{"id":9934,"date":"2025-04-28T15:58:20","date_gmt":"2025-04-28T13:58:20","guid":{"rendered":"https:\/\/allenstein.legal\/grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason\/"},"modified":"2026-06-25T16:35:39","modified_gmt":"2026-06-25T14:35:39","slug":"grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason","status":"publish","type":"post","link":"https:\/\/allenstein.legal\/en\/grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason\/","title":{"rendered":"Grounds for Dismissal in Employment Law &#8211; When Must an Employer State a Reason?"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"9934\" class=\"elementor elementor-9934 elementor-8594\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-3f701983 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"3f701983\" 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-55e8752c\" data-id=\"55e8752c\" 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-28372ae elementor-widget elementor-widget-heading\" data-id=\"28372ae\" 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\">Key Takeaways<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-500cd8e0 elementor-widget elementor-widget-text-editor\" data-id=\"500cd8e0\" 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>An employer does <strong data-start=\"44\" data-end=\"89\">not always have to state a specific reason<\/strong> in the letter of dismissal. Whether a dismissal is nevertheless valid depends on whether a <strong data-start=\"154\" data-end=\"195\">legally recognized ground for dismissal<\/strong> actually exists. An obligation to provide reasons only exists in certain cases \u2013 for example, in the case of <strong data-start=\"296\" data-end=\"320\">extraordinary dismissal (without notice)<\/strong>, <strong data-start=\"326\" data-end=\"358\">involvement of the works council<\/strong>, or when the <strong data-start=\"373\" data-end=\"399\">Protection Against Dismissal Act<\/strong> applies. Even if the reason is missing from the letter, the employer must <strong data-start=\"498\" data-end=\"551\">present and prove it comprehensibly in court<\/strong> at the latest in the event of a dispute.   <\/p><ol><li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#grund\"><span style=\"font-weight: 400;\">When must a reason for dismissal be stated and when not?<\/span><\/a><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#zulaessig\"><span style=\"font-weight: 400;\">Which grounds for dismissal are legally permissible?<\/span><\/a><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#fristlos\"><span style=\"font-weight: 400;\">What rules apply in the event of a summary dismissal?<\/span><\/a><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#ohne\"><span style=\"font-weight: 400;\">How can one defend against a dismissal without cause?<\/span><\/a><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"#besonderheit\"><span style=\"font-weight: 400;\">What special rules apply during the probationary period?<\/span><\/a><\/li><li aria-level=\"1\"><a href=\"#fazit\">Conclusion<\/a><\/li><li aria-level=\"1\"><a href=\"#faq\">FAQ<\/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-39922821 elementor-widget elementor-widget-menu-anchor\" data-id=\"39922821\" 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-19ff317f elementor-widget elementor-widget-heading\" data-id=\"19ff317f\" 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. When must a reason for dismissal be stated and when not?\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-79b3b660 elementor-widget elementor-widget-text-editor\" data-id=\"79b3b660\" 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><span style=\"font-weight: 400;\">Generally, the employer does not have to state reasons in the letter of dismissal. The obligation to state reasons for dismissal depends on various factors: <\/span><\/p>\n<p><span style=\"font-weight: 400;\">No obligation to state a reason exists:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">During the probationary period<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">In small businesses with up to 10 employees<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Within the first 6 months of employment<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\"><br>Statement of reason is required:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">In businesses with more than 10 employees after 6 months of employment<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">For extraordinary (without notice) dismissals<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">When the works council must be involved<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\"><br\/>Example: An employer with 15 employees dismissed a long-term employee without stating reasons. In the subsequent unfair dismissal proceedings, the employer had to present and prove the reasons.<\/span><\/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-5c79e048 elementor-widget elementor-widget-menu-anchor\" data-id=\"5c79e048\" 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=\"permissible\"><\/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-7c436faa elementor-widget elementor-widget-heading\" data-id=\"7c436faa\" 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. Which grounds for dismissal are legally permissible?