{"id":9757,"date":"2024-11-13T10:55:04","date_gmt":"2024-11-13T09:55:04","guid":{"rendered":"https:\/\/allenstein.legal\/must-the-employer-provide-a-reason-for-the-ordinary-termination\/"},"modified":"2026-06-25T16:19:09","modified_gmt":"2026-06-25T14:19:09","slug":"must-the-employer-provide-a-reason-for-the-ordinary-termination","status":"publish","type":"post","link":"https:\/\/allenstein.legal\/en\/must-the-employer-provide-a-reason-for-the-ordinary-termination\/","title":{"rendered":"Must the employer provide a reason for the ordinary termination?"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"9757\" class=\"elementor elementor-9757 elementor-8396\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-51a6ba5 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"51a6ba5\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-1638143c\" data-id=\"1638143c\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-a3599af elementor-widget elementor-widget-heading\" data-id=\"a3599af\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">\ud83d\udc46 The essentials in brief<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-197388bb elementor-widget elementor-widget-text-editor\" data-id=\"197388bb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>The <b data-path-to-node=\"0\" data-index-in-node=\"4\">ordinary termination<\/b> is a unilateral declaration of intent requiring receipt for the termination of an employment relationship, which must be in written form pursuant to <b data-path-to-node=\"0\" data-index-in-node=\"137\">Section 623 BGB<\/b>, but does not generally need to contain a justification in the termination letter in order to be legally valid.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-97cd73e elementor-widget elementor-widget-text-editor\" data-id=\"97cd73e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p data-path-to-node=\"1\"><strong>Legal framework and exceptions<\/strong><\/p><table data-path-to-node=\"2\"><thead><tr><td><strong>Feature<\/strong><\/td><td><strong>Regulation<\/strong><\/td><\/tr><\/thead><tbody><tr><td><span data-path-to-node=\"2,1,0,0\"><b data-path-to-node=\"2,1,0,0\" data-index-in-node=\"0\">General rule<\/b><\/span><\/td><td><span data-path-to-node=\"2,1,1,0\">No obligation to provide reasons in the termination letter.<\/span><\/td><\/tr><tr><td><span data-path-to-node=\"2,2,0,0\"><b data-path-to-node=\"2,2,0,0\" data-index-in-node=\"0\">Written form<\/b><\/span><\/td><td><span data-path-to-node=\"2,2,1,0\">Mandatory pursuant to <b data-path-to-node=\"2,2,1,0\" data-index-in-node=\"28\">Section 623 BGB<\/b>.<\/span><\/td><\/tr><tr><td><span data-path-to-node=\"2,3,0,0\"><b data-path-to-node=\"2,3,0,0\" data-index-in-node=\"0\">Protection against dismissal<\/b><\/span><\/td><td><span data-path-to-node=\"2,3,1,0\">Applies after <b data-path-to-node=\"2,3,1,0\" data-index-in-node=\"12\">6 months<\/b> of employment in companies with more than <b data-path-to-node=\"2,3,1,0\" data-index-in-node=\"70\">10 employees<\/b>.<\/span><\/td><\/tr><tr><td><span data-path-to-node=\"2,4,0,0\"><b data-path-to-node=\"2,4,0,0\" data-index-in-node=\"0\">Filing deadline<\/b><\/span><\/td><td><span data-path-to-node=\"2,4,1,0\"><b data-path-to-node=\"2,4,1,0\" data-index-in-node=\"0\">3 weeks<\/b> after receipt of the termination at the labor court.<\/span><\/td><\/tr><\/tbody><\/table><p data-path-to-node=\"3\"><strong><br>Special obligations to provide reasons<\/strong><\/p><p data-path-to-node=\"4\">In specific cases, legislation deviates from the general freedom from providing reasons:<\/p><ul data-path-to-node=\"5\"><li><p data-path-to-node=\"5,0,0\"><b data-path-to-node=\"5,0,0\" data-index-in-node=\"0\">Trainees:<\/b> After the probationary period, the termination must be issued stating the reasons (<b data-path-to-node=\"5,0,0\" data-index-in-node=\"94\">Section 22 BBiG<\/b>).<\/p><\/li><li><p data-path-to-node=\"5,1,0\"><b data-path-to-node=\"5,1,0\" data-index-in-node=\"0\">Special protection against dismissal:<\/b> For persons during pregnancy or maternity leave, stating the reason for termination is required.<\/p><\/li><li><p data-path-to-node=\"5,2,0\"><b data-path-to-node=\"5,2,0\" data-index-in-node=\"0\">Extraordinary termination:<\/b> Upon request by the dismissed employee, the employer must provide the reasons immediately in writing (<b data-path-to-node=\"5,2,0\" data-index-in-node=\"126\">Section 626 (2) BGB<\/b>).<br><br><\/p><\/li><\/ul><p data-path-to-node=\"6\"><strong>Social justification in dismissal protection proceedings<\/strong><\/p><p data-path-to-node=\"7\">If the <b data-path-to-node=\"7\" data-index-in-node=\"11\">Protection Against Dismissal Act (KSchG)<\/b> applies, the employer must justify the termination in the event of a claim before the labor court. Three categories are distinguished: <\/p><ol start=\"1\" data-path-to-node=\"8\"><li><p data-path-to-node=\"8,0,0\"><b data-path-to-node=\"8,0,0\" data-index-in-node=\"0\">Operational reasons<\/b> (e.g., job cuts).<\/p><\/li><li><p data-path-to-node=\"8,1,0\"><b data-path-to-node=\"8,1,0\" data-index-in-node=\"0\">Conduct-related reasons<\/b> (e.g., breach of duty).<\/p><\/li><li><p data-path-to-node=\"8,2,0\"><b data-path-to-node=\"8,2,0\" data-index-in-node=\"0\">Personal reasons<\/b> (e.g., long-term illness).