\/span>The Cologne Labour Court - Practical information<span class=\"ez-toc-section-end\"><\/span><\/h3><table width=\"566\" cellspacing=\"0\" cellpadding=\"7\"><thead><tr valign=\"top\"><td align=\"center\" width=\"226\" height=\"19\"><b>Information<\/b><\/td><td align=\"center\" width=\"311\"><b>details<\/b><\/td><\/tr><\/thead><tbody><tr valign=\"top\"><td width=\"226\" height=\"19\">Address<\/td><td width=\"311\">Bl\u00fccherstra\u00dfe 1-3, 50733 Cologne-Nippes<\/td><\/tr><tr valign=\"top\"><td width=\"226\" height=\"19\">Location<\/td><td width=\"311\">Underground line 12\/15, stop \u201eFlorastra\u00dfe\u201c<\/td><\/tr><tr valign=\"top\"><td width=\"226\" height=\"19\">Typical duration until conciliation hearing<\/td><td width=\"311\">2-4 weeks after filing the lawsuit<\/td><\/tr><tr valign=\"top\"><td width=\"226\" height=\"19\">Typical duration until chamber appointment<\/td><td width=\"311\">3-6 months (if no settlement in the conciliation hearing)<\/td><\/tr><\/tbody><\/table><h3><span class=\"ez-toc-section\" id=\"Ablauf_des_Verfahrens\"><\/span>Course of the procedure<span class=\"ez-toc-section-end\"><\/span><\/h3><p>\u00a0<\/p><p><b>1. filing a lawsuit (within the 3-week period)<\/b><\/p><p>The action is filed with the labour court. The labour court at the employer's registered office or place of work has local jurisdiction.<\/p><p><b>2nd conciliation hearing (approx. 2-4 weeks after filing the lawsuit)<\/b><\/p><p>The first appointment is the conciliation hearing before the chairman alone. The aim is to reach an amicable settlement.<\/p><ul><li>The Chairman discusses the state of affairs and the dispute<\/li><li>It provides a preliminary assessment of the prospects of success<\/li><li>In most cases, a settlement is proposed<\/li><\/ul><p>There is no obligation to be represented by a lawyer at the conciliation hearing. However, legal representation is strongly recommended.<\/p><p><b>3rd chamber hearing (if no agreement is reached)<\/b><\/p><p>If no agreement is reached at the conciliation hearing, a chamber hearing is scheduled - typically three to six months later.<\/p><ul><li>Hearing before the full chamber (1 professional judge + 2 honorary judges)<\/li><li>Taking of evidence (examination of witnesses, submission of documents)<\/li><li>Judgement or comparison<\/li><\/ul><h3><span class=\"ez-toc-section\" id=\"Erfolgschancen\"><\/span>Chances of success<span class=\"ez-toc-section-end\"><\/span><\/h3><p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-12775\" src=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_z1zek2z1zek2z1ze-ezgif.com-resize.webp\" alt=\"Course of the procedure\" width=\"800\" height=\"391\" srcset=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_z1zek2z1zek2z1ze-ezgif.com-resize.webp 800w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_z1zek2z1zek2z1ze-ezgif.com-resize-300x147.webp 300w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_z1zek2z1zek2z1ze-ezgif.com-resize-768x375.webp 768w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_z1zek2z1zek2z1ze-ezgif.com-resize-18x9.webp 18w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/p><p>The chances of success depend on the circumstances of the individual case. An insight into the firm's case statistics:<\/p><p><b>Results of dismissal protection proceedings (2020-2024):<\/b><\/p><table width=\"232\" cellspacing=\"0\" cellpadding=\"7\"><thead><tr valign=\"top\"><td align=\"center\" width=\"160\" height=\"19\"><b>Outcome<\/b><\/td><td align=\"center\" width=\"43\"><b>Share<\/b><\/td><\/tr><\/thead><tbody><tr valign=\"top\"><td width=\"160\" height=\"19\">Settlement with compensation<\/td><td width=\"43\">3\/4<\/td><\/tr><tr valign=\"top\"><td width=\"160\" height=\"19\">Continued employment<\/td><td width=\"43\">1\/8<\/td><\/tr><tr valign=\"top\"><td width=\"160\" height=\"19\">Lawsuit dismissed<\/td><td width=\"43\">1\/10<\/td><\/tr><tr valign=\"top\"><td width=\"160\" height=\"19\">Miscellaneous<\/td><td width=\"43\">1\/16<\/td><\/tr><\/tbody><\/table><p>Basis: 127 dismissal protection proceedings<\/p><p><b>Typical comparison contents:<\/b><\/p><ul><li>Termination of the employment relationship at a (often later) date<\/li><li>Severance pay (typically 0.5-1.5 gross monthly salaries per year of employment)<\/li><li>Qualified reference with a good rating<\/li><li>Irrevocable leave of absence with continued payment of remuneration<\/li><li>Regulations on residual leave and variable remuneration components<\/li><\/ul><p>Continuing:<\/p><ul><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-employees-right-to-employment-after-ineffective-dismissal\/\">Entitlement to employment after ineffective dismissal<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-termination-of-employment-current-case-law-strengthens-protection-against-dismissal\/\">LAG judgement strengthens protection against