{"id":3271,"date":"2013-10-22T14:44:37","date_gmt":"2013-10-22T14:44:37","guid":{"rendered":"https:\/\/www.mth-partner.de\/?p=3271"},"modified":"2025-12-09T18:43:01","modified_gmt":"2025-12-09T18:43:01","slug":"arbeitsrecht-zur-frage-der-diskriminierung-aufgrund-der-kuendigung-einer-arbeitnehmerin-waehrend-der-schwangerschaft","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/employment-law-on-the-issue-of-discrimination-due-to-the-termination-of-an-employee-during-pregnancy\/","title":{"rendered":"Employment Law: On the Issue of Discrimination Due to the Termination of an Employee During Pregnancy"},"content":{"rendered":"

Federal Labor Court, 17.10.2013, Case No.: 8 AZR 742\/12<\/strong><\/p>\n

Pregnant employees in Germany are subject to special protection against dismissal.<\/p>\n

This protection is governed primarily by the Maternity Protection Act (Mutterschutzgesetz). The purpose of this law is to protect expectant mothers and, naturally, unborn children from health risks at work, financial losses, or dismissal from employment during pregnancy.<\/p>\n

The Maternity Protection Act imposes specific obligations on both the employer and the employee.<\/p>\n

For example, the employer is required to notify the relevant supervisory authority (state labor protection or trade supervisory offices) of the employee\u2019s pregnancy and to adjust the workplace in such a way that the employee is adequately protected from risks to life and health.<\/p>\n

The expectant mother, in turn, should inform the employer of her pregnancy as soon as she becomes aware of it. Although there is no legal obligation to do so immediately, it is advisable to inform the employer in a timely manner to avoid financial disadvantages for the employer and possible resulting claims for damages.<\/p>\n

To avoid problems of proof (e.g., in a potential dismissal protection case), the notification of pregnancy should be made in writing, and the employee should request a receipt of the pregnancy notification from the employer.<\/p>\n

As evidence, the employer should be provided with a doctor\u2019s certificate confirming the pregnancy and the expected due date.<\/p>\n

The notification of pregnancy gives rise to special protection against dismissal even if the employer has already terminated the employment relationship. cancelled<\/a> has. This is intended to protect pregnant women from the employer getting wind of the pregnancy and wanting to pre-empt a pregnancy notification with a dismissal. However, certain deadlines must be observed.<\/p>\n

In the above-mentioned decision of the Federal Labor Court, the court had to determine whether an employer was required to pay compensation equivalent to three months\u2018 gross salary because the plaintiff, a pregnant employee, claimed that she was discriminated against on the grounds of her gender due to a dismissal during her pregnancy.<\/p>\n

<\/span>Employer Delays Withdrawal of the Dismissal<\/span><\/h3>\n

A month later, a company medical report confirmed both the pregnancy and a temporary work ban. Weeks later, the defendant finally declared the \u201ewithdrawal\u201c of the dismissal. The plaintiff, however, rejected an out-of-court settlement offered by the defendant as part of the withdrawal. Despite the delayed action by the defendant, the case proceeded to court.<\/p>\n

<\/span>Court Proceedings and Acknowledgment by the Defendant<\/span><\/h3>\n

The plaintiff subsequently filed a lawsuit with the labor court, seeking compensation equivalent to three months\u2018 gross salary due to discrimination on the grounds of her gender. After a lengthy dispute in court, the defendant eventually made a declaration of acknowledgment. In this, it was established that the dismissal was invalid. However, despite this determination, the dispute did not end. The plaintiff continued to demand compensation, arguing that she had been discriminated against due to her gender, namely her pregnancy. She contended that the dismissal was based on gender discrimination, warranting financial compensation.<\/p>\n

<\/span>Federal Labor Court Decision<\/span><\/h3>\n

Despite the court's success with regard to the dismissal, the plaintiff also claimed compensation amounting to three months' gross salary for alleged discrimination on the grounds of her gender. She argued that the dismissal constituted discrimination because she had been pregnant. However, the Federal Labour Court rejected this claim. The court found that the defendant had not been aware of the pregnancy at the time of the dismissal. For this reason, the dismissal could not be considered discrimination on the grounds of gender.<\/p>\n

<\/span>Discrimination Claims Under the Maternity Protection Act<\/span><\/h3>\n

Another aspect of the case was whether the entitlement to maternity protection wages under \u00a7 11 of the Maternity Protection Act constituted discrimination, as only women can claim this special protection. The Federal Labor Court clarified that the special entitlement to maternity protection wages does not constitute gender-specific discrimination. This entitlement arises from biological circumstances and is intended to provide special protection for pregnant women. No discrimination is present in this regard.<\/p>\n

<\/span>Conclusion<\/span><\/h3>\n

In summary, the Federal Labor Court ruled that the dismissal did not constitute gender-specific discrimination and therefore compensation was not justified. The case demonstrates that dismissals during the probationary period, even when a pregnancy is later revealed, do not necessarily result in claims for compensation, provided the employer was unaware of the pregnancy at the time of the dismissal.<\/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

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

German labour law provides for various special dismissal protection laws for employees in Germany. These laws serve to protect particularly vulnerable employees, such as the disabled, from the unfavourable consequences of dismissal. The Maternity Protection Act, which is dealt with in this decision, serves to protect expectant mothers. <\/p>","protected":false},"author":4,"featured_media":12038,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3637],"tags":[2680,1135,1153,2284,2185],"class_list":["post-3271","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-schwangerschaft-mutterschutz","tag-anzeige-der-schwangerschaft","tag-kundigung-diskriminierung","tag-kundigungschutzgesetz-anwendbar","tag-rechtsanwalt-koeln-arbeitnehmerschutz","tag-rechtsanwalt-koeln-kuendigungsschutzklage"],"yoast_head":"\nArbeitsrecht: Zur Frage der Diskriminierung aufgrund der K\u00fcndigung einer Arbeitnehmerin w\u00e4hrend der Schwangerschaft<\/title>\n<meta name=\"description\" content=\"Das Mutterschutzgesetz hat die Aufgabe schwangere Arbeitnehmerinnen vor finanziellen Einbu\u00dfen oder vor K\u00fcndigungen 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