{"id":12835,"date":"2025-12-26T08:55:12","date_gmt":"2025-12-26T08:55:12","guid":{"rendered":"https:\/\/www.mth-partner.de\/?p=12835"},"modified":"2026-01-08T15:07:13","modified_gmt":"2026-01-08T15:07:13","slug":"abfindung-im-arbeitsrecht-was-ihnen-wirklich-zusteht","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/severance-pay-in-labour-law-what-you-are-really-entitled-to\/","title":{"rendered":"Severance pay in labour law - what you are really entitled to"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"12835\" class=\"elementor elementor-12835\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-aea057d e-flex e-con-boxed e-con e-parent\" data-id=\"aea057d\" 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-b641d63 elementor-widget elementor-widget-text-editor\" data-id=\"b641d63\" 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 style=\"font-weight: 400;\">Let me start with an uncomfortable truth: In Germany, there is no legal entitlement to a severance payment. Nevertheless, most of my clients in Cologne receive one - often significantly higher than the employer had originally offered.<\/span><\/p><p><span style=\"font-weight: 400;\">In my daily practice as a specialist lawyer for<\/span><a href=\"https:\/\/www.mth-partner.de\/en\/services\/employment-and-labour-law\/\"> <span style=\"font-weight: 400;\">Labour law in Cologne<\/span><\/a><span style=\"font-weight: 400;\"> I see time and again how employees accept severance payments that are too low or - even worse - allow the three-week deadline for filing a dismissal protection claim to pass. Both cost money.<\/span><\/p><p><span style=\"font-weight: 400;\">This guide shows you what you should really do after a dismissal or a cancellation agreement. No empty promises, but what I advise my own clients to do.<\/span><\/p><p><b>The most important facts in brief:<\/b><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">There is no statutory entitlement to severance pay - but there are many ways to negotiate one<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The rule of thumb is: 0.5 gross monthly salaries per year of employment<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">In practice, factors of 0.75 to 2.5 can be achieved<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Since 2025: One-fifth rule must be actively applied for in the tax return<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Cancellation agreements harbour considerable risks for unemployment benefits<\/span><\/li><\/ul><div id=\"gtx-trans\" style=\"position: absolute; left: 260px; top: -9px;\"><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-847fe17 elementor-widget elementor-widget-text-editor\" data-id=\"847fe17\" 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_haben_Sie_Anspruch_auf_eine_Abfindung\"><\/span>When are you entitled to a severance payment?<span class=\"ez-toc-section-end\"><\/span><\/h2><p><span style=\"font-weight: 400;\">The short answer: almost never. The longer answer explains why you still have a good chance.<\/span><\/p><p><span style=\"font-weight: 400;\">German labour law only recognises a few situations in which there is actually a legal entitlement to severance pay. In all other cases - and this is the overwhelming majority - severance pay is a matter for negotiation. And negotiations can be won.<\/span><\/p><p><span style=\"font-weight: 400;\">I see it every day in my law firm on Sachsenring: employees who believe they are not entitled to severance pay end up leaving the building with five-figure sums. The trick? They understand that the employer often has more to lose than they do.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Bei_Kundigung_durch_den_Arbeitgeber\"><\/span>In the event of termination by the employer<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">Here I differentiate between three constellations:<\/span><\/p><ol><li><h4><span class=\"ez-toc-section\" id=\"Abfindungsangebot_nach_%C2%A7_1a_KSchG\"><\/span>Severance payment offer in accordance with \u00a7 1a KSchG<span class=\"ez-toc-section-end\"><\/span><\/h4><\/li><\/ol><p><span style=\"font-weight: 400;\">In the case of dismissals for operational reasons, the employer can offer a severance payment in the letter of dismissal. The amount is set by law: 0.5 gross monthly salaries per year of employment. In return, the employee waives the right to sue for unfair dismissal.<\/span><\/p><p><span style=\"font-weight: 400;\">My honest assessment: This offer is rarely optimal. Employers typically use Section 1a KSchG if they are unsure whether their dismissal would stand up in court. This is precisely when it is worth taking legal action.<\/span><\/p><p><b>Case study from Cologne:<\/b><span style=\"font-weight: 400;\"> A sales manager (52 years old, 18 years with the company) was dismissed for operational reasons with an offer of \u20ac45,000 in accordance with Section 1a of the German Dismissal Protection Act (KSchG). Following an action for protection against dismissal and an analysis of the incorrect social selection, we reached an agreement of \u20ac112,000 before the Cologne Labour Court. The lawsuit was worth it.<\/span><\/p><ol start=\"2\"><li><h4><span class=\"ez-toc-section\" id=\"Gerichtlicher_Vergleich\"><\/span>Court settlement<span class=\"ez-toc-section-end\"><\/span><\/h4><\/li><\/ol><p><span style=\"font-weight: 400;\">The most common way to a severance payment. You file an action for unfair dismissal and a settlement is agreed at the conciliation hearing. The Cologne Labour Court enforces a settlement in around 65% of all dismissal protection claims.<\/span><\/p><p><span style=\"font-weight: 400;\">The advantage: the employer's position is weaker than it believes itself to be. Most dismissals contain formal or substantive errors that an experienced employment lawyer will recognise.<\/span><\/p><ol start=\"3\"><li><h4><span class=\"ez-toc-section\" id=\"Auflosungsantrag_nach_%C2%A7%C2%A7_9_10_KSchG\"><\/span>Application for cancellation according to \u00a7\u00a7 9, 10 KSchG<span class=\"ez-toc-section-end\"><\/span><\/h4><\/li><\/ol><p><span style=\"font-weight: 400;\">In rare cases, the court itself can set a severance payment - namely if the employment relationship was terminated unlawfully but it is unreasonable to expect it to continue. The maximum limits:<\/span><\/p><table><tbody><tr><td><b>Age<\/b><\/td><td><b>Length of service<\/b><\/td><td><b>Maximum severance payment<\/b><\/td><\/tr><tr><td><span style=\"font-weight: 400;\">Under 50<\/span><\/td><td><span style=\"font-weight: 400;\">Any<\/span><\/td><td><span style=\"font-weight: 400;\">12 monthly salaries<\/span><\/td><\/tr><tr><td><span style=\"font-weight: 400;\">Over 50<\/span><\/td><td><span style=\"font-weight: 400;\">At least 15 years<\/span><\/td><td><span style=\"font-weight: 400;\">15 monthly salaries<\/span><\/td><\/tr><tr><td><span style=\"font-weight: 400;\">Over 55<\/span><\/td><td><span style=\"font-weight: 400;\">At least 20 years<\/span><\/td><td><span style=\"font-weight: 400;\">18 monthly salaries<\/span><\/td><\/tr><\/tbody><\/table><h3><span class=\"ez-toc-section\" id=\"Bei_Aufhebungsvertrag\"><\/span>For cancellation agreement<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">There is no legal entitlement to severance pay in the case of a cancellation agreement. The payment is voluntary and serves to persuade you to sign the agreement.<\/span><\/p><p><span style=\"font-weight: 400;\">That sounds like a weak position for you - but it's not. Because if the employer offers a cancellation agreement, they have their reasons:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">He is unsure whether a cancellation would be effective<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">He would like to avoid notice periods<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">He shies away from the litigation risk<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">He does not want<\/span><a href=\"https:\/\/www.mth-partner.de\/en\/arbeitsrecht-rechtsanwalt\/arbeitsrecht-verhaltensbedingte-kundigung-ist-nur-bei-vorwerfbarer-pflichtverletzung-gerechtfertigt\/\"> <span style=\"font-weight: 400;\">Consult works council<\/span><\/a><span style=\"font-weight: 400;\"> must<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">In my Cologne law firm, I always tell clients: If you are presented with a cancellation agreement, first ask yourself why. The answer will determine your negotiating position.