{"id":4415,"date":"2014-09-28T08:28:43","date_gmt":"2014-09-28T08:28:43","guid":{"rendered":"https:\/\/www.mth-partner.de\/?p=4415"},"modified":"2025-12-09T18:43:01","modified_gmt":"2025-12-09T18:43:01","slug":"arbeitsrecht-der-arbeitszeitbetrug-des-arbeitnehmers-kann-dessen-fristlose-kuendigung-rechtfertigen","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/labour-law-the-employees-working-time-fraud-may-justify-his-termination-without-notice\/","title":{"rendered":"Labour law: An employee's working time fraud can justify termination without notice"},"content":{"rendered":"

Regional Labour Court of Hesse, 17.02.2014, Ref.: 16 Sa 1299\/13<\/b><\/p>\n

The employment relationship between the employee and the employer can be terminated for good cause without observing a notice period if there are facts on the basis of which the terminating party cannot reasonably be expected to continue the employment relationship until the end of the notice period, taking into account all the circumstances of the individual case and weighing up the interests of both parties to the contract.<\/p>\n

To this end, it must first be examined whether the facts of the case are \"per se\", i.e. typically suitable as good cause, without its special circumstances. It is then necessary to examine whether or not the terminating party can reasonably be expected to continue the employment relationship, taking into account the specific circumstances of the case and weighing up the interests of both parties to the contract - at least until the expiry of the notice period.<\/p>\n

In the above-mentioned judgement of the Regional Labour Court of Hesse, an employee was dismissed because he had committed working time fraud.<\/p>\n

<\/span>Background to the case: Dismissal due to working time fraud<\/span><\/h3>\n

In this case, a long-standing employee of a large butcher's shop brought an action against his cancellation without notice<\/a>. The plaintiff had been employed by the company for over 26 years and received a gross salary of around 2,450 to 2,700 euros. The reason for the dismissal was the accusation that the plaintiff had repeatedly violated the company's time recording rules by entering and leaving the production area without \u201eclocking in\u201c properly. The plaintiff defended himself by claiming that operational reasons or technical defects were responsible for the behaviour.<\/p>\n

<\/span>Labour court: Taking of evidence and judgement<\/span><\/h3>\n

The labour court dismissed the claim after taking extensive evidence. Witnesses confirmed that the plaintiff had bypassed the time recording system on several days. He had deliberately held his hand between the time recording chip and the reader in order to prevent registration. The production manager had verified this on the basis of video recordings. The court found that this was intentional working time fraud, which constitutes good cause for extraordinary dismissal.<\/p>\n

<\/span>Appeal to the Regional Labour Court: Confirmation of the judgement<\/span><\/h3>\n

The Hesse Regional Labour Court (LAG) confirmed the first-instance ruling. It clarified that the wilful breach of the obligation to correctly record working hours generally constitutes good cause for dismissal without notice. The misuse of the time recording system - in this case by deliberately manipulating the chip - significantly breached the duty of consideration under the employment contract in accordance with Section 241 (2) BGB. The employer could not reasonably be expected to continue to employ the plaintiff, even until the end of the ordinary notice period, due to the massive loss of trust.<\/p>\n

<\/span>Consideration and result: breach of trust prevails<\/span><\/h3>\n

Although the court took into account the plaintiff's long period of service and his family commitments, it concluded that these aspects could not outweigh the seriousness of the breach of duty and the resulting loss of trust. As the plaintiff had knowingly circumvented the time recording system on several occasions, a Warning letter<\/a> was not considered sufficient. In view of the established working time fraud and the breach of trust, the LAG ruled that the termination without notice was effective. The plaintiff's appeal was therefore dismissed.<\/p>\n

Conclusion:<\/strong> This ruling emphasises that working time fraud through manipulation of time recording constitutes a serious breach of the employee's duties and generally justifies dismissal without notice - especially if the employer's trust has been irrevocably destroyed.<\/p>\n

Source: Regional Labour Court of Hesse<\/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":"

If an employee is to be dismissed, it is necessary to carefully examine whether the asserted reason for dismissal is actually sufficient for termination. 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