{"id":4635,"date":"2015-06-24T10:08:25","date_gmt":"2015-06-24T10:08:25","guid":{"rendered":"https:\/\/www.mth-partner.de\/?p=4635"},"modified":"2025-12-09T18:41:21","modified_gmt":"2025-12-09T18:41:21","slug":"arbeitsrecht-die-bezeichnung-als-ausbildungsvertrag-fuehrt-nicht-dazu-dass-ein-solcher-auch-tatsaechlich-vorliegt","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/labor-law-the-designation-as-a-training-contract-does-not-necessarily-mean-that-it-is-actually-one\/","title":{"rendered":"Labor law: The designation as a training contract does not necessarily mean that it is actually one."},"content":{"rendered":"

Local Court Osnabr\u00fcck, March 11, 2015, Case No.: 2 Ca 431\/14<\/strong><\/p>\n

The Vocational Training Act (BBiG) regulates the key aspects of a training relationship.<\/p>\n

For a training institution to be deemed suitable, the type and setup of the training establishment must ensure that the trainee acquires the skills, abilities, and knowledge intended for their profession.<\/p>\n

Additionally, the trainee should be able to gain initial professional experience in the company. Whether a company meets the required standards for training is determined by the relevant authorities, such as the Chamber of Industry and Commerce, Chamber of Crafts, Agricultural Chamber, or chambers of free professions.<\/p>\n

In the case discussed by the Local Court Osnabr\u00fcck, the court had to decide whether an employment relationship labeled as a training relationship was actually to be considered as such.<\/p>\n

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

<\/span>The plaintiff had entered into a training contract to become a horse caretaker.<\/span><\/h3>\n

The plaintiff, an adult who had previously discontinued vocational training as an equestrian, signed a training contract with the defendant to become a so-called FN-certified horse caretaker.<\/p>\n

This training was not a state-recognised training occupation. From the beginning of the contractual relationship, she was actually employed as a stud assistant for 45 hours per week plus Overtime<\/a> used.<\/p>\n

This role involved heavy physical labor as well as preparing the horses. The training regulations for the FN-certified horse caretaker examination before the German Equestrian Federation e.V. required about two years of full-time experience in horse care within a riding or breeding establishment.<\/p>\n

<\/span>During the training period, the plaintiff did not attend vocational school, and the company was not a master craftsman\u2019s establishment.<\/span><\/h3>\n

The defendant and her husband had formalized these training requirements into a \u201etraining relationship\u201c without actually conducting training according to a training plan. The plaintiff did not attend vocational school during her employment. Additionally, the defendant did not hold a master craftsman title, nor was there a master craftsman employed in the company. For a period of ten months, the plaintiff was paid \u20ac530.00 gross per month.<\/p>\n

<\/span>After termination, the employee sued for unpaid wages, arguing that no training had occurred.<\/span><\/h3>\n

By letter dated 26 September 2014, the defendant terminated the employment relationship with the plaintiff. The plaintiff filed an appeal against this termination. Ruling of the Federal Labor Court<\/a> and also sued for payment of EUR 9,478.19 on the grounds that this amount would represent the appropriate salary for the work performed by the plaintiff.<\/p>\n

<\/span>Judgment of the Local Court Osnabr\u00fcck:<\/strong><\/span><\/h2>\n

<\/span>Regarding the salary, the court agreed with the plaintiff.<\/span><\/h3>\n

The Local Court Osnabr\u00fcck rejected the plaintiff\u2019s protection against dismissal claim. The employment relationship was deemed null and void due to the plaintiff not receiving vocational training in a regulated training program within the defendant\u2019s company.<\/p>\n

<\/span>Instead of training, a factual employment relationship had existed.<\/span><\/h3>\n

For the duration of the invalid contract, only a so-called factual employment relationship was present. In the future, the parties of a factual employment relationship could dissolve their relationship without the need for formal termination.<\/p>\n

The \u20ac9,478.19 claimed would be owed to the plaintiff. For factual employment relationships, a fair remuneration must be applied. The court considered a gross hourly wage of \u20ac7.00 as appropriate for the role of a stable assistant.<\/p>\n

<\/span>The training contract was unlawful and thus void.<\/span><\/h3>\n

A training contract for a state non-recognized vocational occupation with a minor is void due to violation of a statutory prohibition according to \u00a7 4 para. 2 BBiG. For adults, an effective training relationship requires a proper training program. This requires the creation of a company training plan, which becomes part of the vocational training contract and to which the training performance should be aligned. If vocational training in such a regulated training program does not actually take place, the training contract is void.<\/p>\n

Source: Local Court Osnabr\u00fcck<\/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.<\/strong> 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":"

Suitable training centres are an essential prerequisite for vocational training that complies with legal requirements. The Vocational Training Act (BBiG) obliges the competent authorities to determine and monitor the suitability of training centres. <\/p>","protected":false},"author":4,"featured_media":12035,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3645,3646],"tags":[2480],"class_list":["post-4635","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-arbeitsvertraege-klauseln","category-befristungen","tag-notwendige-inhalte-arbeitsvertrag"],"yoast_head":"\nArbeitsrecht: Die Bezeichnung als Ausbildungsvertrag f\u00fchrt nicht dazu, dass ein solcher auch tats\u00e4chlich vorliegt.<\/title>\n<meta name=\"description\" content=\"Ein Ausbildungsverh\u00e4ltnisses erfordert bestimmte Voraussetzungen, liegen diese nicht vor, ist ein faktisches Arbeitsverh\u00e4ltnis gegeben.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.mth-partner.de\/en\/labor-law-the-designation-as-a-training-contract-does-not-necessarily-mean-that-it-is-actually-one\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Arbeitsrecht: Die Bezeichnung als Ausbildungsvertrag f\u00fchrt nicht dazu, dass ein solcher auch tats\u00e4chlich vorliegt.\" \/>\n<meta property=\"og:description\" content=\"Ein Ausbildungsverh\u00e4ltnisses erfordert bestimmte Voraussetzungen, liegen diese nicht vor, ist ein faktisches Arbeitsverh\u00e4ltnis gegeben.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.mth-partner.de\/en\/labor-law-the-designation-as-a-training-contract-does-not-necessarily-mean-that-it-is-actually-one\/\" \/>\n<meta property=\"og:site_name\" content=\"Rechtsanwaltskanzlei\u00a0Tieben\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/profile.php?id=100054481000178\" \/>\n<meta property=\"article:published_time\" content=\"2015-06-24T10:08:25+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-12-09T18:41:21+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/Arbeitsrecht-2.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"600\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"helmer\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@mth_Tieben\" \/>\n<meta name=\"twitter:site\" content=\"@mth_Tieben\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"helmer\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Labor law: The designation as a training contract does not necessarily mean that it is actually one.","description":"A training relationship requires certain prerequisites; 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