<\/span><\/p><p><b>Understanding the psychology of the cancellation agreement<\/b><\/p><p><span style=\"font-weight: 400;\">Employers do not offer termination agreements out of generosity. They do it because a termination would be riskier for them. This knowledge is your strongest negotiating card.<\/span><\/p><p><span style=\"font-weight: 400;\">Typical situations in which employers rely on cancellation agreements:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Change of leadership:<\/b><span style=\"font-weight: 400;\"> The new boss wants \u201ehis own team\u201c - but there are no grounds for dismissal<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Personal conflicts:<\/b><span style=\"font-weight: 400;\"> The chemistry is no longer right - but that doesn't justify cancellation<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Restructuring:<\/b><span style=\"font-weight: 400;\"> The position is to be filled differently - but the social selection is complicated<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Performance problems:<\/b><span style=\"font-weight: 400;\"> The employer is dissatisfied - but has never issued a warning<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">In all these cases, the employer knows that a dismissal would probably fail in court. That's why he prefers to pay.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Durch_Sozialplan_oder_Tarifvertrag\"><\/span>Through a social plan or collective agreement<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">Here you actually have an enforceable claim. Social compensation plans are negotiated between the employer and the works council, typically in the case of:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Plant closures<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mass redundancies<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Restructuring<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Relocations<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">The amount of severance pay in redundancy schemes is often more generous than the rule of thumb. Factors of 1.0 to 1.5 per year of employment are common, and even more for older employees or severely disabled persons.<\/span><\/p><p><b>Practical tip:<\/b><span style=\"font-weight: 400;\"> Even if a social plan exists, you can negotiate more individually. The social plan only defines the minimum.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Branchenspezifische_Besonderheiten_in_Koln\"><\/span>Sector-specific features in Cologne<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">Severance pay practices vary considerably depending on the industry. In my practice in Cologne, I see the following trends:<\/span><\/p><p><b>Insurance companies and banks:<\/b><span style=\"font-weight: 400;\"> Traditionally more generous with severance payments, factors of 1.0 to 1.5 are common. There are often social plans with additional hardship provisions.<\/span><\/p><p><b>Media and broadcasting (WDR, RTL):<\/b><span style=\"font-weight: 400;\"> Strong <a href=\"https:\/\/www.mth-partner.de\/en\/receive-your-72-hour-emergency-plan\/\">Protection against dismissal<\/a> through collective agreements, often additional regulations for older employees. Factors of 1.0 are standard.<\/span><\/p><p><b>Automotive supplier:<\/b><span style=\"font-weight: 400;\"> Currently many restructurings in the Cologne area. Social plans are the rule, but individual negotiations are still possible.<\/span><\/p><p><b>Chemicals and pharmaceuticals:<\/b><span style=\"font-weight: 400;\"> Well-paid sectors with correspondingly high severance payments. The collective labour agreement for the chemical industry offers additional protection.<\/span><\/p><p><b>IT and start-ups:<\/b><span style=\"font-weight: 400;\"> Very different. High severance payments are possible for financially healthy companies, but often the opposite for cash-strapped start-ups.<\/span><\/p><p><b>Retail and catering:<\/b><span style=\"font-weight: 400;\"> Traditionally lower severance payments, many small companies with fewer than 10 employees (no protection against dismissal). Legal advice is particularly important here.<\/span><\/p><div id=\"gtx-trans\" style=\"position: absolute; left: 250px; top: 473.531px;\"><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-900f45f elementor-widget elementor-widget-text-editor\" data-id=\"900f45f\" 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>Calculating severance pay - the rule of thumb and what it really means<\/h2><p><span style=\"font-weight: 400;\">You probably already know the standard formula:<\/span><\/p><p><b>Severance payment = 0.5 \u00d7 gross monthly salary \u00d7 years of employment<\/b><\/p><p><span style=\"font-weight: 400;\">An example: With a gross salary of \u20ac4,500 and 12 years of service, the standard severance payment is \u20ac27,000.<\/span><\/p><p><span style=\"font-weight: 400;\">But this formula is only the starting point. In practice, the factors vary considerably.<\/span><\/p><p><img fetchpriority=\"high\" decoding=\"async\" class=\"size-full wp-image-12843 aligncenter\" src=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_890znd890znd890z-ezgif.com-resize.webp\" alt=\"Calculating severance pay - the rule of thumb\" width=\"1200\" height=\"670\" srcset=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_890znd890znd890z-ezgif.com-resize.webp 1200w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_890znd890znd890z-ezgif.com-resize-300x168.webp 300w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_890znd890znd890z-ezgif.com-resize-1024x572.webp 1024w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_890znd890znd890z-ezgif.com-resize-768x429.webp 768w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_890znd890znd890z-ezgif.com-resize-18x10.webp 18w\" sizes=\"(max-width: 1200px) 100vw, 1200px\" \/><\/p><h3><span class=\"ez-toc-section\" id=\"05_Bruttomonatsgehalter_pro_Beschaftigungsjahr\"><\/span>0.5 gross monthly salary per year of employment<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">The factor of 0.5 originates from Section 1a KSchG and has become established as an orientation value. It is neither a legal obligation nor an upper limit.<\/span><\/p><p><span style=\"font-weight: 400;\">What is included in the gross monthly salary?<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Basic salary<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Regular allowances (shift, hazards)<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Pro rata holiday and Christmas bonus<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Regular bonuses and commissions<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Company car cash value<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">The following applies to years of employment: 6 months or more are rounded up to the next full year.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Faktoren_die_die_Hohe_beeinflussen\"><\/span>Factors that influence the height<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">In my practice in Cologne, I have seen the factor fluctuate between 0.25 and 2.5. What makes the difference?<\/span><\/p><p><img decoding=\"async\" class=\"alignnone size-full wp-image-12862\" src=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_r7j2qsr7j2qsr7j21-ezgif.com-resize.webp\" alt=\"Factors that influence the height\" width=\"1200\" height=\"1200\" srcset=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_r7j2qsr7j2qsr7j21-ezgif.com-resize.webp 1200w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_r7j2qsr7j2qsr7j21-ezgif.com-resize-300x300.webp 300w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_r7j2qsr7j2qsr7j21-ezgif.com-resize-1024x1024.webp 1024w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_r7j2qsr7j2qsr7j21-ezgif.com-resize-150x150.webp 150w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_r7j2qsr7j2qsr7j21-ezgif.com-resize-768x768.webp 768w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_r7j2qsr7j2qsr7j21-ezgif.com-resize-12x12.webp 12w\" sizes=\"(max-width: 1200px) 100vw, 1200px\" \/><\/p><p><b>Factors that increase the severance payment:<\/b><\/p><table><tbody><tr><td><p><b>Factor<\/b><\/p><\/td><td><p><b>Why?