dismissal<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-protection-against-dismissal-despite-insolvency-what-employees-should-know-judgement-of-the-lag-hamm-2-sa-630-10\/\">Protection against dismissal despite insolvency<\/a><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a1f20ae elementor-widget elementor-widget-text-editor\" data-id=\"a1f20ae\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2><span class=\"ez-toc-section\" id=\"Kundigung_in_der_Probezeit_%E2%80%93_Ihre_Rechte\"><\/span>Termination during the probationary period - your rights<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Many employees believe that they can be dismissed without further ado during the probationary period. This is only true to a limited extent.<\/p><p><b>Myth:<\/b> \u201eI'm completely defenceless during the trial period.\u201c<\/p><p><b>Reality:<\/b> You also have rights during the probationary period:<\/p><ul><li>Special protection against dismissal applies without restriction (pregnancy, severe disability)<\/li><li>Prohibition of discrimination under the AGG<\/li><li>Prohibition of measures (\u00a7 612a BGB)<\/li><li>Protection against immoral termination (\u00a7 138 BGB)<\/li><li>Works council consultation required (if works council exists)<\/li><\/ul><p><b>What is different during the probationary period?<\/b><\/p><ul><li>Shortened notice period: two weeks to any day (Section 622 (3) BGB)<\/li><li>KSchG does not yet apply: The 6-month waiting period is still running<\/li><li>No justification requirement<\/li><\/ul><p><b>When is it worth resisting during the probationary period?<\/b><\/p><ul><li>With special protection against dismissal - always<\/li><li>In the event of obvious discrimination<\/li><li>In the event of reprimand (e.g. dismissal immediately after a justified sick note)<\/li><li>In the event of immoral circumstances<\/li><\/ul><p>An ECJ judgement (2024) has significantly strengthened the protection for severely disabled persons during the probationary period: before dismissing an employee, the employer must check whether \u201ereasonable accommodation\u201c would enable continued employment.<\/p><p>Continuing:<\/p><ul><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-even-a-serious-accident-at-work-does-not-render-a-dismissal-in-breach-of-trust-during-the-probationary-period\/\">Work accident does not render probationary period termination in breach of trust<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-ineffectiveness-of-the-dismissal-of-a-severely-disabled-employee-during-the-probationary-period\/\">Invalidity of the dismissal of a severely disabled person during the probationary period<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-termination-of-a-severely-disabled-person-during-the-probationary-period-contrary-to-european-law\/\">Dismissal of severely disabled persons during probationary period contrary to European law<\/a><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1f58b70 elementor-widget elementor-widget-text-editor\" data-id=\"1f58b70\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2><span class=\"ez-toc-section\" id=\"Abfindung_%E2%80%93_Was_Ihnen_zusteht\"><\/span>Severance pay - What you are entitled to<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Severance pay is the topic that interests most clients the most.<\/p><h3><span class=\"ez-toc-section\" id=\"Wann_besteht_ein_Anspruch_auf_Abfindung\"><\/span>When is there an entitlement to severance pay?<span class=\"ez-toc-section-end\"><\/span><\/h3><p>There is no general statutory entitlement to severance pay in the event of dismissal. In most cases, severance pay is a matter for negotiation.<\/p><p><b>When is there a severance payment?<\/b><\/p><table width=\"602\" cellspacing=\"0\" cellpadding=\"7\"><thead><tr valign=\"top\"><td align=\"center\" width=\"302\" height=\"19\"><b>Situation<\/b><\/td><td align=\"center\" width=\"143\"><b>Claim?<\/b><\/td><td align=\"center\" width=\"115\"><b>Typical height<\/b><\/td><\/tr><\/thead><tbody><tr valign=\"top\"><td width=\"302\" height=\"37\">Settlement in unfair dismissal proceedings<\/td><td width=\"143\">A matter for negotiation<\/td><td width=\"115\">0.5-1.5 salaries\/year<\/td><\/tr><tr valign=\"top\"><td width=\"302\" height=\"37\">\u00a7 Section 1a KSchG (offer by the employer in the event of dismissal for operational reasons)<\/td><td width=\"143\">Yes, in case of waiver of action<\/td><td width=\"115\">0.5 Salaries\/year<\/td><\/tr><tr valign=\"top\"><td width=\"302\" height=\"37\">Social plan<\/td><td width=\"143\">Yes, according to the social plan formula<\/td><td width=\"115\">According to the social plan<\/td><\/tr><tr valign=\"top\"><td width=\"302\" height=\"37\">Cancellation judgement (\u00a7 9, 10 KSchG)<\/td><td width=\"143\">Yes, if unreasonable<\/td><td width=\"115\">Until 12\/15\/18 Salaries<\/td><\/tr><tr valign=\"top\"><td