If your employer is obliged to keep a personnel file, or does so voluntarily, you have the right to inspect it. You also have the right to attach explanations, make counterstatements and have incorrect information corrected or removed. This can be particularly important with regard to warnings, as they often have a...

A dismissal for personal reasons can be issued if you are permanently unable to perform your work in whole or in part for personal reasons. The most common case of a dismissal for personal reasons is dismissal due to illness. Alcoholism can also be a reason for dismissal. For the dismissal to be effective, the following conditions apply:

If you care for a close relative in need of care in a home environment (care leave), you benefit from special protection against dismissal. Your employer may not dismiss you from the time of notice until the end of the care leave if there is no special reason for dismissal. As always, the three-week period for filing a lawsuit must be observed...

If you have agreed a probationary period with your employer, they can terminate your employment with two weeks' notice. However, this applies to a probationary period of six months at the most. Other notice periods may arise from your employment contract or collective agreement. You must object to termination during the probationary period within three weeks of receiving the notice of termination...

If, due to your personal and financial circumstances, you cannot afford the costs of litigation, can only afford them in part or in installments, you can apply for legal aid. However, the intended legal action or defense must offer sufficient prospects of success and must not appear to be frivolous. If you…

Dismissal protection proceedings often end during the conciliation negotiations with a so-called settlement. This usually involves a binding contract with the obligations contained therein being concluded on the one hand and the process being ended on the other. There are a few special features to be observed here. For example, you should make sure that the agreement makes it clear that...

If you are dismissed for operational reasons, your employer can set up a so-called points system. The employer weights the employee's length of service, age, maintenance obligations and severe disability and awards points for each. The employer is not obliged to make a decision based on the points determined in this way.