<\/b><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Incorrect cancellation<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Employer has high litigation risk<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Lack of social selection<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Cancellation often ineffective<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Works council not consulted<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Formal defect<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Special protection against dismissal<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Severely disabled persons, pregnant women, works councils<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Long period of employment<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Employer otherwise continues to pay salary for years<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Older age<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Difficult to place on the labour market<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Specialised knowledge<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Employer loses expertise<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Financially strong employer<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Can cope with higher severance pay<\/span><\/p><\/td><\/tr><\/tbody><\/table><p><b>Factors that reduce the severance payment:<\/b><\/p><table><tbody><tr><td><p><b>Factor<\/b><\/p><\/td><td><p><b>Why?<\/b><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Own misbehaviour<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Weak negotiating position<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Short period of employment<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Less protection against dismissal<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Small business (less than 10 employees)<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Dismissal Protection Act does not apply<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Insolvency of the employer<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Mass is often not enough<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">New job already in prospect<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Less pressure to negotiate<\/span><\/p><\/td><\/tr><\/tbody><\/table><h3><span class=\"ez-toc-section\" id=\"Interaktiver_Abfindungsrechner\"><\/span>Interactive severance payment calculator<span class=\"ez-toc-section-end\"><\/span><\/h3><p><b>Quick calculation using the rule of thumb (factor 0.5):<\/b><\/p><table><tbody><tr><td><p><b>Years of employment<\/b><\/p><\/td><td><p><b>At \u20ac 3,000 gross<\/b><\/p><\/td><td><p><b>At \u20ac5,000 gross<\/b><\/p><\/td><td><p><b>At \u20ac8,000 gross<\/b><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">5 years<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">7.500 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">12.500 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">20.000 \u20ac<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">10 years<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">15.000 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">25.000 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">40.000 \u20ac<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">15 years<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">22.500 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">37.500 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">60.000 \u20ac<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">20 years<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">30.000 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">50.000 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">80.000 \u20ac<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">25 years<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">37.500 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">62.500 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">100.000 \u20ac<\/span><\/p><\/td><\/tr><\/tbody><\/table><p><i><span style=\"font-weight: 400;\">Calculated with a factor of 0.5 - often higher in practice.<\/span><\/i><\/p><p><b>Realistic bandwidths (with negotiation):<\/b><\/p><p><span style=\"font-weight: 400;\">The table above only shows the starting point. In practice, my clients often achieve more:<\/span><\/p><table><tbody><tr><td><p><b>Years of employment<\/b><\/p><\/td><td><p><b>Minimum (factor 0.25)<\/b><\/p><\/td><td><p><b>Standard (0.5)<\/b><\/p><\/td><td><p><b>Good (1.0)<\/b><\/p><\/td><td><p><b>Very good (1.5)<\/b><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">5 years<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">6.250 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">12.500 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">25.000 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">37.500 \u20ac<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">10 years<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">12.500 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">25.000 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">50.000 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">75.000 \u20ac<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">15 years<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">18.750 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">37.500 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">75.000 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">112.500 \u20ac<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">20 years<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">25.000 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">50.000 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">100.000 \u20ac<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">150.000 \u20ac<\/span><\/p><\/td><\/tr><\/tbody><\/table><p><i><span style=\"font-weight: 400;\">Calculated on the basis of a gross monthly salary of \u20ac 5,000. The actual factor depends on your negotiating position.<\/span><\/i><\/p><p><b>When is a factor above 1.0 realistic?<\/b><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Serious formal errors in the cancellation<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Special protection against dismissal (severely disabled persons, pregnant women, works councils)<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employees over 55 with a long period of employment<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Inadequate or missing social selection<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Works council not properly consulted<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Financially strong employer that shies away from litigation risk<\/span><\/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-cf0c5f2 elementor-widget elementor-widget-text-editor\" data-id=\"cf0c5f2\" 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>Negotiating severance pay - tactics from a specialist lawyer<\/h2><p><span style=\"font-weight: 400;\">Negotiating a severance payment is not a game of chance. There are tried and tested strategies that I use in my daily work as an employment lawyer in Cologne. And there are psychological principles that many employees don't know - but employers do.<\/span><\/p><p><b>The most important principle:<\/b><span style=\"font-weight: 400;\"> Whoever blinks first loses.<\/span><\/p><p><span style=\"font-weight: 400;\">Many employees make the mistake of wanting to talk about money straight away. They are signalling: \u201eI want to leave, just tell me what you are paying.\u201c That's the weakest position of all.