width=\"302\" height=\"19\">Cancellation agreement<\/td><td width=\"143\">A matter for negotiation<\/td><td width=\"115\">Very variable<\/td><\/tr><tr valign=\"top\"><td width=\"302\" height=\"19\">Employer cancellation without legal action<\/td><td width=\"143\">No<\/td><td width=\"115\">-<\/td><\/tr><\/tbody><\/table><h3><span class=\"ez-toc-section\" id=\"Berechnung_der_Abfindungshohe\"><\/span>Calculation of the amount of severance pay<span class=\"ez-toc-section-end\"><\/span><\/h3><p>There is no legal formula for the amount of severance pay (except for \u00a7 1a KSchG). However, a rule of thumb has been established:<\/p><p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-12776\" src=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_v2k1g2v2k1g2v2k1-ezgif.com-resize.webp\" alt=\"Calculation of the amount of severance pay\" width=\"800\" height=\"644\" srcset=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_v2k1g2v2k1g2v2k1-ezgif.com-resize.webp 800w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_v2k1g2v2k1g2v2k1-ezgif.com-resize-300x242.webp 300w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_v2k1g2v2k1g2v2k1-ezgif.com-resize-768x618.webp 768w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_v2k1g2v2k1g2v2k1-ezgif.com-resize-15x12.webp 15w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/><\/p><p><b>Rule of thumb:<\/b> Gross monthly salary \u00d7 years of employment \u00d7 factor<\/p><p>The factor is typically between 0.5 and 1.5.<\/p><p><b>Sample calculation:<\/b><\/p><ul><li>Salary: 4,000 euros gross<\/li><li>Length of service: 8 years<\/li><li>Factor: 0.75<\/li><li>Severance payment: 4,000 \u00d7 8 \u00d7 0.75 = 24,000 euros<\/li><\/ul><p><b>What influences the factor?<\/b><\/p><table width=\"554\" cellspacing=\"0\" cellpadding=\"7\"><thead><tr valign=\"top\"><td align=\"center\" width=\"261\" height=\"19\"><b>Factor increases with...<\/b><\/td><td align=\"center\" width=\"264\"><b>Factor decreases with...<\/b><\/td><\/tr><\/thead><tbody><tr valign=\"top\"><td width=\"261\" height=\"19\">Obviously ineffective cancellation<\/td><td width=\"264\">Clear misconduct on the part of the employee<\/td><\/tr><tr valign=\"top\"><td width=\"261\" height=\"19\">Special protection against dismissal<\/td><td width=\"264\">Weak legal position<\/td><\/tr><tr valign=\"top\"><td width=\"261\" height=\"19\">Long period of employment<\/td><td width=\"264\">Short period of employment<\/td><\/tr><tr valign=\"top\"><td width=\"261\" height=\"19\">Older age<\/td><td width=\"264\">Young age<\/td><\/tr><tr valign=\"top\"><td width=\"261\" height=\"19\">Good financial situation of the employer<\/td><td width=\"264\">Economic hardship, insolvency<\/td><\/tr><tr valign=\"top\"><td width=\"261\" height=\"19\">High specialisation<\/td><td width=\"264\">Easier to replace<\/td><\/tr><\/tbody><\/table><h3><span class=\"ez-toc-section\" id=\"Verhandlungstaktik_%E2%80%93_Funf_Hinweise_aus_der_Praxis\"><\/span>Negotiation tactics - five tips from practice<span class=\"ez-toc-section-end\"><\/span><\/h3><p><b>1. never sign immediately<\/b><\/p><p>Every cancellation agreement and every severance offer should be checked before signing.<\/p><p><b>2. the action for unfair dismissal is your negotiating lever<\/b><\/p><p>Without a lawsuit, you have no leverage. The lawsuit brings the employer to the negotiating table.<\/p><p><b>3. negotiate the overall package<\/b><\/p><p>It's not just the settlement amount that counts. Also think about: Job reference, leave of absence, termination date, payment date (tax optimisation), company car\/service mobile phone, non-competition clause.<\/p><p><b>4. consider blocking period for unemployment benefit<\/b><\/p><p>In the case of a cancellation agreement, there is always a risk of a blocking period. This can often be avoided by drafting the contract correctly.<\/p><p><b>5. get professional support<\/b><\/p><p>The costs of a lawyer are usually lower than the added value. If you have legal expenses insurance, there are usually no costs for you.<\/p><p>Continuing:<\/p><ul><li><a href=\"https:\/\/www.mth-partner.de\/en\/labor-law-the-calculationdetermination-of-the-amount-of-the-employees-severance-entitlement\/\">Calculating the amount of the severance payment claim<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/employment-law-a-waiver-of-claims-clause-in-a-termination-agreement-is-invalid-if-the-employer-was-not-entitled-to-seriously-consider-the-threatened-dismissal\/\">Waiver clause in cancellation agreement may be invalid<\/a><\/li><li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-passive-smoking-is-an-important-reason-excluding-the-period-of-suspension-of-the-employment-agency\/\">Important reason against blocking period<\/a><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c9acb1e elementor-widget elementor-widget-text-editor\" data-id=\"c9acb1e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2><span class=\"ez-toc-section\" id=\"Sonderfalle_der_Kundigung\"><\/span>Special cases of cancellation<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><span class=\"ez-toc-section\" id=\"Druckkundigung\"><\/span>Print cancellation<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>A pressurised dismissal occurs when the employer dismisses an employee because third parties (employees, customers, business partners) demand this and threaten consequences.