{"id":2062,"date":"2011-02-13T17:10:02","date_gmt":"2011-02-13T17:10:02","guid":{"rendered":"https:\/\/www.mth-partner.de\/rechtsanwaltsblog\/?p=92"},"modified":"2025-12-29T08:24:45","modified_gmt":"2025-12-29T08:24:45","slug":"arbeitsrecht-kundigungsandrohung-nach-strafbarer-handlung-nicht-widerrechtlich","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/employment-law-threat-of-termination-after-criminal-act-not-unlawful\/","title":{"rendered":"Employment Law: Threat of Termination After Criminal Act Not Unlawful"},"content":{"rendered":"

Regional Labor Court Berlin-Brandenburg, 05.11.2010, 6 SA 1442\/10<\/strong><\/p>\n

In accordance with Section 626 of the German Civil Code (BGB), the employment relationship can be terminated by either party to the contract for good cause without notice. Cancellation period<\/a> can be terminated if there are facts on the basis of which the terminating party cannot reasonably be expected to continue the employment relationship until the expiry of the notice period or until the agreed termination of the employment relationship, taking into account all the circumstances of the individual case and weighing up the interests of both parties to the contract. Case law has already ruled on countless \u201eimportant reasons\u201c, in particular breaches of duty or criminal offences are often subject to judicial review. The \u201eEmmely\u201c case in particular has caused a stir in this area. In view of the complexity and in order to increase the chances of success, it is therefore worthwhile involving a Lawyer for labour law in Cologne<\/a>.<\/p>\n

In the above-mentioned decision, the Berlin-Brandenburg Regional Labour Court now had to decide whether the Cancellation agreement<\/a> The court ruled that an employee's declaration of intent was contestable if the employer had given the employee the choice of being dismissed without notice or signing the termination agreement due to a criminal offence.<\/p>\n

<\/span>Facts of the Case:<\/span><\/h2>\n

<\/span>The employee had stolen tissue packs from the employer.<\/span><\/h3>\n

The plaintiff (employee) was employed by the defendant (employer) and stole four packs of tissues. The defendant then presented the plaintiff with the choice of either being terminated without notice or signing a termination agreement.<\/p>\n

<\/span>The employee eventually signed the termination agreement but later sought to contest it.<\/span><\/h3>\n

The plaintiff chose to sign the termination agreement. She later regretted this decision and contested her declaration of entering into the termination agreement due to unlawful coercion (threat of dismissal) and sued for continued employment. The Labor Court Potsdam rejected the claim, and the defendant appealed.<\/p>\n

<\/span>Judgment of the Regional Labor Court Berlin-Brandenburg:<\/strong><\/span><\/h2>\n

<\/span>According to the court, the contestation was invalid.<\/span><\/h3>\n

The LAG upheld the view of the Labor Court Potsdam. The termination agreement was not invalidated by the plaintiff\u2019s retroactive contestation under Section 142 (1) BGB, as there was no reason for contestation. Although the defendant\u2019s statement could be seen as a threat, it was not considered unlawful.<\/p>\n

<\/span>The Threat of Dismissal Was Not Unlawful<\/span><\/h3>\n

Under Section 123 (1) BGB, a threat of extraordinary dismissal is only unlawful if a reasonable employer could not seriously consider such a dismissal. Only if, taking all the circumstances of the individual case into account, the employer must assume that the threatened dismissal would, if issued, highly likely not withstand a court review, may the employer not present the extraordinary dismissal as a threat to induce the employee to enter into a termination agreement.<\/p>\n

Source: Regional Labor Court Berlin-Brandenburg<\/p>\n

Attorneys from Cologne provide nationwide advice in employment law.<\/a><\/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":"

Employment relationships or legal proceedings are often terminated by a cancellation agreement. 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