<\/span><\/p><p><span style=\"font-weight: 400;\">It is wiser not to talk about severance pay at all at first. Instead: File an action for unfair dismissal and show the employer that you are prepared to fight for your job. Only then - when the employer realises that they have a problem - do the actual negotiations begin.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Verhandlungsposition_starken\"><\/span>Strengthen negotiating position<span class=\"ez-toc-section-end\"><\/span><\/h3><ol><li><h4><span class=\"ez-toc-section\" id=\"Kundigungsschutzklage_erheben\"><\/span>Filing an action for unfair dismissal<span class=\"ez-toc-section-end\"><\/span><\/h4><\/li><\/ol><p><span style=\"font-weight: 400;\">The most important means of exerting pressure. You must file a complaint with the Cologne Labour Court within three weeks of receiving your dismissal notice. If you miss this deadline, you will lose all your protection against dismissal.<\/span><\/p><p><b>The three-week period is not a recommendation - it is a must.<\/b><\/p><p><span style=\"font-weight: 400;\">If you are reading this article while the notice of termination is already on your desk: Act now. The deadline has passed, even if you're still thinking about it.<\/span><\/p><ol start=\"2\"><li><h4><span class=\"ez-toc-section\" id=\"Schwachstellen_der_Kundigung_identifizieren\"><\/span>Identify weak points of the cancellation<span class=\"ez-toc-section-end\"><\/span><\/h4><\/li><\/ol><p><span style=\"font-weight: 400;\">Most notices of termination are contestable. Frequent mistakes that I use in court:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/www.mth-partner.de\/en\/arbeitsrecht-rechtsanwalt\/arbeitsrecht-ausserordentliche-kuendigung-wegen-bedrohung-des-vorgesetzten-des-arbeitnehmers\/\"><span style=\"font-weight: 400;\">Works council not properly consulted<\/span><\/a><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Social selection incorrect or not documented<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reason for cancellation formulated too vaguely<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Signature by non-authorised person<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Notice period calculated incorrectly<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/www.mth-partner.de\/en\/german-labor-law-basics-of-warnings-form-and-content\/\"><span style=\"font-weight: 400;\">In the event of a warning: no prior warning<\/span><\/a><\/li><\/ul><ol start=\"3\"><li><h4><span class=\"ez-toc-section\" id=\"Alternativarbeitsplatze_aufzeigen\"><\/span>Identify alternative jobs<span class=\"ez-toc-section-end\"><\/span><\/h4><\/li><\/ol><p><span style=\"font-weight: 400;\">Before any dismissal for operational reasons, the employer must check whether you can continue to be employed in another vacant position. This check is often superficial - a gateway for your negotiations.<\/span><\/p><ol start=\"4\"><li><h4><span class=\"ez-toc-section\" id=\"Zeitfaktor_nutzen\"><\/span>Utilise the time factor<span class=\"ez-toc-section-end\"><\/span><\/h4><\/li><\/ol><p><span style=\"font-weight: 400;\">Dismissal protection proceedings take months. During this time, the employer must either continue to employ you or release you from work - and in both cases will pay your salary. The longer the process takes, the more expensive it will be for the employer.<\/span><\/p><p><span style=\"font-weight: 400;\">The employer offsets these costs against the severance payment. One year of litigation with a gross salary of \u20ac5,000 costs him at least \u20ac60,000 - in addition to the severance payment. That makes him willing to compromise.<\/span><\/p><ol start=\"5\"><li><h4><span class=\"ez-toc-section\" id=\"Sonderkundigungsschutz_geltend_machen\"><\/span>Asserting special protection against dismissal<span class=\"ez-toc-section-end\"><\/span><\/h4><\/li><\/ol><p><span style=\"font-weight: 400;\">Certain groups of employees enjoy special protection against dismissal. If you are one of them, your negotiating position is considerably stronger:<\/span><\/p><p><b>Severely disabled persons and persons with equivalent status:<\/b><span style=\"font-weight: 400;\"> Termination only possible with the consent of the Integration Office. Without this approval, the dismissal is invalid. Employers know this - and prefer to pay.<\/span><\/p><p><b>Pregnant women and mothers on maternity leave:<\/b><span style=\"font-weight: 400;\"> Practically non-terminable. Protection against dismissal begins with the pregnancy, even if this only becomes known later.<\/span><\/p><p><b>Parental leave:<\/b><span style=\"font-weight: 400;\"> During parental leave and up to 8 weeks before it begins, there is special protection against dismissal.<\/span><\/p><p><b>Works Council members:<\/b><span style=\"font-weight: 400;\"> Ordinary dismissal practically impossible. Only possible in the event of plant closure or with the consent of the works council.<\/span><\/p><p><b>Data protection officers, election committees, trainees:<\/b><span style=\"font-weight: 400;\"> Also special protection that influences the settlement negotiations.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Typische_Fehler_vermeiden\"><\/span>Avoid typical mistakes<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">In my years as a labour lawyer, I have seen the same mistakes time and time again:<\/span><\/p><p><b>Mistake 1: Agreeing too quickly<\/b><\/p><p><span style=\"font-weight: 400;\">Many employees sign the first cancellation agreement presented by their employer. Often out of shock, sometimes out of convenience. The first offer is almost never the best.<\/span><\/p><p><b>Mistake 2: Emotional negotiation<\/b><\/p><p><span style=\"font-weight: 400;\">After a dismissal, you feel hurt, angry or insecure. These feelings are understandable - but they are bad counsellors in negotiations. Stay objective or let a lawyer negotiate for you.<\/span><\/p><p><b>Mistake 3: Missing the deadline<\/b><\/p><p><span style=\"font-weight: 400;\">The three-week deadline for filing an action for unfair dismissal is absolute. No exceptions, no extensions, no mercy. If you miss it, you have practically no leverage left.<\/span><\/p><p><b>Mistake 4: Not securing evidence<\/b><\/p><p><span style=\"font-weight: 400;\">Save all relevant documents: emails, references, performance appraisals, <a href=\"https:\/\/www.mth-partner.de\/en\/receive-a-warning-letter-your-rights-as-an-employee-in-cologne\/\">Cautions<\/a>, internal communication. After cancellation, you often lose access to company systems.<\/span><\/p><p><b>Mistake 5: Talking to colleagues<\/b><\/p><p><span style=\"font-weight: 400;\">Confidential negotiations remain confidential. If the employer learns that you have discussed your severance pay with colleagues, this will damage your position.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Wann_Sie_nicht_verhandeln_sollten\"><\/span>When you should not negotiate<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">There are situations in which you should accept quickly:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The employer is insolvent or about to become so<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">You already have a better job lined up<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The offer is well above the rule of thumb<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Your own misconduct is serious and provable<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">You no longer want to endure the situation psychologically<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">Sometimes a quick cut is the best solution. An experienced labour lawyer will help you make the right decision.<\/span><\/p><div id=\"gtx-trans\" style=\"position: absolute; left: 8px; top: 2633.78px;\"><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-e34f31f elementor-widget elementor-widget-text-editor\" data-id=\"e34f31f\" 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=\"Fallbeispiele_aus_meiner_Kolner_Praxis\"><\/span>Case studies from my practice in Cologne<span class=\"ez-toc-section-end\"><\/span><\/h2><p><span style=\"font-weight: 400;\">Anonymised cases that show how differently severance negotiations can proceed:<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Fall_1_Die_unterschatzte_Sachbearbeiterin\"><\/span>Case 1: The underestimated clerk<span class=\"ez-toc-section-end\"><\/span><\/h3><p><b>Initial situation:<\/b><span style=\"font-weight: 400;\"> Mrs M., 47 years old, 23 years with the company, accounting clerk. Dismissal for operational reasons due to \u201erestructuring\u201c. First offer: \u20ac 28,750 (factor 0.5).