{"id":61,"date":"2011-02-13T11:23:44","date_gmt":"2011-02-13T11:23:44","guid":{"rendered":"https:\/\/www.mth-partner.de\/rechtsanwaltsblog\/?p=61"},"modified":"2026-01-08T08:21:24","modified_gmt":"2026-01-08T08:21:24","slug":"arbeitsrecht-auserordentliche-kundigung-ungerechtfertigt-wegen-langer-beanstandungsfreier-beschaftigungszeit","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/labour-law-extraordinary-dismissal-unjustified-due-to-long-period-of-employment-without-complaints\/","title":{"rendered":"Labour law: Extraordinary dismissal unjustified due to long period of employment without complaints."},"content":{"rendered":"<p><strong>Regional Labour Court Berlin\/Brandenburg, 16.09.2010 (Ref.: 2 SA 509\/10)<\/strong><\/p>\n<p>For the effectiveness of an extraordinary <a href=\"https:\/\/www.mth-partner.de\/en\/receive-your-72-hour-emergency-plan\/\">Legal advice on tenancy bonds and rent increases<\/a> In accordance with \u00a7 626 of the German Civil Code (BGB), the termination of employment without notice or with a notice period requires good cause.<\/p>\n<p>If such a reason exists, a weighing of interests must be carried out on the basis of the principle of proportionality in order to determine whether continued employment until the end of the ordinary period of employment is necessary. <a href=\"https:\/\/www.mth-partner.de\/en\/receive-your-72-hour-emergency-plan\/\">Cancellation period<\/a> would be reasonable. Important reasons for the <a href=\"https:\/\/www.mth-partner.de\/en\/arbeitsrecht-kuendigungsschutz\/\">extraordinary cancellation<\/a> can be, for example, the following: Refusal to work, insult, discrimination against foreigners, bribes\/bribery, theft or expense fraud. Until recently, the Federal Labour Court (\u201eBAG\u201c) also considered dismissal without notice to be justified in the case of theft of low-value items. However, this changed with the \u201eEmmely\u201c case.<\/p>\n<p><a href=\"https:\/\/www.mth-partner.de\/en\/employment-law-before-a-summary-dismissal-due-to-a-breach-of-competition-a-warning-may-need-to-be-issued\/wirksamkeit_aok-15\/\" rel=\"attachment wp-att-2433\"><img fetchpriority=\"high\" decoding=\"async\" class=\"alignnone size-full wp-image-2433\" src=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/2012\/05\/Wirksamkeit_aoK1.png\" alt=\"Effectiveness_aoK\" width=\"672\" height=\"277\" srcset=\"https:\/\/www.mth-partner.de\/wp-content\/uploads\/2012\/05\/Wirksamkeit_aoK1.png 672w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/2012\/05\/Wirksamkeit_aoK1-600x247.png 600w, https:\/\/www.mth-partner.de\/wp-content\/uploads\/2012\/05\/Wirksamkeit_aoK1-300x123.png 300w\" sizes=\"(max-width: 672px) 100vw, 672px\" \/><\/a><\/p>\n<p><strong>Facts<\/strong>The later plaintiff, a railway employee, had celebrated her 40th anniversary with colleagues. The employee then submitted a receipt received from a catering company for hospitality costs in the amount of \u20ac250.00 to the employer for reimbursement, although the actual costs were only around \u20ac90.00. The plaintiff wisely chose the amount of \u20ac 250.00, as the employer had a general policy of reimbursing hospitality costs up to an amount of \u20ac 250.00.<\/p>\n<p><strong>Berlin\/Brandenburg Regional Labour Court<\/strong>: The LAG considered the extraordinary dismissal of the employee to be unjustified. In particular, the fact that the employee had been employed by the employer for 40 years without complaint up to this point and had committed the offence outside the core area of her work made the dismissal unjustified.<\/p>\n<p>Source: Berlin\/Brandenburg Regional Labour Court<\/p>\n<p><b>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<p>If you need legal advice, please call us without obligation on 0221 - 80187670 or send us an email to <a href=\"mailto:info@mth-partner.de\">info@mth-partner.de<\/a><\/p>","protected":false},"excerpt":{"rendered":"<p>Landesarbeitsgerichts Berlin\/Brandenburg, 16.09.2010 (Az.: 2 SA 509\/10) F\u00fcr die Wirksamkeit einer au\u00dferordentlichen K\u00fcndigung gem. \u00a7 626 BGB, die fristlos oder mit einer Auslauffrist erkl\u00e4rt wird, ist ein wichtiger Grund erforderlich. Liegt ein solcher Grund vor, ist aufgrund des Verh\u00e4ltnism\u00e4\u00dfigkeitsprinzips eine Interessenabw\u00e4gung durchzuf\u00fchren, um festzustellen, ob eine Weiterbesch\u00e4ftigung bis zum Ablauf der ordentlichen K\u00fcndigungsfrist zumutbar w\u00e4re. [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":12036,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3630],"tags":[2091,319,448,1587],"class_list":["post-61","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ausserordentliche-fristlose-kuendigung","tag-626-bgb","tag-anwendbarkeit-des-kundigungsschutzgesetzes","tag-auslanderdiskriminierung","tag-schmiergelderbestechung"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Arbeitsrecht: Au\u00dferordentliche K\u00fcndigung ungerechtfertigt wegen langer beanstandungsfreier Besch\u00e4ftigungszeit.<\/title>\n<meta name=\"description\" content=\"F\u00fcr die Wirksamkeit einer au\u00dferordentlichen K\u00fcndigung gem. \u00a7 626 BGB, die fristlos erkl\u00e4rt wird, ist ein wichtiger Grund erforderlich.\" 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