{"id":1990,"date":"2011-02-13T10:16:53","date_gmt":"2011-02-13T10:16:53","guid":{"rendered":"https:\/\/www.mth-partner.de\/rechtsanwaltsblog\/?p=32"},"modified":"2025-12-09T18:45:17","modified_gmt":"2025-12-09T18:45:17","slug":"arbeitsrecht-diskriminierung-eines-stellenbewerbers-wegen-seines-alters","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/labour-law-discrimination-against-a-job-applicant-because-of-his-age\/","title":{"rendered":"Labour law: Discrimination against a job applicant because of his age"},"content":{"rendered":"

Federal Labour Court, 19.08.2010, Ref.: 8 AZR 530\/09<\/strong><\/p>\n

According to \u00a7 11 i. in conjunction with Section 7 of the General Equal Treatment Act (\"AGG\"), a position may not be advertised in violation of the prohibition of discrimination. In particular, this also includes the age-neutral advertising of the position (even if \u00a7 10 AGG considers different treatment due to age to be permissible within certain limits).<\/p>\n

\"AGG_GeschuetzteRechtsgueter\"<\/a><\/p>\n

<\/span>Facts: Age discrimination in job applications<\/span><\/h3>\n

The plaintiff, born in 1958, applied for a position advertised by the defendant as a fully qualified lawyer. The job advert was looking for a \"young, committed fully qualified lawyer\". Following his application, the plaintiff received a rejection, while a female lawyer born in 1977 was offered the position. The plaintiff then demanded compensation of \u20ac25,000 from the defendant. He argued that the rejection was based on age discrimination, as the advert was explicitly looking for a \"young\" candidate.<\/p>\n

<\/span>Judgement of the lower courts: Partial compensation<\/span><\/h3>\n

At first instance, the court ruled in favour of the plaintiff, ordering the defendant to pay compensation amounting to one month's salary. However, the claim for higher compensation was dismissed. The Munich Regional Labour Court (LAG) confirmed this ruling by dismissing both the plaintiff's appeal and the defendant's cross-appeal.<\/p>\n

<\/span>Decision of the Federal Labour Court (BAG): Discrimination yes, but limited compensation<\/span><\/h3>\n

The Federal Labour Court (BAG) agreed with the view of the lower courts. It ruled that the wording of the job advertisement should be seen as an indication of age discrimination. The reference to a \"young\" candidate implied an age-related disadvantage. The decision to award the plaintiff compensation was therefore justified. However, the BAG clarified that higher compensation, as claimed by the plaintiff, was not appropriate as he could not prove that he would have been given the job without the discrimination.<\/p>\n

<\/span>Conclusion: Appropriate compensation for age discrimination<\/span><\/h3>\n

The judgement of the BAG shows that a discriminatory job advertisement is seen as a strong indication of age discrimination. Nevertheless, the amount of compensation was limited as the plaintiff was unable to prove beyond doubt that he would have got the job if the discrimination had not occurred. In such cases, compensation can be awarded, but significantly higher compensation is only justified under certain conditions. One month's salary was therefore deemed appropriate.<\/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>","protected":false},"excerpt":{"rendered":"

Bundesarbeitsgericht, 19.08.2010, Az.: 8 AZR 530\/09 Gem. \u00a7 11 i. V. m. \u00a7 7 Allgemeines Gleichbehandlungsgesetz (\u201eAGG\u201c) darf eine Stelle nicht unter Versto\u00df gegen das Benachteiligungsverbot ausgeschrieben werden. Insbesondere umfasst dies auch die altersneutrale Ausschreibung der Stelle (auch wenn \u00a7 10 AGG in bestimmten Grenzen die unterschiedliche Behandlung wegen des Alters f\u00fcr zul\u00e4ssig erachtet). Sachverhalt: […]<\/p>\n","protected":false},"author":1,"featured_media":12036,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3640],"tags":[271,1276,1453],"class_list":["post-1990","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diskriminierung-agg","tag-agg-gilt-sowohl-fur-arbeitnehmer-und-auszubildende","tag-mindesturlaubsgesetz-fur-arbeitnehmer-agg","tag-rechtsanwalt-koln-agg"],"yoast_head":"\nArbeitsrecht: Diskriminierung eines Stellenbewerbers wegen seines Alters<\/title>\n<meta name=\"description\" content=\"Gem. \u00a7 11 i. 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