<\/span><\/p><p><b>Our analysis:<\/b><span style=\"font-weight: 400;\"> The social selection was incorrect. Two younger colleagues who had been with the company for a shorter period of time remained, even though they performed comparable tasks. In addition, the employer had not fully informed the works council.<\/span><\/p><p><b>Result:<\/b><span style=\"font-weight: 400;\"> After legal action against dismissal and conciliation hearing: \u20ac 86,250 (factor 1.5). In addition: qualified reference with a grade of \u201every good\u201c and paid leave of absence for the remainder of the notice period.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Fall_2_Der_eilige_Manager\"><\/span>Case 2: The manager in a hurry<span class=\"ez-toc-section-end\"><\/span><\/h3><p><b>Initial situation:<\/b><span style=\"font-weight: 400;\"> Mr K., 39 years old, 6 years with the company, division manager. The new CEO wanted \u201ehis own team\u201c. Cancellation agreement with 3 months\u201e salary offered - signature required \u201cby tomorrow\".<\/span><\/p><p><b>Our strategy:<\/b><span style=\"font-weight: 400;\"> We gained time. The employer had no reason for the dismissal, knew this and was under pressure. After three rounds of negotiations and the announcement that we would insist on continued employment if necessary...<\/span><\/p><p><b>Result:<\/b><span style=\"font-weight: 400;\"> 12 months' salary, continued payment of the company pension scheme for a further 2 years, executive outplacement counselling at the employer's expense.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Fall_3_Die_schwierige_Krankheit\"><\/span>Case 3: The difficult illness<span class=\"ez-toc-section-end\"><\/span><\/h3><p><b>Initial situation:<\/b><span style=\"font-weight: 400;\"> Mr B., 54 years old, 19 years with the company, frequent sickness-related absences due to back problems. The employer threatened to<\/span><a href=\"https:\/\/www.mth-partner.de\/en\/arbeitsrecht-rechtsanwalt\/arbeitsrecht-kuendigung-wegen-alkoholsucht-ist-nach-den-grundsaetzen-fuer-die-krankheitsbedingte-kuendigung-zu-beurteilen\/\"> <span style=\"font-weight: 400;\">Termination due to illness<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p><p><b>The challenge:<\/b><span style=\"font-weight: 400;\"> In the case of dismissal due to illness, the prognosis is decisive. The employer had carried out a company integration management programme (BEM), but had not examined all alternatives.<\/span><\/p><p><b>Result:<\/b><span style=\"font-weight: 400;\"> Termination agreement with \u20ac 85,500 (factor 0.9) plus turbo clause: If Mr B finds a new job within 3 months, he will receive the salary continuation saved as a bonus. No blocking period, as we carefully chose the wording in the cancellation agreement.<\/span><\/p><div id=\"gtx-trans\" style=\"position: absolute; left: 111px; top: 1044.56px;\"><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-14f60e9 e-flex e-con-boxed e-con e-parent\" data-id=\"14f60e9\" 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-47f7b2a elementor-widget elementor-widget-global elementor-global-12813 elementor-widget-text-editor\" data-id=\"47f7b2a\" 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 style=\"color: #ffffff;\">Immediate contact on cancellation<\/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-1d57f0e e-flex e-con-boxed e-con e-parent\" data-id=\"1d57f0e\" 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-5a34453 elementor-widget elementor-widget-text-editor\" data-id=\"5a34453\" 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>Cancellation agreement - opportunity or trap?<\/h2><p><span style=\"font-weight: 400;\">The termination agreement is the double-edged sword of labour law. It can secure you a generous severance payment - or get you into considerable financial difficulties.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Vorteile_und_Risiken\"><\/span>Advantages and risks<span class=\"ez-toc-section-end\"><\/span><\/h3><p><b>Possible advantages for you:<\/b><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Higher severance payment than after termination<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Agreement on a good reference<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Leave of absence with full pay<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Self-determined retirement<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Avoidance of a cancellation in the CV<\/span><\/li><\/ul><p><b>Significant risks:<\/b><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Blocking period for unemployment benefit (up to 12 weeks)<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Suspension of unemployment benefit in the event of a shortened notice period<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">No cancellation possible (unlike cancellation)<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Loss of protection against dismissal<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">No entitlement to reinstatement<\/span><\/li><\/ul><h3><span class=\"ez-toc-section\" id=\"Sperrzeit_beim_Arbeitslosengeld\"><\/span>Blocking period for unemployment benefit<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">If you sign a cancellation agreement, the employment agency will generally impose a<\/span><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\/\"> <span style=\"font-weight: 400;\">Locking period of 12 weeks<\/span><\/a><span style=\"font-weight: 400;\">. You will not receive any unemployment benefit during this period. In addition, your total entitlement will be reduced by a quarter.<\/span><\/p><p><b>Calculation example:<\/b><\/p><p><span style=\"font-weight: 400;\">Without blocking period: 12 months of unemployment benefit With blocking period: 9 months of unemployment benefit, including 12 weeks without payment<\/span><\/p><p><span style=\"font-weight: 400;\">With ALG I of \u20ac 1,800 per month, you will lose around \u20ac 5,400 due to the blocking period - plus a further \u20ac 5,400 due to the reduction in entitlement. This means a total of around \u20ac10,800.<\/span><\/p><p><img decoding=\"async\" class=\"alignnone size-full wp-image-12867\" src=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_p8s6nop8s6nop8s6-ezgif.com-resize.webp\" alt=\"Locking period risk\" width=\"1200\" height=\"2150\" srcset=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_p8s6nop8s6nop8s6-ezgif.com-resize.webp 1200w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_p8s6nop8s6nop8s6-ezgif.com-resize-167x300.webp 167w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_p8s6nop8s6nop8s6-ezgif.com-resize-572x1024.webp 572w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_p8s6nop8s6nop8s6-ezgif.com-resize-768x1376.webp 768w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_p8s6nop8s6nop8s6-ezgif.com-resize-857x1536.webp 857w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_p8s6nop8s6nop8s6-ezgif.com-resize-1143x2048.webp 1143w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_p8s6nop8s6nop8s6-ezgif.com-resize-7x12.webp 7w\" sizes=\"(max-width: 1200px) 100vw, 1200px\" \/><\/p><p><b>When is no blocking period imposed?<\/b><\/p><p><span style=\"font-weight: 400;\">According to the current instructions of the Federal Employment Agency, the blocking period does not apply if:<\/span><\/p><ol><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The employer has threatened dismissal for operational or personal reasons<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The threatened termination would be lawful<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The notice period in the cancellation agreement is observed<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The severance payment amounts to a maximum of 0.5 months' salary per year of employment<\/span><\/li><\/ol><p><b>Important:<\/b><span style=\"font-weight: 400;\"> For severance payments of more than 0.5 months' salary per year, the employment agency will check more closely. This does not automatically mean a blocking period, but you must prove that you have avoided objective disadvantages from the dismissal.