<\/p><\/li><\/ol>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-27a2dfb elementor-widget elementor-widget-text-editor\" data-id=\"27a2dfb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>In our employment law practice, we <b>receive daily inquiries from concerned employees who have received a termination without stating reasons.<\/b> The question of whether a justification is necessary concerns many affected individuals. In this article, we explain in detail when an employer must state a reason for termination and what rights you have in this situation. <\/p><ol><li><a href=\"#anforderungen\">Basic requirements for an ordinary termination<\/a><\/li><li><a href=\"#grund\">When must the employer state a reason for termination?<\/a><\/li><li><a href=\"#besonderheiten\">What special provisions apply to protection against dismissal?<\/a><\/li><li><a href=\"#gruende\">How can you request the reasons for termination?<\/a><\/li><li><a href=\"#ohne\">What to do in case of termination without justification?<\/a><\/li><li><a href=\"#fazit\">Conclusion<\/a><\/li><\/ol>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-313c6e69 elementor-widget elementor-widget-menu-anchor\" data-id=\"313c6e69\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"menu-anchor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-menu-anchor\" id=\"requirements\"><\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4a3fa436 elementor-widget elementor-widget-heading\" data-id=\"4a3fa436\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">1. Basic requirements for an ordinary termination<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-68ee762c elementor-widget elementor-widget-text-editor\" data-id=\"68ee762c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>The formal requirements for a valid termination are clearly regulated in German labor law. Basically, a termination must be in written form \u2013 electronic form or oral termination is not sufficient<b>.<\/b> The termination must be formulated clearly and comprehensibly so that the recipient can clearly recognize that the employment relationship is to be terminated. The date of termination should also be identifiable.  <\/p><p><b>A common misconception is that many employees assume that every termination must automatically be justified. However, this is not the case.<\/b> The law does not initially require a justification for an ordinary termination. However, the situation is different if special protective rights apply or special company agreements exist. <\/p><p>Case example: Employee Sarah K. receives a written termination from her employer, a small retail store, effective at the end of the month. The termination letter contains only the termination date but no justification. Sarah has been with the company for three months. In this case, the termination is formally valid even without stating reasons.   <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d2edf67 elementor-widget elementor-widget-menu-anchor\" data-id=\"d2edf67\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"menu-anchor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-menu-anchor\" id=\"reason\"><\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a4fb528 elementor-widget elementor-widget-heading\" data-id=\"a4fb528\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">2. When must the employer state a reason for termination?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2aa1df3b elementor-widget elementor-widget-text-editor\" data-id=\"2aa1df3b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>There are various situations in which the employer is obliged to state the reasons for termination. This is particularly the case when the employee is under special protection. An obligation to provide reasons exists, for example, for:  <\/p><p><b>Pregnant women and mothers during the protection period:<\/b> Here, the employer must not only state a reason but also prove that it has been approved by the competent authority. Protection against dismissal applies until four months after delivery, and eight weeks after miscarriages. <\/p><p><b>Persons with severe disabilities:<\/b> For severely disabled employees, the consent of the integration office must be obtained before termination. The reasons must be presented in detail and the special situation of the severely disabled person must be taken into account. <\/p><p><b>Trainees:<\/b> After the probationary period, a training relationship can only be terminated for good cause. These reasons must be specifically stated in the termination letter so that the trainee has the opportunity to defend against it. <\/p><p>Furthermore, collective agreements or works agreements may provide for an obligation to provide reasons. It is therefore always worthwhile to review these documents. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-56a0f88 elementor-widget elementor-widget-menu-anchor\" data-id=\"56a0f88\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"menu-anchor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-menu-anchor\" id=\"specialprovisions\"><\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3f6bce0b elementor-widget elementor-widget-heading\" data-id=\"3f6bce0b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">3. What special provisions apply to protection against dismissal?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5ce6b926 elementor-widget elementor-widget-text-editor\" data-id=\"5ce6b926\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>If you are covered by protection against dismissal \u2013 meaning you have been employed for more than six months in a company with more than ten employees \u2013 the employer does not have to state the reasons directly in the termination letter. <b>However, in the event of a dismissal protection claim, the employer must present and prove the social justification grounds for the termination.