{"id":4638,"date":"2015-06-24T10:41:35","date_gmt":"2015-06-24T10:41:35","guid":{"rendered":"https:\/\/www.mth-partner.de\/?p=4638"},"modified":"2025-12-09T18:41:21","modified_gmt":"2025-12-09T18:41:21","slug":"arbeitsrecht-die-kuendigung-eines-arbeitnehmers-wegen-drogenhandels-in-der-freizeit-kann-rechtens-sein","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/labor-law-the-dismissal-of-an-employee-due-to-drug-dealing-during-their-free-time-can-be-lawful\/","title":{"rendered":"Labor Law: The dismissal of an employee due to drug dealing during their free time can be lawful."},"content":{"rendered":"<p><strong>Federal Labor Court, 10.04.2014, Case No.: 2 AZR 684\/13<\/strong><\/p>\n<p>In both cases of conduct-related and person-related termination of an employee, a careful and comprehensive weighing of interests must first be carried out. The employer\u2019s interest in the termination is weighed against the employee\u2019s interest in continued employment.<\/p>\n<p>For the employer, the following factors are considered:<\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li>Nature and extent of operational disadvantages,<\/li>\n<li>Maintenance of the company\u2019s functionality,<\/li>\n<li>Risk of recurrence,<\/li>\n<li>Damage to the employer\u2019s public reputation.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>For the employee, the following factors are considered:<\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li>Nature, severity, and frequency of the alleged breach of duty,<\/li>\n<li>Previous behavior of the employee,<\/li>\n<li>Employee\u2019s insight,<\/li>\n<li>Length of employment and employee\u2019s age.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>In the case discussed here by the Federal Labor Court, the court had to decide whether the dismissal of an employee of the Federal Employment Agency was lawful, although the employee had dealt drugs in his free time.<\/p>\n<p>In such cases, courts often examine whether a dismissal for private drug use or drug dealing is legal. Dealing with narcotics outside of work can also have an impact on the employment relationship if it jeopardises the employer's trust.<\/p>\n<p><img fetchpriority=\"high\" decoding=\"async\" width=\"724\" height=\"542\" class=\"size-full wp-image-7003 aligncenter\" src=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/ordentliche-Kuendigungsgruende.png\" alt=\"What are the grounds for termination of an employment relationship?\" srcset=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/ordentliche-Kuendigungsgruende.png 724w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/ordentliche-Kuendigungsgruende-600x449.png 600w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/ordentliche-Kuendigungsgruende-250x187.png 250w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/ordentliche-Kuendigungsgruende-700x524.png 700w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/ordentliche-Kuendigungsgruende-120x90.png 120w\" sizes=\"(max-width: 724px) 100vw, 724px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Sachverhalt_des_gerichtlichen_Verfahrens\"><\/span>Facts of the Case:<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><span class=\"ez-toc-section\" id=\"Drogenhandel_und_Kundigung\"><\/span>Plaintiff was a caseworker at the job center and convicted of drug trafficking.<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The plaintiff had been employed by the defendant Federal Employment Agency as a caseworker for \u201ebenefits under SGB II\u201c since 2005. In 2001, he was sentenced to a combined prison term of one year and nine months for intentional illicit drug trafficking and aiding in such, with the sentence being suspended on probation and lifted in 2003.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Neue_Anschuldigungen_wegen_Drogenhandel\"><\/span>New allegations of drug trafficking<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>On 15.08.2011, a meeting was held between the parties during which the plaintiff denied having dealt or used drugs.\n\nHowever, following a broad confession, the plaintiff was convicted on 26.01.2012 for illegal drug trafficking in significant quantities and sentenced to a combined prison term of one year and eight months, also suspended on probation. The plaintiff informed the defendant of this on the same day.\n\nAfter the plaintiff had again engaged in drug dealing, the defendant terminated the employment relationship both without notice and with notice.<\/p>\n<p>Even if no drugs are consumed at the workplace, termination without notice due to drugs at the workplace or in connection with drug consumption may be possible in the event of serious misconduct. In such cases, the Federal Labour Court places high demands on the employee's trustworthiness.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Fristlose_und_ordentliche_Kundigung_durch_die_Beklagte\"><\/span>Termination without notice and ordinary termination by the defendant<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Following the renewed offence, the defendant terminated the employment relationship without notice on 6 February 2012 after the staff council had been consulted. This was followed on 28 February 2012 by a <a href=\"https:\/\/www.mth-partner.de\/en\/receive-your-72-hour-emergency-plan\/\">ordinary cancellation<\/a> as of 30 June 2012, also after consultation with the Staff Council.