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Prufung_durch_den_Anwalt\"><\/span>Examination by the lawyer<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">Before you sign a cancellation agreement, a specialist lawyer for employment law should check the following points:<\/span><\/p><p><b>Cancellation agreement checklist:<\/b><\/p><p><span style=\"font-weight: 400;\">\u2610 Is the severance payment appropriate? <\/span><\/p><p><span style=\"font-weight: 400;\">\u2610 Is the notice period observed? <\/span><\/p><p><span style=\"font-weight: 400;\">\u2610 Is a blocking period to be expected? <\/span><\/p><p><span style=\"font-weight: 400;\">\u2610 What happens to holidays, <a href=\"https:\/\/www.mth-partner.de\/en\/labour-law-employment-contract-general-terms-and-conditions-clause-on-compensation-for-overtime-ineffective-due-to-transparency-requirement\/\">Overtime<\/a>, bonuses? <\/span><\/p><p><span style=\"font-weight: 400;\">\u2610 Is there an exemption? <\/span><\/p><p><span style=\"font-weight: 400;\">\u2610 Is the reference regulated? <\/span><\/p><p><span style=\"font-weight: 400;\">\u2610 Are there non-competition clauses? <\/span><\/p><p><span style=\"font-weight: 400;\">Are all claims fully recognised? <\/span><\/p><p><span style=\"font-weight: 400;\">\u2610 Are there any exclusion clauses that penalise you?<\/span><\/p><p><span style=\"font-weight: 400;\">At my law firm in Cologne, I often review cancellation agreements within 24 hours - because employers often set tight deadlines. Don't let this put you under pressure. Reputable employers will give you time to think things over.<\/span><\/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-b50e119 elementor-widget elementor-widget-text-editor\" data-id=\"b50e119\" 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=\"Steuerliche_Behandlung_der_Abfindung\"><\/span>Tax treatment of the severance payment<span class=\"ez-toc-section-end\"><\/span><\/h2><p><span style=\"font-weight: 400;\">A severance payment must be taxed - but special rules apply that can save you considerable tax. What many people don't realise: The differences can quickly amount to \u20ac5,000 to \u20ac10,000 for a severance payment of \u20ac50,000.<\/span><\/p><p><span style=\"font-weight: 400;\">Firstly, the good news: no social security contributions are payable on severance payments. Neither pension, health, nursing care nor unemployment insurance. This distinguishes severance pay from a normal salary.<\/span><\/p><p><span style=\"font-weight: 400;\">The less good news is that income tax will hit you hard. Without optimisation, the tax rate for high severance payments can quickly reach 40% or more.<\/span><\/p><h3>The one-fifth rule - what has changed in 2025<\/h3><p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-12872\" src=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_1f4fi91f4fi91f4f-ezgif.com-resize.webp\" alt=\"The one-fifth rule - what has changed in 2025\" width=\"1200\" height=\"670\" srcset=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_1f4fi91f4fi91f4f-ezgif.com-resize.webp 1200w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_1f4fi91f4fi91f4f-ezgif.com-resize-300x168.webp 300w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_1f4fi91f4fi91f4f-ezgif.com-resize-1024x572.webp 1024w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_1f4fi91f4fi91f4f-ezgif.com-resize-768x429.webp 768w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_1f4fi91f4fi91f4f-ezgif.com-resize-18x10.webp 18w\" sizes=\"(max-width: 1200px) 100vw, 1200px\" \/><\/p><p><span style=\"font-weight: 400;\">The one-fifth rule in accordance with Section 34 EStG reduces tax progression for one-off high payments. The principle: the severance payment is spread over five years.<\/span><\/p><p><b>Important change from 2025:<\/b><\/p><p><span style=\"font-weight: 400;\">The Growth Opportunities Act has fundamentally changed the way this is handled:<\/span><\/p><table><tbody><tr><td><p><b>Until 2024<\/b><\/p><\/td><td><p><b>From 2025<\/b><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Employer applies one-fifth rule for payment<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Employer withholds regular wage tax<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Immediate tax advantage<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Tax advantage only after tax return<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Automatic application<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Active application required in tax return<\/span><\/p><\/td><\/tr><\/tbody><\/table><p><b>This means for you:<\/b><span style=\"font-weight: 400;\"> If you receive a severance payment in 2025 or later, the full wage tax will initially be withheld. You will only receive the tax benefit of the one-fifth rule after submitting your tax return - often more than a year later.<\/span><\/p><p><b>Sample calculation:<\/b><\/p><p><span style=\"font-weight: 400;\">Situation: 45,000 \u20ac annual salary, 30,000 \u20ac severance pay, single<\/span><\/p><table><tbody><tr><td><p><b>Without fifths regulation<\/b><\/p><\/td><td><p><b>With fifths regulation<\/b><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Taxable income: \u20ac 75,000<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Calculation: Annual salary + 1\/5 severance payment<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">Income tax: approx. \u20ac 17,000<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Additional tax on 1\/5: approx. \u20ac 1,400<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">-<\/span><\/p><\/td><td><p><span style=\"font-weight: 400;\">Times 5 = \u20ac 7,000 on severance pay<\/span><\/p><\/td><\/tr><tr><td><p><span style=\"font-weight: 400;\">-<\/span><\/p><\/td><td><p><b>Savings: approx. \u20ac 3,000<\/b><\/p><\/td><\/tr><\/tbody><\/table><p><i><span style=\"font-weight: 400;\">Simplified illustration. Actual tax savings depend on the individual case.<\/span><\/i><\/p><h3><span class=\"ez-toc-section\" id=\"Auszahlungszeitpunkt_optimieren\"><\/span>Optimise payout time<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">The timing of the severance payment can have significant tax implications.<\/span><\/p><p><b>Strategy 1: Postpone payment to the following year<\/b><\/p><p><span style=\"font-weight: 400;\">If your employment ends on 31 December and you are likely to be unemployed in the following year, a payment in January may be more favourable. Your taxable income will then be lower.<\/span><\/p><p><b>Strategy 2: Bring forward payout<\/b><\/p><p><span style=\"font-weight: 400;\">Conversely, it may make sense to receive the severance payment in the current year if you will have a better-paid job in the following year.<\/span><\/p><p><b>Strategy 3: Avoid instalments<\/b><\/p><p><span style=\"font-weight: 400;\">The one-fifth rule only applies if there is a \u201econcentration of income\u201c in one calendar year. If the severance payment is spread over two years, the tax relief may not apply.<\/span><\/p><p><b>Exception:<\/b><span style=\"font-weight: 400;\"> Up to 10% of the total amount can fall into another year without jeopardising the one-fifth rule.<\/span><\/p><p><b>Further tax optimisation:<\/b><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Church tax:<\/b><span style=\"font-weight: 400;\"> Upon application, up to 50% of the church tax on the settlement can be waived<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Company pension scheme:<\/b><span style=\"font-weight: 400;\"> Parts of the severance payment can be paid tax-free into a direct insurance policy (2025: max. \u20ac 38,640)<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><b>Advertising expenses:<\/b><span style=\"font-weight: 400;\"> Costs for a lawyer, job applications or relocation can be deducted<\/span><\/li><\/ul><p><b>My advice:<\/b><span style=\"font-weight: 400;\"> For severance payments over \u20ac30,000, it is worth consulting a tax advisor. The tax savings often exceed the consultation costs many times over.