{"id":1710,"date":"2012-08-09T14:09:37","date_gmt":"2012-08-09T14:09:37","guid":{"rendered":"https:\/\/www.mth-partner.de\/rechtsanwaltsblog\/?p=1710"},"modified":"2025-12-29T08:45:06","modified_gmt":"2025-12-29T08:45:06","slug":"arbeitsrecht-widerspruchliche-auskunfte-gegenuber-einem-arbeitnehmer-bei-beendigung-des-arbeitsverhaltnisses-konnen-indiz-fur-eine-benachteiligung-sein","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/labour-law-contradictory-information-provided-to-an-employee-upon-termination-of-employment-may-be-an-indication-of-discrimination\/","title":{"rendered":"Labour law: Contradictory information provided to an employee at the end of the employment relationship can be an indication of discrimination."},"content":{"rendered":"

Federal Labour Court, 21.06.2012, Ref.: 8 AZR 364\/11<\/strong><\/p>\n

If an employee is discriminated against on the grounds of race, ethnic origin, religion or belief, disability, age, gender or sexual identity, the General Equal Treatment Act (AGG) applies.<\/p>\n

If the AGG is violated either intentionally or negligently by a person involved in working life, the employer must pay compensation for the damage incurred in accordance with Section 15 para. 1 sentence 1 AGG.<\/p>\n

The respective employer is also liable for the misconduct of so-called vicarious agents (e.g. in accordance with Section 278 BGB for superiors) or for representatives of executive bodies (e.g. in accordance with Section 31 BGB for managing directors).<\/p>\n

Pursuant to Section 15 (2) AGG, however, the claim for compensation must be asserted in due time and form.<\/p>\n

In particular, care must also be taken to ensure that the time limit for bringing an action under Section 61b ArbGG is observed. \u00a7 Section 61b ArbGG stipulates in this respect:<\/p>\n

A claim for compensation pursuant to Section 15 of the General Equal Treatment Act must be filed within three months of the claim being lodged in writing.
\nhas been asserted.<\/p>\n

Pursuant to Section 3 (1) AGG, direct discrimination under the AGG occurs if an employee is treated less favourably than another person in a comparable situation is, has been or would be treated on one of the grounds listed in Section 1 AGG.<\/p>\n

\"Protected<\/p>\n

In the above-mentioned case, the Federal Labour Court now had to decide whether an employee of Turkish origin was entitled to compensation because, in her opinion, she was not entitled to compensation due to her ethnic origin. cancelled<\/a> although she had been given a very good reference.<\/p>\n

Facts of the Case<\/strong> The plaintiff, who is of Turkish origin, was initially employed by the defendant as a clerk on a temporary basis. Despite work errors, the employment relationship was initially extended. However, shortly before the end of the further fixed term, the plaintiff was informed that the employment relationship would not be extended this time.<\/p>\n

The plaintiff then asserted to the defendant, also with reference to the low proportion of employees of non-German origin, that there had been discrimination on the grounds of her ethnic origin.<\/p>\n

The defendant denied this, but refused to give further reasons. Nevertheless, at the end of the employment relationship, the plaintiff received a reference from the defendant with the performance assessment \"to our complete satisfaction\", i.e. a performance assessment of \"very good\".<\/p>\n

The defendant defended itself against the plaintiff's subsequent action for compensation on the grounds of ethnic discrimination by arguing that the termination of her contract had been rejected due to her inadequate work performance.<\/p>\n

Unlike the Labour Court, the Regional Labour Court, which was called upon in the appeal, ordered the defendant to pay compensation of EUR 2,500.00 and damages.<\/p>\n

Federal Labour Court:<\/strong> The defendant's appeal and the plaintiff's alternative cross-appeal were successful before the Federal Labour Court.<\/p>\n

In the opinion of the BAG, a conviction of the defendant could not be based on the reasons given by the Regional Labour Court.<\/p>\n

In this respect, the Regional Labour Court will have to clarify again whether the information provided by the defendant about the reasons for the non-renewal of the employment relationship has an indicative effect for discrimination against the plaintiff, because this information was possibly incorrect or contradicted the other conduct of the defendant.<\/p>\n

In this respect, the Regional Labour Court will also have to examine whether the certificate issued was incorrect or whether the reasoning that a termination of the contract was not possible due to the plaintiff's deficiencies in performance.<\/p>\n

The plaintiff's argument that a different, equally incorrect information had previously been provided would also have to be investigated.<\/p>\n

The plaintiff was initially informed that her job would be eliminated due to an impending merger.<\/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


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

When an employee is dismissed by the employer, the employer should ensure that it does not make any contradictory statements to the employee. In the worst case scenario, this could result in the employee being entitled to claim damages from the employer.<\/p>","protected":false},"author":1,"featured_media":12036,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3647,3640],"tags":[1961,1976,2011,2089,1453],"class_list":["post-1710","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-arbeitszeugnisse","category-diskriminierung-agg","tag--1-agg","tag-15-abs-1-s-1-agg","tag-3-abs-1-agg","tag-61b-arbgg","tag-rechtsanwalt-koln-agg"],"yoast_head":"\nArbeitsrecht: Widerspr\u00fcchliche Ausk\u00fcnfte gegen\u00fcber einem Arbeitnehmer bei Beendigung des Arbeitsverh\u00e4ltnisses k\u00f6nnen Indiz f\u00fcr eine Benachteiligung sein.<\/title>\n<meta name=\"description\" content=\"Werden dem Arbeitnehmer gegen\u00fcber bei Beendigung des Arbeitverh\u00e4ltnisses wiederspr\u00fcchliche Angaben gemacht, k\u00f6nnen Schadensersatzanspr\u00fcche nach dem AGG bestehen.\" \/>\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\/labour-law-contradictory-information-provided-to-an-employee-upon-termination-of-employment-may-be-an-indication-of-discrimination\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Arbeitsrecht: Widerspr\u00fcchliche Ausk\u00fcnfte gegen\u00fcber einem Arbeitnehmer bei Beendigung des Arbeitsverh\u00e4ltnisses k\u00f6nnen Indiz f\u00fcr eine Benachteiligung sein.\" \/>\n<meta property=\"og:description\" content=\"Werden dem Arbeitnehmer gegen\u00fcber bei Beendigung des Arbeitverh\u00e4ltnisses wiederspr\u00fcchliche Angaben gemacht, k\u00f6nnen Schadensersatzanspr\u00fcche nach dem AGG bestehen.\" \/>\n<meta property=\"og:url\" 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