{"id":182,"date":"2011-02-16T11:51:32","date_gmt":"2011-02-16T11:51:32","guid":{"rendered":"https:\/\/www.mth-partner.de\/rechtsanwaltsblog\/?p=182"},"modified":"2025-12-29T08:25:41","modified_gmt":"2025-12-29T08:25:41","slug":"sonderkundigungsrecht-bei-schwerbehinderten-arbeitnehmern","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/labor-law-special-termination-rights-for-severely-disabled-employees\/","title":{"rendered":"Labor law: Special termination rights for severely disabled employees"},"content":{"rendered":"

The termination of severely disabled employees is subject to the special termination rights under the Social Code Book IX. According to \u00a7 85 SGB IX, the termination of a severely disabled employee requires the prior consent of the Integration Office.<\/p>\n

<\/span>I. Termination Protection for Severely Disabled Employees<\/span><\/h2>\n

The dismissal of severely disabled employees is subject to the special right of termination under the German Social Code IX (SGB IX). According to Section 85 SGB IX, the dismissal of a severely disabled employee requires the prior consent of the Integration Office. This special protection against dismissal is intended to ensure that severely disabled people do not lose their jobs without further ado due to their special situation. The Protection against dismissal<\/a> applies to both ordinary and extraordinary terminations. A dismissal is generally invalid without the approval of the Integration Office.<\/p>\n

<\/span>II. Definition of Severe Disability<\/span><\/h2>\n

According to \u00a7 2 (2) SGB IX, a person is considered severely disabled if they have a degree of disability of at least 50%. Individuals with a degree of disability of less than 50% but at least 30% can, according to \u00a7 2 (3) SGB IX, be treated as severely disabled upon application to the Employment Agency. This equal status is mainly granted when the disabled person, due to their impairment, would otherwise not be able to find or retain suitable employment without it.<\/p>\n

It is important to note that the consent of the Integration Office is required even if the severe disability has not yet been formally recognized by an official decision. What matters is the actual degree of disability. In the case of equal status granted by the Employment Agency, the decision has a constitutive effect, meaning that the status of severe disability only takes effect upon the granting of equal status. However, the protection applies retroactively from the day the application was submitted (\u00a7 68 (2) sentence 2 SGB IX).<\/p>\n

<\/span>III. Scope of Special Termination Protection<\/span><\/h2>\n

The special termination protection under SGB IX applies even if the employer was unaware of the severe disability at the time of termination. However, to prevent abuse, the courts require that the employee must have filed the application for the determination of the disability at least three weeks before the termination and informed the employer about the disability or the application within one month of receiving the notice of termination.<\/p>\n

These regulations ensure that severely disabled individuals are not disadvantaged, while also preventing abuse by filing applications solely for the purpose of obtaining termination protection. Exceptions to the special termination protection exist under \u00a7 90 (2a) SGB IX, if the severe disability is not proven or if the employee does not sufficiently cooperate in the determination process.<\/p>\n

<\/span>IV. Decision of the Integration Office<\/span><\/h2>\n

The Integration Office examines whether consent for a termination can be granted. In doing so, the interests of the severely disabled employee in keeping their job are weighed against the employer\u2019s interests. Factors considered include the type and severity of the disability, the employee\u2019s age, length of service, and the employer\u2019s financial situation. It is also examined whether the termination is related to the disability or if other reasons, such as employee misconduct, are the primary cause.<\/p>\n

In general, the protection against dismissal is weaker if the reasons for the termination are not related to the disability. For example, in cases of termination due to misconduct, severely disabled employees are almost treated the same as non-disabled employees, provided there is no direct link to the disability.<\/p>\n

<\/span>V. Deadlines and Legal Remedies<\/span><\/h2>\n

The Integration Office must decide within one month of receiving the application in the case of ordinary termination, according to \u00a7 88 (1) SGB IX. For extraordinary terminations, the deadline is shortened to two weeks (\u00a7 91 (3) SGB IX). If the Integration Office fails to meet this deadline, the consent to the termination is deemed to have been granted. These deadlines are intended to ensure a prompt decision so that both parties have planning security.<\/p>\n

Since the consent is an administrative act, both the employer and the employee can appeal the decision. This provides both parties with the opportunity to seek judicial review of the decision. In particular, when consent is denied, the employer has the option to challenge the decision in court to protect their interests.<\/p>\n

\"Protection<\/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 from Cologne advise clients nationwide on labour law.<\/a><\/p>","protected":false},"excerpt":{"rendered":"

Due to the legal and factual circumstances of employment relationships, German labour law provides for various special protection against dismissal laws, which are intended to protect employees from dismissal in certain situations. <\/p>","protected":false},"author":1,"featured_media":12038,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3636],"tags":[1145,1150,1163,2522],"class_list":["post-182","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-schwerbehinderung","tag-kundigung-schwerbehinderung","tag-kundigung-von-schwerbehinderten-arbeitnehmern","tag-kundigungsschutzgesetz","tag-rechtsanwalt-koeln-schwerbehindertenrecht"],"yoast_head":"\nSonderk\u00fcndigungsrecht bei schwerbehinderten Arbeitnehmern<\/title>\n<meta name=\"description\" content=\"Die K\u00fcndigung von schwerbehinderten Arbeitnehmern untersteht dem Sonderk\u00fcndigungsrecht des 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