<\/span><\/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-777875a elementor-widget elementor-widget-text-editor\" data-id=\"777875a\" 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>Your path to the optimum severance payment - the 5-step plan<\/h2><p><img loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-12858 aligncenter\" src=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_z5ow53z5ow53z5ow-ezgif.com-resize.webp\" alt=\"Your path to the optimum severance payment - the 5-step plan\" width=\"1200\" height=\"670\" srcset=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_z5ow53z5ow53z5ow-ezgif.com-resize.webp 1200w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_z5ow53z5ow53z5ow-ezgif.com-resize-300x168.webp 300w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_z5ow53z5ow53z5ow-ezgif.com-resize-1024x572.webp 1024w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_z5ow53z5ow53z5ow-ezgif.com-resize-768x429.webp 768w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/Gemini_Generated_Image_z5ow53z5ow53z5ow-ezgif.com-resize-18x10.webp 18w\" sizes=\"(max-width: 1200px) 100vw, 1200px\" \/><\/p><p><span style=\"font-weight: 400;\">If you have received a cancellation notice, I recommend the following procedure to my clients:<\/span><\/p><p><b>Step 1: Keep calm (day 1)<\/b><\/p><p><span style=\"font-weight: 400;\">Do not sign anything. No acknowledgement of receipt, no cancellation agreement, no settlement agreement. Anything you sign in the first 24 hours will be regretted later.<\/span><\/p><p><b>Step 2: Note deadlines (Day 1)<\/b><\/p><p><span style=\"font-weight: 400;\">Mark the date three weeks after you receive your dismissal notice. This is your absolute deadline for filing an action for unfair dismissal. You can find out more about the deadlines and first steps in our<\/span><a href=\"https:\/\/www.mth-partner.de\/en\/receive-your-72-hour-emergency-plan\/\"> <span style=\"font-weight: 400;\">Cancellation emergency plan<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p><p><b>Step 3: Save documents (day 1-3)<\/b><\/p><p><span style=\"font-weight: 400;\">Collect:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employment contract and amendments<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Salary slips for the last 12 months<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">All warnings<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The letter of cancellation<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Relevant emails and documents<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Testimonials<\/span><\/li><\/ul><p><b>Step 4: Legal advice (day 1-7)<\/b><\/p><p><span style=\"font-weight: 400;\">Consult a specialist lawyer for labour law. At my law firm in Cologne, we offer a free initial assessment. You will know what your chances are within 24 hours.<\/span><\/p><p><b>Step 5: Implement strategy (day 7-21)<\/b><\/p><p><span style=\"font-weight: 400;\">Depending on the situation either:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">file and negotiate an action for unfair dismissal, or<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Direct negotiation with the employer, or<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Accept cancellation agreement with amendments<\/span><\/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-349190b elementor-widget elementor-widget-text-editor\" data-id=\"349190b\" 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=\"Haufige_Fragen_zur_Abfindung\"><\/span>Frequently asked questions about severance pay<span class=\"ez-toc-section-end\"><\/span><\/h2><h3><span class=\"ez-toc-section\" id=\"Habe_ich_automatisch_Anspruch_auf_eine_Abfindung\"><\/span>Am I automatically entitled to a severance payment?<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">No. There is no general statutory entitlement to severance pay under German labour law. There are exceptions in the case of social plans, collective agreements or if the employer makes an offer in accordance with Section 1a KSchG in the event of dismissal for operational reasons. In practice, severance pay is usually negotiated - particularly successfully if you file an action for protection against dismissal.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Wie_hoch_ist_eine_angemessene_Abfindung\"><\/span>How much is an appropriate severance payment?<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">The rule of thumb is: 0.5 gross monthly salaries per year of employment. For 10 years and a gross salary of \u20ac4,000, this would be \u20ac20,000. In practice, the factor varies between 0.25 and 2.5 - depending on the reason for termination, the litigation risk for the employer and your age. In the case of serious errors in the dismissal or special circumstances (special protection against dismissal, long period of employment), the amounts can be significantly higher.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Muss_ich_die_Abfindung_versteuern\"><\/span>Do I have to pay tax on the severance payment?<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">Yes, severance payments are subject to income tax. However, you can reduce the tax burden by applying the one-fifth rule. Since 2025, you must actively apply for the one-fifth rule in your tax return - it is no longer automatically applied by the employer. Social security contributions are not payable on severance payments, which distinguishes them from normal salaries.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Wird_die_Abfindung_auf_das_Arbeitslosengeld_angerechnet\"><\/span>Is the severance payment offset against unemployment benefit?<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">Basically no. A severance payment does not lead to a reduction in unemployment benefit. However, a blocking period of up to 12 weeks can be imposed if you have caused your unemployment yourself through a cancellation agreement or your own termination. In addition, the entitlement is suspended if the employment relationship ends before the end of the ordinary notice period.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Kann_ich_die_Abfindung_verhandeln_wenn_ich_selbst_kundige\"><\/span>Can I negotiate the severance payment if I resign myself?<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">Only in exceptional cases. If you resign yourself, the employer generally has no reason to pay you anything. Negotiations are possible if the employer wants to prevent you from leaving (key position, expertise) or if they have forced you to resign through their behaviour (constructive dismissal).<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Wie_lange_habe_ich_Zeit_eine_Abfindung_zu_verhandeln\"><\/span>How long do I have to negotiate a severance payment?<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">After receiving notice of dismissal, you only have three weeks to file an action for unfair dismissal. This period is absolute and begins on receipt of the notice of termination. If it expires, you legally accept the dismissal - and lose your most important negotiating lever. There is no statutory deadline for cancellation agreements, but employers often set tight deadlines. Don't let this put you under pressure.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Brauche_ich_einen_Anwalt_fur_die_Abfindungsverhandlung\"><\/span>Do I need a lawyer for the severance payment negotiations?<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">A lawyer is not absolutely necessary, but strongly recommended. In the first instance before the labour court, a lawyer is not compulsory. However, my experience shows that employees with legal representation achieve significantly higher severance payments on average. The lawyer knows the weak points of the dismissal, the local court practice at Cologne Labour Court and can maintain emotional distance.