{"id":1342,"date":"2012-06-13T13:36:51","date_gmt":"2012-06-13T13:36:51","guid":{"rendered":"https:\/\/www.mth-partner.de\/rechtsanwaltsblog\/?p=1342"},"modified":"2025-12-29T07:34:07","modified_gmt":"2025-12-29T07:34:07","slug":"arbeitsrecht-die-aufforderung-des-arbeitgebers-an-den-arbeitnehmer-zum-erlernen-der-deutschen-sprache-stellt-keinen-verstos-gegen-das-agg-dar","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/labour-law-the-employers-request-to-the-employee-to-learn-german-does-not-constitute-a-violation-of-the-gdpr\/","title":{"rendered":"Labour law: The employer's request to the employee to learn German does not constitute a violation of the AGG."},"content":{"rendered":"

Federal Labour Court, 22.06.2011, Ref.: 8 AZR 48\/10<\/strong><\/p>\n

The General Equal Treatment Act (AGG) is intended to prevent discrimination on the grounds of race, ethnic origin, religion or belief, disability, age, gender or sexual identity (see Section 1 AGG - Objective of the Act).<\/p>\n

The AGG is therefore playing an increasingly important role in working life in particular. Employers as well as employees and employee representatives should implement and monitor compliance with the AGG.<\/p>\n

If a person involved in working life nevertheless violates the AGG, they must pay compensation for the damage incurred. Not only wilful, but also negligent discrimination can lead to compensation.<\/p>\n

The respective employer is also liable for so-called vicarious agents (e.g. in accordance with Section 278 BGB for supervisors) and for board representatives (e.g. in accordance with Section 31 BGB for managing directors).<\/p>\n

Pursuant to Section 15 (4) AGG, a claim for damages under the AGG must be asserted in writing within a period of two months, unless the parties to the collective agreement have agreed otherwise.<\/p>\n

In the case of an application or career advancement, this period begins with the receipt of the rejection and in other cases of discrimination at the time at which the employee becomes aware of the discrimination.<\/p>\n

In the above-mentioned case, the Federal Labour Court had to decide whether the employer's request to the employee to attend a German course in order to acquire language skills necessary for work constituted a violation of the General Equal Treatment Act.<\/p>\n

<\/span>Background to the lawsuit<\/span><\/h2>\n

The plaintiff had been working in a swimming pool operated by the defendant since 1985. Her mother tongue was Croatian. She initially worked as a cleaner before being authorised to work at the cash desk over 14 years ago. This position required a sufficient command of German, as she acted as a deputy for the cashiers.<\/p>\n

<\/span>Request for language improvement<\/span><\/h2>\n

In spring 2006, the defendant's plant manager asked the plaintiff to improve her German language skills by attending a German language course outside working hours for a fee. The defendant refused to pay the course costs. Despite the request, the plaintiff did not take part in such a course, which led to a Warning letter<\/a> led.<\/p>\n

<\/span>Compensation claim and lower courts<\/span><\/h2>\n

The plaintiff subsequently claimed compensation of 15,000 euros for discrimination based on her ethnic origin. However, the claim was unsuccessful in all previous instances. Both the Labour Court and the Regional Labour Court did not recognise any discrimination and dismissed the claim.<\/p>\n

<\/span>Decision of the Federal Labor Court<\/span><\/h2>\n

The Federal Labour Court confirmed the decisions of the lower courts and also rejected the defendant's obligation to pay compensation. The court argued that the employer can require the completion of language courses if this is necessary for the fulfilment of work duties. Requiring employees to bear the costs themselves and to attend the course outside of working hours could be in breach of the employment contract or collective labour agreement regulations. However, this possible violation does not constitute unlawful discrimination that would trigger claims for compensation.<\/p>\n

Source: Federal Labor Court<\/p>\n

Important Note: The content of this article has been prepared to the best of our knowledge and belief. However, due to the complexity and constant evolution of the subject matter, we must exclude liability and warranty.<\/b> Important Notice: The content of this article has been created to the best of our knowledge and understanding. However, due to the complexity and constant changes in the subject matter, we must exclude any liability and warranty.<\/p>\n

If you need legal advice, feel free to call us at 0221 \u2013 80187670 or email us at info@mth-partner.de.<\/p>\n

Lawyers in Cologne advise and represent you in labour law.<\/a><\/p>","protected":false},"excerpt":{"rendered":"

Quite rightly, employees should be better protected against discrimination in the workplace. However, employees often see supposedly normal instructions or requests from the employer as a reason to attack alleged discrimination by the employer.<\/p>","protected":false},"author":1,"featured_media":12038,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3640],"tags":[327,947,1749],"class_list":["post-1342","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diskriminierung-agg","tag-arbeitgeber-haftung-fur-erfullungsgehilfe","tag-geschutzte-rechtsguter-agg","tag-urlaubsgesetz-agg"],"yoast_head":"\nArbeitsrecht: Die Aufforderung des Arbeitgebers an den Arbeitnehmer zum Erlernen der deutschen Sprache stellt keinen Versto\u00df gegen das AGG dar.<\/title>\n<meta name=\"description\" content=\"Das Allgemeine Gleichbehandlungsgesetz (AGG) soll insbesondere Benachteiligungen von Arbeitnehmern im Arbeitsleben verhindern.\" \/>\n<meta name=\"robots\" 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