<\/p>\n<p>The requirements are very strict (BAG): The employer must be threatened with considerable economic damage, it must have initially taken a protective stance against the employee and all other options must have been exhausted.<\/p>\n<p>Continuing: <a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-staff-demands-termination-of-an-employee-termination-is-unsuccessful\/\">Workforce demands dismissal - pressure dismissal fails<\/a><\/p>\n\n<h3><span class=\"ez-toc-section\" id=\"Kundigung_wegen_auserdienstlichen_Verhaltens\"><\/span>Termination due to off-duty behaviour<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><b>Principle:<\/b> Your private life is your private business.<\/p>\n<p><b>Exception:<\/b> If your off-duty behaviour has a concrete impact on the employment relationship (damage to reputation, destruction of trust, reference to professional activity).<\/p>\n<p>Continuing:<\/p>\n<ul>\n    <li><a href=\"https:\/\/www.mth-partner.de\/en\/labor-law-the-dismissal-of-an-employee-due-to-drug-dealing-during-their-free-time-can-be-lawful\/\">Dismissal for drug dealing during leisure time<\/a><\/li>\n    <li><a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-dismissal-for-off-duty-offence-of-crystal-meth-production-and-explosives\/\">Dismissal for manufacturing crystal meth<\/a><\/li>\n<\/ul>\n\n<h3><span class=\"ez-toc-section\" id=\"Kundigung_bei_Insolvenz_des_Arbeitgebers\"><\/span>Termination in the event of employer insolvency<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Special rules apply if the employer is insolvent:<\/p>\n<ul>\n    <li>Shortened notice period: The insolvency administrator can terminate the contract with three months' notice to the end of the month (Section 113 InsO)<\/li>\n    <li>KSchG continues to apply<\/li>\n    <li>Register claims: Outstanding salaries prior to the opening of insolvency proceedings must be registered in the insolvency table<\/li>\n    <li>Insolvency benefit: The employment agency pays the outstanding salary for the last three months before the opening of insolvency proceedings<\/li>\n<\/ul>\n<p>Continuing: <a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-protection-against-dismissal-despite-insolvency-what-employees-should-know-judgement-of-the-lag-hamm-2-sa-630-10\/\">Protection against dismissal despite insolvency<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ebbe44e elementor-widget elementor-widget-text-editor\" data-id=\"ebbe44e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2><span class=\"ez-toc-section\" id=\"Haufig_gestellte_Fragen_zur_Kundigung\"><\/span>Frequently asked questions about cancellation<span class=\"ez-toc-section-end\"><\/span><\/h2><h3><span class=\"ez-toc-section\" id=\"Wie_lange_habe_ich_Zeit_gegen_eine_Kundigung_zu_klagen\"><\/span>How long do I have to take legal action against a cancellation?<span class=\"ez-toc-section-end\"><\/span><\/h3><p>You have three weeks from receipt of the dismissal notice to file an action for protection against dismissal with the labour court (Section 4 KSchG). The period begins on the day after receipt. If you fail to do so, the dismissal is deemed effective by law.<\/p><h3><span class=\"ez-toc-section\" id=\"Muss_eine_Kundigung_begrundet_werden\"><\/span>Does a cancellation have to be justified?<span class=\"ez-toc-section-end\"><\/span><\/h3><p>In the cancellation letter itself: No, not in principle. The employer only has to explain and prove the reasons in the unfair dismissal proceedings. Exceptions: In the case of pregnant women, the reason for dismissal must be stated (Section 17 para. 2 sentence 2 MuSchG); the same applies to trainees after the probationary period (Section 22 para. 3 BBiG).<\/p><h3><span class=\"ez-toc-section\" id=\"Wie_hoch_ist_eine_typische_Abfindung\"><\/span>How much is a typical severance payment?<span class=\"ez-toc-section-end\"><\/span><\/h3><p>The rule of thumb is: 0.5 to 1.0 gross monthly salary per year of employment. The actual amount depends on the chances of success of the claim, length of service, age and other factors. There is no statutory entitlement - severance pay is a matter for negotiation.<\/p><p>Continuing: <a href=\"https:\/\/www.mth-partner.de\/en\/labor-law-the-calculationdetermination-of-the-amount-of-the-employees-severance-entitlement\/\">More about the severance payment calculation<\/a><\/p><h3><span class=\"ez-toc-section\" id=\"Muss_ich_vor_einer_Kundigung_abgemahnt_werden\"><\/span>Do I have to be warned before a cancellation?