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Was_passiert_mit_meinem_Resturlaub_bei_der_Abfindung\"><\/span>What happens to my remaining leave in the event of severance pay?<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">Remaining leave is independent of severance pay. Leave not taken must either be granted or compensated financially - in addition to the severance payment. Make sure that both points are regulated separately in the cancellation agreement. The same applies to overtime, pro rata Christmas and holiday pay and outstanding bonus entitlements.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Kann_der_Arbeitgeber_die_Abfindung_zuruckfordern\"><\/span>Can the employer reclaim the severance payment?<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">As a rule, no. Once a severance payment has been made, it can only be reclaimed in extremely exceptional cases - for example in the event of fraudulent misrepresentation or if you return to the same employer shortly after receiving it. However, normal termination agreements do not contain any clawback clauses.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Wie_wirkt_sich_die_Abfindung_auf_meinen_Rentenanspruch_aus\"><\/span>How does the severance payment affect my pension entitlement?<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">Severance payments are non-contributory to pension insurance. This means that you do not acquire any additional pension entitlements as a result of the severance payment. However, the period of unemployment following the dismissal is taken into account for pension purposes via the contributions of the employment agency - albeit at a lower level than during employment.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Bekomme_ich_auch_bei_einer_fristlosen_Kundigung_eine_Abfindung\"><\/span>Do I get a severance payment even if I am dismissed without notice?<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">Even with a<\/span><a href=\"https:\/\/www.mth-partner.de\/en\/arbeitsrecht-rechtsanwalt\/arbeitsrecht-ausserordentliche-kuendigung-wegen-bedrohung-des-vorgesetzten-des-arbeitnehmers\/\"> <span style=\"font-weight: 400;\">extraordinary termination without notice<\/span><\/a><span style=\"font-weight: 400;\"> you can receive a severance payment - if the dismissal is contestable. Dismissals without notice have high legal hurdles. The employer must provide evidence of good cause and comply with the two-week notice period. If one of these elements is missing, the dismissal is invalid. In practice, settlements with severance pay are often reached even in the case of terminations without notice.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Was_ist_eine_Turbo-Klausel\"><\/span>What is a turbo clause?<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">A turbo clause is an agreement in the termination agreement that pays you an additional bonus if you find a new job before the agreed departure date. The idea is that the employer saves on continued salary payments and you receive part of these savings. Turbo clauses are particularly interesting for longer notice periods.<\/span><\/p><h3><span class=\"ez-toc-section\" id=\"Gilt_der_Kundigungsschutz_auch_in_kleinen_Unternehmen\"><\/span>Does protection against dismissal also apply in small companies?<span class=\"ez-toc-section-end\"><\/span><\/h3><p><span style=\"font-weight: 400;\">The Dismissal Protection Act (KSchG) only applies to companies with more than 10 employees. There is no general protection against dismissal in small companies. However, this does not mean that you have no rights: Notice periods, the ban on discrimination and protection against immoral dismissals also apply in small businesses. Severance pay is also possible here - but the negotiating position is weaker.<\/span><\/p><div id=\"gtx-trans\" style=\"position: absolute; left: 298px; top: 51.9062px;\"><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-888e0be elementor-widget elementor-widget-text-editor\" data-id=\"888e0be\" 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_MTH_Partner_fur_Ihre_Abfindung_in_Koln\"><\/span>Why MTH Partner for your severance payment in Cologne?<span class=\"ez-toc-section-end\"><\/span><\/h2><p><span style=\"font-weight: 400;\">As a specialist lawyer for labour law, I have been representing employees in dismissal disputes for many years - before the Cologne Labour Court, the Cologne Regional Labour Court and in out-of-court negotiations.<\/span><\/p><p><b>What I can do for you:<\/b><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Free initial assessment of your situation<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Examination of the effectiveness of the cancellation<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Calculation of your realistic chances of a severance payment<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Negotiation with the employer<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Representation before the labour court in Cologne<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Examination of cancellation agreements<\/span><\/li><\/ul><p>\u00a0<\/p><p><b>My strengths:<\/b><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Specialisation in labour law<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Local expertise at Cologne Labour Court<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Fast response times (important for the 3-week deadline)<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Transparent communication about costs and prospects of success<\/span><\/li><\/ul><p>\u00a0<\/p><p><b>Costs covered by legal expenses insurance<\/b><\/p><p><span style=\"font-weight: 400;\">If you have legal expenses insurance with labour law cover, this will usually cover your legal fees. I will be happy to clarify the cover for you.<\/span><\/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-46580a3 e-flex e-con-boxed e-con e-parent\" data-id=\"46580a3\" 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-6d0c761 elementor-widget elementor-widget-text-editor\" data-id=\"6d0c761\" 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 style=\"color: #ffffff;\">How to reach us<\/span><\/h2><p><b>Law firm at Sachsenring Cologne<\/b><\/p><p><span style=\"font-weight: 400;\">Lawyer Helmer Tieben Specialist lawyer for labour law<\/span><\/p><p><span style=\"font-weight: 400;\">\ud83d\udcde <\/span><b>Telephone:<\/b><span style=\"font-weight: 400;\"> 0221-80187670 \ud83d\udce7 <\/span><b>E-Mail:<\/b><span style=\"font-weight: 400;\"> info@mth-partner.de \ud83c\udf10 <\/span><b>Web:<\/b><a href=\"https:\/\/www.mth-partner.de\/en\/\"> <span style=\"font-weight: 400;\">www.mth-partner.de<\/span><\/a><\/p><p><b>Opening hours:<\/b><span style=\"font-weight: 400;\"> Mon-Fri: 09:00-18:00 Appointments by arrangement, also outside these times<\/span><\/p><p><b>Free initial assessment<\/b><span style=\"font-weight: 400;\"> - Give us a call or use our contact form. We will get back to you within 24 hours.<\/span><\/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>Lassen Sie mich mit einer unbequemen Wahrheit beginnen: In Deutschland gibt es keinen gesetzlichen Anspruch auf eine Abfindung. Trotzdem erhalten die meisten meiner Mandanten in K\u00f6ln eine &#8211; oft deutlich h\u00f6her, als der Arbeitgeber urspr\u00fcnglich angeboten hatte. In meiner t\u00e4glichen Praxis als Fachanwalt f\u00fcr Arbeitsrecht in K\u00f6ln erlebe ich immer wieder, wie Arbeitnehmer zu niedrige [&hellip;]<\/p>\n","protected":false},"author":11,"featured_media":12837,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3655],"tags":[],"class_list":["post-12835","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-aufhebungsvertrag-abfindung"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Abfindung im Arbeitsrecht - Was Ihnen wirklich zusteht - Rechtsanwaltskanzlei\u00a0Tieben<\/title>\n<meta name=\"description\" content=\"Abfindung nach K\u00fcndigung? Erfahren Sie, wie Sie Ihre Abfindung berechnen, verhandeln und steuerlich optimieren. Rechtsanwalt f\u00fcr Arbeitsrecht in K\u00f6ln. 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