<\/b><\/p><p>The reasons must correspond to one of three categories:<\/p><p>In the case of a <b>personal<\/b> termination, the employer must prove that you are no longer able to perform the required work due to personal characteristics or abilities. A classic example is long-term illness without a positive health prognosis. <\/p><p>In the case of a <b>conduct-related<\/b> termination, the employer must specifically identify and prove your misconduct. Usually, a prior warning must also have been issued. For example, repeated unexcused absence or refusal to work.  <\/p><p>In the case of an <b>operational<\/b> termination, the employer must explain why your position is being eliminated and why continued employment in another position is not possible. The employer must also be able to prove that the social selection was carried out correctly. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3f85d59a elementor-widget elementor-widget-menu-anchor\" data-id=\"3f85d59a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"menu-anchor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-menu-anchor\" id=\"reasons\"><\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-699edb7f elementor-widget elementor-widget-heading\" data-id=\"699edb7f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">4. How can you request the reasons for termination?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-37864124 elementor-widget elementor-widget-text-editor\" data-id=\"37864124\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Even if there is no obligation to provide reasons, you have the right to request the reasons for your termination. We recommend the following approach: <\/p><p><b>First, submit a polite written request for information to your employer. <\/b>Request disclosure of the reasons for termination. Many employers will respond, if only to show that the termination was not arbitrary. <\/p><p><b>If you are covered by protection against dismissal, you can also file a dismissal protection claim. <\/b>During the court proceedings, the employer must then disclose and prove the reasons. We support you with your dismissal protection claim.  <a href=\"https:\/\/app.jupus.de\/appointments\/new\/5f62a9b6-a85f-4dbb-9603-476c05fa8ef4\/s\/fbb90a1c-fb51-4471-9405-981e6eb17698\/\">Feel free to book an appointment for a free initial consultation.<\/a><\/p><p>Case example: Project manager Thomas M. receives an ordinary termination without justification after 2 years of employment. He writes to his employer and requests the reasons. In the response letter, he learns of a restructuring of the project department. This information helps him decide whether to take legal action.   <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9a63922 elementor-widget elementor-widget-menu-anchor\" data-id=\"9a63922\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"menu-anchor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-menu-anchor\" id=\"without\"><\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6b2ad957 elementor-widget elementor-widget-heading\" data-id=\"6b2ad957\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">5. What to do in case of termination without justification?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-640b400d elementor-widget elementor-widget-text-editor\" data-id=\"640b400d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>If you receive a termination without justification, you should not panic but proceed systematically. We recommend the following steps: <\/p>\n<p><b>First, check your status:<\/b> How long have you been with the company? Does protection against dismissal apply? Are there special protective rights? The answers to these questions determine your further options for action.   <\/p>\n<p><b>Document all circumstances of the termination:<\/b> When and how was it delivered? Were there prior conversations or conflicts? Were warnings issued? This information may become important later.   <\/p>\n<p><b><a href=\"https:\/\/app.jupus.de\/appointments\/new\/5f62a9b6-a85f-4dbb-9603-476c05fa8ef4\/s\/fbb90a1c-fb51-4471-9405-981e6eb17698\/\">Seek legal assistance:<\/a><\/b> A specialist lawyer for labor law can assess your individual situation and identify the best courses of action. Note the three-week filing deadline, which begins upon receipt of the termination. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1616e54e elementor-widget elementor-widget-menu-anchor\" data-id=\"1616e54e\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"menu-anchor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-menu-anchor\" id=\"conclusion\"><\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7b450adb elementor-widget elementor-widget-heading\" data-id=\"7b450adb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">6. Conclusion<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-133691d6 elementor-widget elementor-widget-text-editor\" data-id=\"133691d6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>The question of whether an employer must provide a reason for an ordinary termination cannot be answered categorically. While there is generally no legal obligation to provide reasons, important exceptions exist for particularly protected employee groups. We at Allenstein Legal in Berlin advise you not to act hastily in case of termination without justification, but to have the situation legally reviewed. Often, there are grounds for successful defense or at least for negotiations regarding severance pay.   <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-915a8f9 elementor-widget elementor-widget-heading\" data-id=\"915a8f9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Frequently asked questions (FAQs)<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d255f45 elementor-widget elementor-widget-accordion\" data-id=\"d255f45\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"accordion.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-accordion\">\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-2201\" class=\"elementor-tab-title\" data-tab=\"1\" role=\"button\" aria-controls=\"elementor-tab-content-2201\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">Must my employer tell me why they are terminating me?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2201\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"1\" role=\"region\" aria-labelledby=\"elementor-tab-title-2201\"><p>No, for an ordinary termination there is generally no obligation to provide reasons. Exceptions apply only to special groups of persons or when the Protection Against Dismissal Act is applicable. <\/p>\n<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-2202\" class=\"elementor-tab-title\" data-tab=\"2\" role=\"button\" aria-controls=\"elementor-tab-content-2202\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">When must the employer justify the termination?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2202\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"2\" role=\"region\" aria-labelledby=\"elementor-tab-title-2202\"><p>An obligation to provide reasons exists for terminations of pregnant women, severely disabled persons, trainees during training, and in dismissal protection claims in companies with more than ten employees.<\/p>\n<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-2203\" class=\"elementor-tab-title\" data-tab=\"3\" role=\"button\" aria-controls=\"elementor-tab-content-2203\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">Does the Protection Against Dismissal Act apply to all employees?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2203\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"3\" role=\"region\" aria-labelledby=\"elementor-tab-title-2203\"><p>No, the Protection Against Dismissal Act only applies in companies with more than ten employees and to employees who have been employed for more than six months.<\/p>\n<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-2204\" class=\"elementor-tab-title\" data-tab=\"4\" role=\"button\" aria-controls=\"elementor-tab-content-2204\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">What happens if I file a dismissal protection claim?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2204\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"4\" role=\"region\" aria-labelledby=\"elementor-tab-title-2204\"><p>In a dismissal protection claim, the employer must demonstrate in court that the termination was socially justified (conduct-related, personal, or operational).<\/p>\n<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-2205\" class=\"elementor-tab-title\" data-tab=\"5\" role=\"button\" aria-controls=\"elementor-tab-content-2205\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">Can I demand a justification even if there is no obligation?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2205\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"5\" role=\"region\" aria-labelledby=\"elementor-tab-title-2205\"><p>You can request a justification, but the employer is not obliged to provide it if there is no legal obligation to provide reasons.<\/p>\n<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-2206\" class=\"elementor-tab-title\" data-tab=\"6\" role=\"button\" aria-controls=\"elementor-tab-content-2206\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">What is the difference between ordinary and extraordinary termination?<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2206\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"6\" role=\"region\" aria-labelledby=\"elementor-tab-title-2206\"><p>For extraordinary (summary) terminations, there must always be good cause and it must be communicated upon request; for ordinary terminations, this is generally not required.<\/p>\n<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t<script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"Must my employer tell me why they are terminating me?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"<p>No, for an ordinary termination there is generally no obligation to provide reasons. 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Legal framework [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"two_page_speed":[],"footnotes":""},"categories":[1],"tags":[],"class_list":["post-9757","post","type-post","status-publish","format-standard","hentry","category-unkategorisiert"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Ordinary termination: Must the employer state a reason?<\/title>\n<meta name=\"description\" content=\"What is an ordinary termination and must your employer provide a reason? 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