<span class=\"ez-toc-section-end\"><\/span><\/h3><p>A prior warning for similar behaviour is generally required in the event of termination for conduct-related reasons. This may not be necessary in the case of particularly serious breaches of duty. No warning is required for dismissals for operational or personal reasons.<\/p><p>Continuing: <a href=\"https:\/\/www.mth-partner.de\/en\/german-labor-law-basics-of-warnings-form-and-content\/\">Basic information on warnings<\/a><\/p><h3><span class=\"ez-toc-section\" id=\"Kann_eine_Kundigung_per_E-Mail_oder_WhatsApp_erfolgen\"><\/span>Can a cancellation be made by e-mail or WhatsApp?<span class=\"ez-toc-section-end\"><\/span><\/h3><p>No. Notice of termination must be given in writing (Section 623 BGB): on paper, with a handwritten signature. Cancellation by e-mail, fax, text message or WhatsApp is invalid.<\/p><h3><span class=\"ez-toc-section\" id=\"Bekomme_ich_eine_Sperrzeit_beim_Arbeitslosengeld\"><\/span>Do I get a blocking period for unemployment benefit?<span class=\"ez-toc-section-end\"><\/span><\/h3><p>In the event of termination by the employer, there is generally no risk of a blocking period. If you terminate your employment yourself or sign a cancellation agreement, a blocking period of up to twelve weeks may be imposed. Exception: you had an \u201eimportant reason\u201c for the termination.<\/p><p>Continuing: <a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-passive-smoking-is-an-important-reason-excluding-the-period-of-suspension-of-the-employment-agency\/\">Important reason against blocking period<\/a><\/p><h3><span class=\"ez-toc-section\" id=\"Kann_ich_gekundigt_werden_weil_ich_meinen_Vorgesetzten_auf_WhatsApp_beleidigt_habe\"><\/span>Can I be dismissed because I insulted my manager on WhatsApp?<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Yes, that is possible. Private WhatsApp messages to superiors or colleagues can also justify dismissal if they are offensive or threatening. Whether a dismissal without notice or an ordinary dismissal is justified depends on the seriousness of the statement and the circumstances. A prior warning is often required.<\/p><p>Continuing: <a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-the-employee-should-also-remain-polite-when-communicating-with-the-employer-via-whatsapp\/\">WhatsApp communication with the employer<\/a><\/p><h3><span class=\"ez-toc-section\" id=\"Darf_mein_Arbeitgeber_mich_wegen_meines_XING-_oder_LinkedIn-Profils_kundigen\"><\/span>Can my employer dismiss me because of my XING or LinkedIn profile?<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Under certain circumstances, yes. If your profile suggests a competitive activity or you label yourself as \u201eopen to offers\u201c and state a secondary activity that the employer was not aware of, this may be considered a breach of competition or breach of trust.<\/p><p>Continuing: <a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-xing-profile-extraordinary-termination-due-to-competitive-activity\/\">XING profile: Cancellation due to competitive activity<\/a><\/p><h3><span class=\"ez-toc-section\" id=\"Kann_ich_wegen_Verweigerung_einer_vom_Arbeitgeber_angeordneten_Masnahme_gekundigt_werden\"><\/span>Can I be dismissed for refusing a measure ordered by my employer?<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Yes, if the instruction is covered by the right to issue instructions and is reasonable. Persistent refusal of a lawful work instruction may justify dismissal.<\/p><p>Continuing: <a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-refusal-to-wear-a-face-mask-leads-to-extraordinary-dismissal\/\">Refusal to wear a mouth and nose protector<\/a><\/p><h3><span class=\"ez-toc-section\" id=\"Kann_ich_gekundigt_werden_weil_ich_ein_Gesprach_mit_meinem_Vorgesetzten_heimlich_aufgenommen_habe\"><\/span>Can I be dismissed because I secretly recorded a conversation with my superior?<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Yes, secretly recording a staff appraisal is a serious breach of trust and generally justifies termination without notice - even without prior warning. The recording also violates the personal rights of the conversation partners (\u00a7 201 StGB).<\/p><p>Continuing: <a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-extraordinary-termination-due-to-secret-recording-of-a-staff-interview\/\">Secret recording of a staff appraisal<\/a><\/p><h3><span class=\"ez-toc-section\" id=\"Ich_bin_schwerbehindert_und_wurde_in_der_Probezeit_gekundigt_%E2%80%93_habe_ich_Rechte\"><\/span>I am severely disabled and was dismissed during my probationary period - do I have any rights?