In our labor law practice at Allenstein Legal in Berlin, we regularly advise employees on the subject of protection against dismissal. We often find that many employees do not know whether they fall under special protection against dismissal. This blog post explains which groups of employees are specially protected and what rights they are entitled to. We will answer the following questions in detail:
- What does “special protection against dismissal” mean and how does it differ from general protection against dismissal?
- Which groups of people enjoy special protection against dismissal?
- How long does special protection against dismissal apply?
- What must the employer consider when dismissing specially protected employees?
- What options for action do protected employees have in the event of dismissal?
- Conclusion
1. What does "special protection against dismissal" mean and how does it differ from general protection against dismissal?
Special protection against dismissal goes significantly beyond general protection against dismissal. While general protection under the Protection Against Dismissal Act (Kündigungsschutzgesetz) requires a social justification for the dismissal, special protection makes dismissal in most cases only possible with official approval or excludes it entirely.
Example: An employer dismissed an employee for operational reasons. The dismissal might have been lawful under general protection against dismissal, but it was ineffective due to the employee’s pregnancy.
2. Which groups of people enjoy special protection against dismissal?
The following groups fall under special protection against dismissal:
Pregnant women and new mothers:
- During pregnancy
- Until four months after childbirth
- During parental leave
People with severe disabilities:
- From a degree of disability (GdB) of 50
- In the case of equivalent status granted by the Federal Employment Agency
- Also during the probationary period
Works constitution bodies:
- Works council members
- Youth and apprentice representatives
- Election boards and candidates
Other protected groups:
- Data protection officers
- Apprentices after the probationary period
- Employees on care leave
- Employees in military service or federal volunteer service
3. How long does special protection against dismissal apply?
The duration of special protection against dismissal varies depending on the reason for protection:
Limited protection periods:
- Pregnancy and maternity protection: up to 4 months after childbirth
- Parental leave: during the entire parental leave period
- Care leave: during the notice period and the care leave itself
Permanent protection:
- Severely disabled persons: as long as the severe disability exists
- Works council members: during their term of office and for one year thereafter
- Data protection officers: during their appointment and for one year thereafter
4. What must the employer consider when dismissing specially protected employees?
The employer must fulfill various requirements:
Official approval:
- For pregnant women: Approval from the occupational health and safety authority
- For severely disabled persons: Approval from the Integration Office (Integrationsamt)
- Proof of an extraordinary reason
Formal requirements:
- Written notice of dismissal
- Compliance with special deadlines
- Documentation of the reasons
5. Which options for action do protected employees have in the event of dismissal?
Affected employees should consider the following steps:
Immediate measures:
- Informing the employer immediately about the protection status
- In case of pregnancy: Notification within two weeks of receiving the dismissal notice
- Seeking legal advice
Legal steps:
- Filing a lawsuit for protection against dismissal within three weeks
- Asserting the special status
- Possible interim legal protection
7. Conclusion
Special protection against dismissal is an important instrument of German labor law to protect certain groups of employees from unjustified dismissal. The regulations are complex, and the consequences of non-compliance are far-reaching for employers. For protected employees, it is important to know their rights and to act quickly in the event of dismissal.
Due to the complexity of the subject matter and the often short deadlines, we recommend seeking legal advice early on regarding special protection against dismissal. This is the only way to effectively safeguard and enforce your rights.