{"id":940,"date":"2011-11-23T17:47:00","date_gmt":"2011-11-23T17:47:00","guid":{"rendered":"https:\/\/www.mth-partner.de\/rechtsanwaltsblog\/?p=940"},"modified":"2025-12-29T08:38:20","modified_gmt":"2025-12-29T08:38:20","slug":"arbeitsrecht-geschlechtsbezogene-stellenanzeige-verstost-gegen-7-des-allgemeinen-gleichbehandlungsgesetzes-agg","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/labour-law-gender-related-job-advertisement-violates-7-of-the-general-equal-treatment-act-agg\/","title":{"rendered":"Labour law: Gender-related job advertisement violates Section 7 of the General Equal Treatment Act (\"AGG\")"},"content":{"rendered":"

Karlsruhe Higher Regional Court, 13.09.2011, Ref.: 17 U 99\/10<\/strong><\/p>\n

According to Section 1 of the General Equal Treatment Act (\"AGG\"), discrimination on the basis of personal characteristics such as \"race\", ethnic origin, gender, religion, ideology, disability, age or sexual origin should be excluded.<\/p>\n

Sections 6-18 AGG standardise the protection of employees against discrimination. This labour law section of the AGG applies to employees and trainees, but also to job applicants.<\/p>\n

According to \u00a7 7 (1) AGG, such employees may not be discriminated against on the basis of a reason specified in \u00a7 1 AGG; this also applies if the person who commits the discrimination only assumes the existence of a reason specified in \u00a7 1 AGG at the time of the discrimination.<\/p>\n

\"AGG_GeschuetzteRechtsgueter\"<\/a><\/p>\n

The above-mentioned judgement of the Higher Regional Court of Karlsruhe had to deal with the question of whether a job advertisement for the position of managing director, which was only tailored to male job applicants, constitutes discrimination within the meaning of \u00a7\u00a7 7 para. 1 in conjunction with 1 AGG. V. m. 1 AGG.<\/p>\n

<\/span>Introduction to the case<\/span><\/h3>\n

This case concerned a job advertisement commissioned by a medium-sized company. The law firm published two vacancies for the position of managing director in a newspaper advert. The advert called for skills in acquisition and in finance and accounting, but did not explicitly refer to gender diversity. After the plaintiff, a female lawyer, applied and was not considered, she claimed compensation of 25,000 euros for alleged discrimination.<\/p>\n

<\/span>Decisions of the courts<\/span><\/h3>\n

The Karlsruhe Regional Court initially rejected the plaintiff's claims for compensation as unfounded. The plaintiff appealed and the Karlsruhe Higher Regional Court (OLG) ruled partly in her favour on appeal. The OLG awarded the plaintiff compensation in the amount of 13,000 euros.<\/p>\n

<\/span>Violation of the General Equal Treatment Act<\/span><\/h3>\n

The OLG came to the conclusion that the job advertisement violated the prohibition of discrimination under the General Equal Treatment Act (AGG) in accordance with Section 7 AGG. According to the court, it is not permissible to specifically search for male or female candidates. A job advertisement is considered gender-neutral if it is addressed to both women and men. This can be achieved by using job titles in both male and female forms or by choosing gender-neutral terms.<\/p>\n

<\/span>Requirements for gender-neutral tenders<\/span><\/h3>\n

The court found that the requirements for a gender-neutral job advert were not met. In particular, it criticised the fact that no corresponding additions such as \"\/in\" or \"m\/w\" were used in the job advertisement. Such an addition would have been necessary in order to fulfil the requirements of the AGG and avoid discrimination. The judgement underlines the need for companies to adhere to gender-neutral wording in order to avoid legal consequences.<\/p>\n

Source: Karlsruhe Higher Regional 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 from Cologne advise and represent clients in labour law<\/a><\/p>\n

 <\/p>","protected":false},"excerpt":{"rendered":"

In order to protect themselves against claims for damages from rejected applicants, employers should ensure that the job adverts they publish are not suitable for discriminating against a particular population group. There are now many people who have specialised in searching for such advertisements and suing for damages in the event of rejection due to alleged discrimination.<\/p>","protected":false},"author":1,"featured_media":12036,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3640],"tags":[271,947,1276,1453],"class_list":["post-940","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diskriminierung-agg","tag-agg-gilt-sowohl-fur-arbeitnehmer-und-auszubildende","tag-geschutzte-rechtsguter-agg","tag-mindesturlaubsgesetz-fur-arbeitnehmer-agg","tag-rechtsanwalt-koln-agg"],"yoast_head":"\nArbeitsrecht: Geschlechtsbezogene Stellenanzeige verst\u00f6\u00dft gegen \u00a7 7 des Allgemeinen Gleichbehandlungsgesetzes (\u201eAGG\u201c)<\/title>\n<meta name=\"description\" content=\"In den \u00a7\u00a7 6-18 AGG ist der Schutz der Besch\u00e4ftigten vor Benachteiligung normiert.\" 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