<\/p>\n<p>The notice periods for employees generally remain in place in such cases, unless termination without notice is legally permissible. The employer must always check whether ordinary dismissal in compliance with the notice periods would be sufficient or whether immediate termination of the employment relationship is necessary.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Klage_gegen_die_Kundigungen\"><\/span>Action against the dismissals<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>With his timely filed dismissal protection lawsuit, the plaintiff challenged both terminations and sought a declaration that the employment relationship between the parties had not been dissolved by either the extraordinary termination of 06.02.2012 or the ordinary termination of 28.02.2012. He also sought an order requiring the defendant to continue employing him as a caseworker for benefits under SGB II, with remuneration according to pay group TE IV, level 2.<\/p>\n<p>The plaintiff claimed that a dismissal for drug use in his free time was inadmissible as there was no direct connection to the workplace. This argument is regularly examined in labour law proceedings, especially when it comes to private life.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Urteile_der_Vorinstanzen_Unterschiedliche_Entscheidungen\"><\/span>Plaintiff Filed Dismissal Protection Lawsuit, Lower Courts Rejected It<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The lower courts initially hearing the case deemed the extraordinary termination invalid, but the ordinary termination as socially justified. The plaintiff pursued his claim in full with his appeal to the Federal Labor Court.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Entscheidung_des_Bundesarbeitsgerichts_Revision_abgewiesen\"><\/span>Federal Labor Court\u2019s Judgment on Appeal<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The termination of 28.02.2012 was socially justified under \u00a7 1 para. 2 KSchG.\n\nAlthough the termination was not due to the plaintiff\u2019s conduct, the defendant was entitled to terminate the employment for reasons related to the plaintiff\u2019s person, as the plaintiff lacked the necessary suitability to perform his duties.<\/p>\n<p>The court found that criminal behaviour outside of working hours could also cast doubt on the reliability and trustworthiness of the employee. In the case of the plaintiff, the authorisation of benefits in accordance with SGB II was a sovereign task that required absolute integrity. Illegal drug dealing was incompatible with this activity.<\/p>\n<p>The ruling clarifies what constitutes grounds for dismissal under labour law. In addition to workplace-related breaches of duty, this also includes criminal offences committed outside of work if they call into question the employee's professional suitability. A case of drug dealing or drug use can therefore justify both summary and ordinary dismissal.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Interessenabwagung_Belange_der_Beklagten_uberwiegen\"><\/span>Weighing of interests: Interests of the defendant prevail<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The BAG recognised that the plaintiff had been with the company for almost seven years, but the defendant's interest in terminating the employment relationship prevailed. The plaintiff's behaviour had shaken the trust in the proper performance of public duties. The same principles naturally also apply to <a href=\"https:\/\/www.mth-partner.de\/en\/services\/employment-and-labour-law\/\" target=\"_blank\" rel=\"noopener\">Labour law in Cologne<\/a>.<\/p>\n<p>In addition to termination of employment, in comparable cases there is also the threat of a prison sentence for drug trafficking, which additionally impairs confidence in the employee's reliability. Employers are obliged to consider the risk to the company and public reputation in the event of such convictions.<\/p>\n<p>Source: Federal Labor Court<\/p>\n<p><strong>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<p>If you need legal advice, please feel free to call us at <a href=\"tel:022180187670\">0221 - 80187670<\/a> or send us an email at or send an email to info@mth-partner.de <a href=\"mailto:info@mth-partner.de\">info@mth-partner.de<\/a><\/p>\n<p><a href=\"https:\/\/www.mth-partner.de\/en\/services\/employment-and-labour-law\/\">Lawyers in Cologne advise and represent you in labour law.<\/a><\/p>\n<div id=\"gtx-trans\" style=\"position: absolute; left: 382px; top: 3068px;\">\n<div class=\"gtx-trans-icon\"><\/div>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>In the opinion of the Federal Labour Court, a criminal offence in the private sphere may entitle the employer to issue a dismissal for personal reasons in accordance with Section 1 (2) KSchG.<\/p>","protected":false},"author":4,"featured_media":12035,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3634],"tags":[1135,2188],"class_list":["post-4638","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-besondere-kuendigungsfaelle","tag-kundigung-diskriminierung","tag-rechtsanwalt-koeln-personenbedingte-kuendigung"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Arbeitsrecht: Die K\u00fcndigung eines Arbeitnehmers wegen Drogenhandels in der Freizeit kann rechtens sein.<\/title>\n<meta name=\"description\" content=\"Wird einem Arbeitnehmer im \u00f6ffentlichen Dienst gek\u00fcndigt, weil er in seiner Freizeit mit Drogen handelt, kann dies rechtm\u00e4\u00dfig sein.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, 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