{"id":180,"date":"2011-02-16T11:44:59","date_gmt":"2011-02-16T11:44:59","guid":{"rendered":"https:\/\/www.mth-partner.de\/rechtsanwaltsblog\/?p=180"},"modified":"2025-12-29T07:46:15","modified_gmt":"2025-12-29T07:46:15","slug":"arbeitsrecht-grundsatzliches-zur-abmahnung-form-und-inhalt","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/german-labor-law-basics-of-warnings-form-and-content\/","title":{"rendered":"German Labor Law: Basics of Warnings (Form and Content)"},"content":{"rendered":"

<\/span>Form and Content of a Warning<\/strong><\/span><\/h2>\n

With the Warning letter<\/a> the employer objects to a breach by the employee of the obligations arising from the employment contract. In addition to disciplining the employee, the employer's fundamental aim is to protect itself against further breaches of duty by the employee. This is because the warning is often the necessary first step on the way to dismissal. For this reason, a Legal advice in labour law<\/a>t is highly recommended in cases of warning letters.<\/p>\n

The legal basis for a warning is found in \u00a7 314 para. 2 of the German Civil Code (BGB) in conjunction with the principle of proportionality. In principle, a warning can be issued informally, meaning that even a verbal warning is permissible.
\nIn principle, the warning can be issued informally, so that a verbal warning is also permissible in this respect.<\/p>\n

However, regardless of the form, case law from labor courts requires that a warning contain four key components to fulfill its reprimand and warning function:<\/p>\n

The facts of the breach must be precisely described, including location, date, and time.<\/p>\n

The employer must classify the employee\u2019s behavior as a violation of the contract.<\/p>\n

The employer must unambiguously demand that the employee change their behavior.<\/p>\n

The employer must threaten the employee with labor law consequences.<\/p>\n

For example, if the reference to potential labor law consequences is missing, it is not a warning but a reprimand, which cannot serve as a basis for a subsequent dismissal.<\/p>\n

<\/span>Exemption from Issuing a Warning<\/strong><\/span><\/h2>\n

A warning is not required if the employee\u2019s breach is particularly severe and immediate termination is justified. It is also unnecessary if the employee has violated the loyalty or trust relationship, or if there is no expectation that the employee will change their behavior in the future (Federal Labor Court ruling from February 21, 2005 \u2013 2 AZR 280\/04).
\nA warning is also dispensable if the employee's behaviour has affected the area of loyalty or trust or if a change in the employee's behaviour is not to be expected in the future (BAG 21.02.2005 - 2 AZR 280\/04).<\/p>\n

Additionally, a warning is not needed if a dismissal for the same behavior has already been issued and later withdrawn. In this case, the first dismissal replaces the warning.<\/p>\n

<\/span>Timing and Duration of a Warning<\/strong><\/span><\/h2>\n

If multiple warnings are issued for the same misconduct, the employer may only dismiss the employee for another violation if the last warning particularly emphasized labor law consequences (for example, if the most recent warning was labeled as the \u201eFinal Warning\u201c).<\/p>\n

This requirement exists because the warning loses its warning function if it is not followed by a dismissal.<\/p>\n

<\/span>Employee\u2019s Response<\/strong><\/span><\/h2>\n

If several warnings are issued in respect of the same misconduct, the employer may only terminate the contract in the event of a further breach of duty if the last warning threatened labour law consequences in a particularly forceful manner (e.g. if the last warning was entitled \"Last warning\").<\/p>\n

The reason for this requirement is that the warning loses its warning function if the warning is not later complied with by cancellation.<\/p>\n

<\/span> V. Reaction of the employee<\/strong><\/span><\/h2>\n

The warning must be included in the employee\u2019s personnel file. The employee can request the removal of the warning from the file if:<\/p>\n

the warning was not properly issued,
\nthe warning is based on false factual claims,
\nthe warning is based on an incorrect legal assessment of the employee\u2019s behavior,
\nthe principle of proportionality has been violated,
\nthe employer no longer has a legitimate interest in keeping the warning in the personnel file.<\/p>\n

\"\"<\/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

Attorneys from Cologne provide nationwide advice in employment law.<\/a><\/p>","protected":false},"excerpt":{"rendered":"

The employee's warning expresses the disapproval of the warning party (employer) of the misconduct of the other party (employee), which it describes in detail. In some cases, the warning is only intended to discipline the employee, in other cases it serves to prepare the dismissal.<\/p>","protected":false},"author":1,"featured_media":12038,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[35],"tags":[278,668,1101,1130],"class_list":["post-180","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-arbeitsrecht-rechtsanwalt","tag-alkoholbedingtes-fehlverhalten-abmahnung","tag-diebstahl-oder-betrug-durch-den-arbeitnehmer-abmahnung","tag-keine-oder-verspatete-krankmeldung-abmahnung","tag-kundigung"],"yoast_head":"\nArbeitsrecht: Grunds\u00e4tzliches zur Abmahnung (Form und Inhalt)<\/title>\n<meta name=\"description\" content=\"Mit der Abmahnung beanstandet der Arbeitgeber einen Versto\u00df des Arbeitnehmers gegen die sich aus dem Arbeitsvertrag ergebenden Pflichten.\" \/>\n<meta name=\"robots\" content=\"index, follow, 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