<span class=\"ez-toc-section-end\"><\/span><\/h3><p>Yes, the ECJ ruled in 2024 that employers must also check during the probationary period whether reasonable precautions would enable continued employment. Dismissal without this assessment may be contrary to European law and therefore invalid.<\/p><p>Continuing: <a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-termination-of-a-severely-disabled-person-during-the-probationary-period-contrary-to-european-law\/\">Dismissal of severely disabled persons during probationary period contrary to European law<\/a><\/p><h3><span class=\"ez-toc-section\" id=\"Was_ist_wenn_der_Betriebsrat_nicht_angehort_wurde\"><\/span>What happens if the works council has not been consulted?<span class=\"ez-toc-section-end\"><\/span><\/h3><p>If there is a works council, it must be consulted prior to any dismissal (Section 102 BetrVG). A dismissal without proper consultation is invalid. Check whether there is a works council in your company and whether it has been properly involved.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1fd906d elementor-widget elementor-widget-text-editor\" data-id=\"1fd906d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2><span class=\"ez-toc-section\" id=\"Warum_Rechtsanwalt_Tieben\"><\/span>Why lawyer Tieben?<span class=\"ez-toc-section-end\"><\/span><\/h2><p><b>Rating:<\/b> 5.0 out of 5.0 on ProvenExpert (47 reviews)<\/p><p>\u201eMr Tieben handled my case with great competence and calm. In the end, I received a settlement that I am very happy with. Communication was always quick and clear. An absolute recommendation.\u201c - Client from Cologne, protection against dismissal 2024<\/p><p><a href=\"https:\/\/www.provenexpert.com\/mth-partner\/\">All reviews at ProvenExpert<\/a><\/p><p><b>Your advantages:<\/b><\/p><table width=\"599\" cellspacing=\"0\" cellpadding=\"7\"><thead><tr valign=\"top\"><td align=\"center\" width=\"236\" height=\"19\"><b>Performance<\/b><\/td><td align=\"center\" width=\"334\"><b>Meaning<\/b><\/td><\/tr><\/thead><tbody><tr valign=\"top\"><td width=\"236\" height=\"19\">15+ years of experience in labour law<\/td><td width=\"334\">Sound judgement and negotiating skills<\/td><\/tr><tr valign=\"top\"><td width=\"236\" height=\"19\">3\/4 settlement ratio with settlement<\/td><td width=\"334\">Verifiable results from 127 procedures<\/td><\/tr><tr valign=\"top\"><td width=\"236\" height=\"19\">Free initial assessment<\/td><td width=\"334\">You know where you stand beforehand<\/td><\/tr><tr valign=\"top\"><td width=\"236\" height=\"19\">Legal expenses insurance accepted<\/td><td width=\"334\">Often no costs for you<\/td><\/tr><tr valign=\"top\"><td width=\"236\" height=\"19\">Short-term appointments<\/td><td width=\"334\">Also within the 3-week period<\/td><\/tr><tr valign=\"top\"><td width=\"236\" height=\"19\">Personalised support<\/td><td width=\"334\">Your contact person: the lawyer himself<\/td><\/tr><\/tbody><\/table>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-6542b92 e-flex e-con-boxed e-con e-parent\" data-id=\"6542b92\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-9ffe9ab elementor-widget elementor-widget-text-editor\" data-id=\"9ffe9ab\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h2><span class=\"ez-toc-section\" id=\"Kontakt\"><\/span><span style=\"color: #ffffff;\">Contact us<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2><p>The 3-week deadline has expired. Act now.<\/p><p><b>Telephone:<\/b> <a href=\"tel:+4922180187670\"><u>0221 - 80 18 76 70<\/u><\/a> You can also reach our answering machine in the evening. We will call you back within 24 hours.<\/p><p><b>E-Mail:<\/b> <a href=\"mailto:info@mth-partner.de\">info@mth-partner.de<\/a> Describe your case - initial assessment free of charge.<\/p><p><b>Address:<\/b> Sachsenring 34, 50677 Cologne Easily accessible from Cologne Labour Court.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-cc180ce e-flex e-con-boxed e-con e-parent\" data-id=\"cc180ce\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-b638d3f elementor-widget elementor-widget-text-editor\" data-id=\"b638d3f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span lang=\"de-DE\"><i>Last update: December 2025<\/i><\/span> <span lang=\"de-DE\"><i>Author: Lawyer Helmer Tieben<\/i><\/span><\/p><p><span lang=\"de-DE\"><b>Note:<\/b><\/span><span lang=\"de-DE\"> This article is intended to provide general information and does not replace individual legal advice. Every case is different - have your situation checked by a lawyer.