\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-551161df elementor-widget elementor-widget-text-editor\" data-id=\"551161df\" 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><span style=\"font-weight: 400;\">The Protection Against Dismissal Act recognizes three types of grounds for dismissal:<\/span><\/p><p>Personal reasons, e.g.:<\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Long-term illness<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Frequent short-term illnesses<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Lack of qualification<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Loss of necessary permits (e.g., driver&#8217;s license)<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\"><br\/>Behavioral reasons<\/span>, e.g.:<\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Repeated refusal to work<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Frequent tardiness<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Theft or fraud<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Insults to superiors or colleagues<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\"><br\/>Operational reasons<\/span>, e.g.:<\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Elimination of the job<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Restructuring<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Business closure<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Lack of orders<\/span><\/li><\/ul>\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-680081a7 elementor-widget elementor-widget-menu-anchor\" data-id=\"680081a7\" 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=\"withoutnotice\"><\/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-5cf19c9d elementor-widget elementor-widget-heading\" data-id=\"5cf19c9d\" 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 applies to extraordinary dismissal (without notice)?\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4fd2e7f9 elementor-widget elementor-widget-text-editor\" data-id=\"4fd2e7f9\" 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><span style=\"font-weight: 400;\">Special rules apply to extraordinary dismissals:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reason must always be communicated in writing<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Notification immediately upon employee&#8217;s request<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Two-week period for issuing dismissal after knowledge of reasons<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Only permissible for serious breaches<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\"><br>Important prerequisites:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Important reason required<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Prior warning often necessary<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Balancing of interests must make continuation unreasonable<\/span><\/li><\/ul>\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-f7be1f3 elementor-widget elementor-widget-menu-anchor\" data-id=\"f7be1f3\" 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-62af7b15 elementor-widget elementor-widget-heading\" data-id=\"62af7b15\" 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 one defend against a dismissal without cause?\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-269dd489 elementor-widget elementor-widget-text-editor\" data-id=\"269dd489\" 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><span style=\"font-weight: 400;\">The following steps are recommended:<\/span><\/p><ol><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">File an unfair dismissal claim within 3 weeks<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Written request for the reasons for dismissal<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Involve the works council (if applicable)<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Secure evidence and name witnesses<\/span><\/li><\/ol><p><span style=\"font-weight: 400;\"><br>Example: An employee received a dismissal without justification. In the unfair dismissal proceedings, the employer could not present any comprehensible reasons. The dismissal was declared invalid.  <\/span><\/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-2ca49e9f elementor-widget elementor-widget-menu-anchor\" data-id=\"2ca49e9f\" 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=\"specialfeature\"><\/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-4dc2b396 elementor-widget elementor-widget-heading\" data-id=\"4dc2b396\" 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 special rules apply during the probationary period?\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-49cea4ea elementor-widget elementor-widget-text-editor\" data-id=\"49cea4ea\" 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><span style=\"font-weight: 400;\">During the probationary period, the following applies:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">No obligation to state a reason<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Shorter notice period (2 weeks)<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">No general protection against dismissal<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">However: Protection against discriminatory dismissals<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\"><br>Exceptions to the free right of dismissal:<\/span><\/p><ul><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Pregnancy<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Severe disability<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Prohibition of discrimination under the AGG<\/span><\/li><\/ul>\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-57abb225 elementor-widget elementor-widget-menu-anchor\" data-id=\"57abb225\" 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-18437934 elementor-widget elementor-widget-heading\" data-id=\"18437934\" 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-6179706d elementor-widget elementor-widget-text-editor\" data-id=\"6179706d\" 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><span style=\"font-weight: 400;\">The question of whether reasons must be stated for a dismissal cannot be answered generally. It depends on various factors such as company size, length of employment, and type of dismissal. In many cases, the employer does not have to state reasons in the letter of dismissal itself, but must present and prove them at the latest in unfair dismissal proceedings.  <\/span><\/p><p><span style=\"font-weight: 400;\">It is important for employees to know their rights and to act quickly in the event of a dismissal. The three-week period for filing a claim must be strictly observed. Legal advice can help assess the chances of success of an unfair dismissal claim.  <\/span><\/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-3c710d2 elementor-widget elementor-widget-menu-anchor\" data-id=\"3c710d2\" 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=\"faq\"><\/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-449b73a elementor-widget__width-initial elementor-widget elementor-widget-heading\" data-id=\"449b73a\" 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\">7. FAQ<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d22cc50 elementor-widget elementor-widget-accordion\" data-id=\"d22cc50\" 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 an employer always state a reason in the letter of dismissal?<\/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, generally <strong data-start=\"337\" data-end=\"405\">the employer does not have to state a reason in the letter of dismissal<\/strong>. However, it is crucial that <strong data-start=\"435\" data-end=\"499\">a legally permissible ground for dismissal actually exists<\/strong>, otherwise the dismissal may be invalid. <\/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 is there an obligation to communicate the reason for dismissal?<\/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 <strong data-start=\"643\" data-end=\"665\">obligation to provide reasons<\/strong> exists particularly for <strong data-start=\"691\" data-end=\"737\">extraordinary (without notice) dismissals<\/strong>, for a <strong data-start=\"749\" data-end=\"798\">dismissal during the probationary period according to the BBiG<\/strong> (e.g., for apprentices), or when the <strong data-start=\"840\" data-end=\"855\">works council<\/strong> is involved. Also, within the framework of the <strong data-start=\"890\" data-end=\"918\">Protection Against Dismissal Act<\/strong>, the employer must explain the reasons for dismissal in the event of a dispute. <\/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\">What happens if the employer does not state a reason?<\/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>The absence of a reason in the letter <strong data-start=\"1124\" data-end=\"1163\">does not automatically lead to the invalidity<\/strong> of the dismissal. However, the employer must be able to <strong data-start=\"1215\" data-end=\"1260\">present and prove the reason upon request or at the latest in court<\/strong>. <\/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\">How can an employee defend against an unjustified dismissal?<\/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>Employees can file an <strong data-start=\"1481\" data-end=\"1506\">unfair dismissal claim<\/strong> with the labor court within <strong data-start=\"1434\" data-end=\"1475\">three weeks of receiving the dismissal<\/strong>. The court will then examine whether a valid reason for dismissal existed and whether the dismissal was formally correct. <\/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 an employer always state a reason in the letter of dismissal?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"<p>No, generally <strong data-start=\\\"337\\\" data-end=\\\"405\\\">the employer does not have to state a reason in the letter of dismissal<\\\/strong>. However, it is crucial that <strong data-start=\\\"435\\\" data-end=\\\"499\\\">a legally permissible ground for dismissal actually exists<\\\/strong>, otherwise the dismissal may be invalid. <\\\/p>\\n\"}},{\"@type\":\"Question\",\"name\":\"When is there an obligation to communicate the reason for dismissal?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"<p>An <strong data-start=\\\"643\\\" data-end=\\\"665\\\">obligation to provide reasons<\\\/strong> exists particularly for <strong data-start=\\\"691\\\" data-end=\\\"737\\\">extraordinary (without notice) dismissals<\\\/strong>, for a <strong data-start=\\\"749\\\" data-end=\\\"798\\\">dismissal during the probationary period according to the BBiG<\\\/strong> (e.g., for apprentices), or when the <strong data-start=\\\"840\\\" data-end=\\\"855\\\">works council<\\\/strong> is involved. Also, within the framework of the <strong data-start=\\\"890\\\" data-end=\\\"918\\\">Protection Against Dismissal Act<\\\/strong>, the employer must explain the reasons for dismissal in the event of a dispute. <\\\/p>\\n\"}},{\"@type\":\"Question\",\"name\":\"What happens if the employer does not state a reason?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"<p>The absence of a reason in the letter <strong data-start=\\\"1124\\\" data-end=\\\"1163\\\">does not automatically lead to the invalidity<\\\/strong> of the dismissal. However, the employer must be able to <strong data-start=\\\"1215\\\" data-end=\\\"1260\\\">present and prove the reason upon request or at the latest in court<\\\/strong>. <\\\/p>\\n\"}},{\"@type\":\"Question\",\"name\":\"How can an employee defend against an unjustified dismissal?