<\/span><\/p><p><a href=\"https:\/\/www.mth-partner.de\/en\/services\/employment-and-labour-law\/\">Lawyers in Cologne advise and represent you in labour law<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Eine K\u00fcndigung trifft Sie unerwartet. Pl\u00f6tzlich steht alles in Frage: Ihre finanzielle Sicherheit, Ihre berufliche Zukunft, Ihre Pl\u00e4ne. Das erlebe ich t\u00e4glich in meiner Praxis &#8211; in 15 Jahren als Rechtsanwalt f\u00fcr Arbeitsrecht in K\u00f6ln habe ich \u00fcber 500 Mandanten durch genau diese Situation begleitet. Die gute Nachricht: In etwa \u00be meiner K\u00fcndigungsschutzverfahren erziele ich [&hellip;]<\/p>\n","protected":false},"author":11,"featured_media":12750,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3628],"tags":[],"class_list":["post-12698","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-kuendigungen-kuendigungsschutz"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>K\u00fcndigung erhalten? Ihr 72-Stunden-Notfallplan - Rechtsanwaltskanzlei\u00a0Tieben<\/title>\n<meta name=\"description\" content=\"K\u00fcndigung erhalten? Rechtsanwalt Tieben: Sofort-Checkliste, Ihre Rechte, Abfindung verhandeln. 73% Erfolgsquote in K\u00f6ln. Kostenlose Ersteinsch\u00e4tzung.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.mth-partner.de\/en\/receive-your-72-hour-emergency-plan\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"K\u00fcndigung erhalten? Ihr 72-Stunden-Notfallplan - Rechtsanwaltskanzlei\u00a0Tieben\" \/>\n<meta property=\"og:description\" content=\"K\u00fcndigung erhalten? Rechtsanwalt Tieben: Sofort-Checkliste, Ihre Rechte, Abfindung verhandeln. 73% Erfolgsquote in K\u00f6ln. Kostenlose Ersteinsch\u00e4tzung.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.mth-partner.de\/en\/receive-your-72-hour-emergency-plan\/\" \/>\n<meta property=\"og:site_name\" content=\"Rechtsanwaltskanzlei\u00a0Tieben\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/profile.php?id=100054481000178\" \/>\n<meta property=\"article:published_time\" content=\"2025-12-16T18:21:30+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-01-08T08:52:40+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_x5s55x5s55x5s55x-ezgif.com-resize.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"655\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"author\" content=\"Rusudan Tsiskreli\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@mth_Tieben\" \/>\n<meta name=\"twitter:site\" content=\"@mth_Tieben\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Rusudan Tsiskreli\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"22 minutes\" \/>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Received notice of cancellation? Your 72-hour emergency plan - Rechtsanwaltskanzlei Tieben","description":"Received notice of termination? Lawyer Tieben: Immediate checklist, your rights, negotiating severance pay. 73% Success rate in Cologne. Free initial assessment.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.mth-partner.de\/en\/receive-your-72-hour-emergency-plan\/","og_locale":"en_GB","og_type":"article","og_title":"K\u00fcndigung erhalten? Ihr 72-Stunden-Notfallplan - Rechtsanwaltskanzlei\u00a0Tieben","og_description":"K\u00fcndigung erhalten? Rechtsanwalt Tieben: Sofort-Checkliste, Ihre Rechte, Abfindung verhandeln. 73% Erfolgsquote in K\u00f6ln. Kostenlose Ersteinsch\u00e4tzung.","og_url":"https:\/\/www.mth-partner.de\/en\/receive-your-72-hour-emergency-plan\/","og_site_name":"Rechtsanwaltskanzlei\u00a0Tieben","article_publisher":"https:\/\/www.facebook.com\/profile.php?id=100054481000178","article_published_time":"2025-12-16T18:21:30+00:00","article_modified_time":"2026-01-08T08:52:40+00:00","og_image":[{"width":1200,"height":655,"url":"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_x5s55x5s55x5s55x-ezgif.com-resize.webp","type":"image\/webp"}],"author":"Rusudan Tsiskreli","twitter_card":"summary_large_image","twitter_creator":"@mth_Tieben","twitter_site":"@mth_Tieben","twitter_misc":{"Written by":"Rusudan Tsiskreli","Estimated reading time":"22 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.mth-partner.de\/kuendigung-erhalten-ihr-72-stunden-notfallplan\/#article","isPartOf":{"@id":"https:\/\/www.mth-partner.de\/kuendigung-erhalten-ihr-72-stunden-notfallplan\/"},"author":{"name":"Rusudan Tsiskreli","@id":"https:\/\/www.mth-partner.de\/#\/schema\/person\/d2c459eabbef5b8fac48b56903a1352b"},"headline":"K\u00fcndigung erhalten? Ihr 72-Stunden-Notfallplan","datePublished":"2025-12-16T18:21:30+00:00","dateModified":"2026-01-08T08:52:40+00:00","mainEntityOfPage":{"@id":"https:\/\/www.mth-partner.de\/kuendigung-erhalten-ihr-72-stunden-notfallplan\/"},"wordCount":5081,"commentCount":0,"publisher":{"@id":"https:\/\/www.mth-partner.de\/#organization"},"image":{"@id":"https:\/\/www.mth-partner.de\/kuendigung-erhalten-ihr-72-stunden-notfallplan\/#primaryimage"},"thumbnailUrl":"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_x5s55x5s55x5s55x-ezgif.com-resize.webp","articleSection":["K\u00fcndigungen &amp; k\u00fcndigungsschutz"],"inLanguage":"en-GB","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/www.mth-partner.de\/kuendigung-erhalten-ihr-72-stunden-notfallplan\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/www.mth-partner.de\/kuendigung-erhalten-ihr-72-stunden-notfallplan\/","url":"https:\/\/www.mth-partner.de\/kuendigung-erhalten-ihr-72-stunden-notfallplan\/","name":"Received notice of cancellation? Your 72-hour emergency plan - Rechtsanwaltskanzlei Tieben","isPartOf":{"@id":"https:\/\/www.mth-partner.de\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.mth-partner.de\/kuendigung-erhalten-ihr-72-stunden-notfallplan\/#primaryimage"},"image":{"@id":"https:\/\/www.mth-partner.de\/kuendigung-erhalten-ihr-72-stunden-notfallplan\/#primaryimage"},"thumbnailUrl":"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_x5s55x5s55x5s55x-ezgif.com-resize.webp","datePublished":"2025-12-16T18:21:30+00:00","dateModified":"2026-01-08T08:52:40+00:00","description":"Received notice of termination? Lawyer Tieben: Immediate checklist, your rights, negotiating severance pay. 73% Success rate in Cologne. Free initial assessment.","breadcrumb":{"@id":"https:\/\/www.mth-partner.de\/kuendigung-erhalten-ihr-72-stunden-notfallplan\/#breadcrumb"},"inLanguage":"en-GB","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.mth-partner.de\/kuendigung-erhalten-ihr-72-stunden-notfallplan\/"]}]},{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/www.mth-partner.de\/kuendigung-erhalten-ihr-72-stunden-notfallplan\/#primaryimage","url":"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_x5s55x5s55x5s55x-ezgif.com-resize.webp","contentUrl":"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_x5s55x5s55x5s55x-ezgif.com-resize.webp","width":1200,"height":655,"caption":"K\u00fcndigung erhalten? Ihr 72-Stunden-Notfallplan"},{"@type":"BreadcrumbList","@id":"https:\/\/www.mth-partner.de\/kuendigung-erhalten-ihr-72-stunden-notfallplan\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.mth-partner.de\/"},{"@type":"ListItem","position":2,"name":"Arbeitsrecht","item":"https:\/\/www.mth-partner.de\/en\/category\/arbeitsrecht-rechtsanwalt\/"},{"@type":"ListItem","position":3,"name":"K\u00fcndigungen &amp; k\u00fcndigungsschutz","item":"https:\/\/www.mth-partner.de\/category\/arbeitsrecht-rechtsanwalt\/kuendigungen-kuendigungsschutz\/"},{"@type":"ListItem","position":4,"name":"K\u00fcndigung erhalten? Ihr 72-Stunden-Notfallplan"}]},{"@type":"WebSite","@id":"https:\/\/www.mth-partner.de\/#website","url":"https:\/\/www.mth-partner.de\/","name":"Law firm Tieben","description":"Lawyer Tieben \/ Law firm Cologne","publisher":{"@id":"https:\/\/www.mth-partner.de\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.mth-partner.de\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-GB"},{"@type":"Organization","@id":"https:\/\/www.mth-partner.de\/#organization","name":"Law firm Tieben","url":"https:\/\/www.mth-partner.de\/","logo":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/www.mth-partner.de\/#\/schema\/logo\/image\/","url":"https:\/\/www.mth-partner.de\/wp-content\/uploads\/logo.png","contentUrl":"https:\/\/www.mth-partner.de\/wp-content\/uploads\/logo.png","width":254,"height":52,"caption":"Rechtsanwaltskanzlei\u00a0Tieben"},"image":{"@id":"https:\/\/www.mth-partner.de\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/profile.php?id=100054481000178","https:\/\/x.com\/mth_Tieben","https:\/\/www.linkedin.com\/in\/helmer-tieben-09570226"]},{"@type":"Person","@id":"https:\/\/www.mth-partner.de\/#\/schema\/person\/d2c459eabbef5b8fac48b56903a1352b","name":"Rusudan Tsiskreli","image":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/secure.gravatar.com\/avatar\/aae86fe713f350bf29e8b863bdb1a530b7b9ab692c2b2be6c31bb39eb4fabfed?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/aae86fe713f350bf29e8b863bdb1a530b7b9ab692c2b2be6c31bb39eb4fabfed?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/aae86fe713f350bf29e8b863bdb1a530b7b9ab692c2b2be6c31bb39eb4fabfed?s=96&d=mm&r=g","caption":"Rusudan Tsiskreli"}}]}},"_links":{"self":[{"href":"https:\/\/www.mth-partner.de\/en\/wp-json\/wp\/v2\/posts\/12698","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.mth-partner.de\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.mth-partner.de\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.mth-partner.de\/en\/wp-json\/wp\/v2\/users\/11"}],"replies":[{"embeddable":true,"href":"https:\/\/www.mth-partner.de\/en\/wp-json\/wp\/v2\/comments?post=12698"}],"version-history":[{"count":69,"href":"https:\/\/www.mth-partner.de\/en\/wp-json\/wp\/v2\/posts\/12698\/revisions"}],"predecessor-version":[{"id":13022,"href":"https:\/\/www.mth-partner.de\/en\/wp-json\/wp\/v2\/posts\/12698\/revisions\/13022"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.mth-partner.de\/en\/wp-json\/wp\/v2\/media\/12750"}],"wp:attachment":[{"href":"https:\/\/www.mth-partner.de\/en\/wp-json\/wp\/v2\/media?parent=12698"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.mth-partner.de\/en\/wp-json\/wp\/v2\/categories?post=12698"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.mth-partner.de\/en\/wp-json\/wp\/v2\/tags?post=12698"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}