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"<p>Employees can file an <strong data-start=\\\"1481\\\" data-end=\\\"1506\\\">unfair dismissal claim<\\\/strong> with the labor court within <strong data-start=\\\"1434\\\" data-end=\\\"1475\\\">three weeks of receiving the dismissal<\\\/strong>. The court will then examine whether a valid reason for dismissal existed and whether the dismissal was formally correct. <\\\/p>\\n\"}}]}<\/script>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Key Takeaways An employer does not always have to state a specific reason in the letter of dismissal. Whether a dismissal is nevertheless valid depends on whether a legally recognized ground for dismissal actually exists. An obligation to provide reasons only exists in certain cases \u2013 for example, in the case of extraordinary dismissal (without [&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-9934","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>7 Permissible Grounds for Dismissal for Employers \u2013 What is Allowed?<\/title>\n<meta name=\"description\" content=\"Which Grounds for Dismissal are Legally Permissible? Behavioral, Personal, and Operational Dismissals Explained.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/allenstein.legal\/en\/grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\ud83d\udc49 Received a dismissal? These grounds are truly permissible\" \/>\n<meta property=\"og:description\" content=\"\ud83d\udc49 Not every dismissal is lawful. Learn when your employer needs a reason \u2013 and when you can defend yourself.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/allenstein.legal\/en\/grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason\/\" \/>\n<meta property=\"og:site_name\" content=\"Allenstein Legal - Digitale Kanzlei f\u00fcr Arbeitsrecht\" \/>\n<meta property=\"article:published_time\" content=\"2025-04-28T13:58:20+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-06-25T14:35:39+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/allenstein.legal\/wp-content\/uploads\/2025\/04\/VSP_2021_2231_by_viktor_strasse-scaled-1-200x300.jpg\" \/>\n<meta name=\"author\" content=\"Anne Lachmund - Anwalt f\u00fcr Arbeitsrecht Berlin\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Anne Lachmund - Anwalt f\u00fcr Arbeitsrecht Berlin\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"7 Permissible Grounds for Dismissal for Employers \u2013 What is Allowed?","description":"Which Grounds for Dismissal are Legally Permissible? Behavioral, Personal, and Operational Dismissals Explained.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/allenstein.legal\/en\/grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason\/","og_locale":"en_US","og_type":"article","og_title":"\ud83d\udc49 Received a dismissal? These grounds are truly permissible","og_description":"\ud83d\udc49 Not every dismissal is lawful. Learn when your employer needs a reason \u2013 and when you can defend yourself.","og_url":"https:\/\/allenstein.legal\/en\/grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason\/","og_site_name":"Allenstein Legal - Digitale Kanzlei f\u00fcr Arbeitsrecht","article_published_time":"2025-04-28T13:58:20+00:00","article_modified_time":"2026-06-25T14:35:39+00:00","og_image":[{"url":"https:\/\/allenstein.legal\/wp-content\/uploads\/2025\/04\/VSP_2021_2231_by_viktor_strasse-scaled-1-200x300.jpg","type":"","width":"","height":""}],"author":"Anne Lachmund - Anwalt f\u00fcr Arbeitsrecht Berlin","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Anne Lachmund - Anwalt f\u00fcr Arbeitsrecht Berlin","Est. reading time":"4 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":["Article","BlogPosting"],"@id":"https:\/\/allenstein.legal\/en\/grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason\/#article","isPartOf":{"@id":"https:\/\/allenstein.legal\/en\/grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason\/"},"author":{"name":"Anne Lachmund - Anwalt f\u00fcr Arbeitsrecht Berlin","@id":"https:\/\/allenstein.legal\/en\/#\/schema\/person\/cc8ffbef8daeec93b48bd2cb26700c4c"},"headline":"Grounds for Dismissal in Employment Law &#8211; When Must an Employer State a Reason?","datePublished":"2025-04-28T13:58:20+00:00","dateModified":"2026-06-25T14:35:39+00:00","mainEntityOfPage":{"@id":"https:\/\/allenstein.legal\/en\/grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason\/"},"wordCount":832,"publisher":{"@id":"https:\/\/allenstein.legal\/en\/#organization"},"articleSection":["Unkategorisiert"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/allenstein.legal\/en\/grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason\/","url":"https:\/\/allenstein.legal\/en\/grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason\/","name":"7 Permissible Grounds for Dismissal for Employers \u2013 What is Allowed?","isPartOf":{"@id":"https:\/\/allenstein.legal\/en\/#website"},"datePublished":"2025-04-28T13:58:20+00:00","dateModified":"2026-06-25T14:35:39+00:00","description":"Which Grounds for Dismissal are Legally Permissible? Behavioral, Personal, and Operational Dismissals Explained.","breadcrumb":{"@id":"https:\/\/allenstein.legal\/en\/grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/allenstein.legal\/en\/grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason\/"]}]},{"@type":"BreadcrumbList","@id":"https:\/\/allenstein.legal\/en\/grounds-for-dismissal-in-employment-law-when-must-an-employer-state-a-reason\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/allenstein.legal\/en\/"},{"@type":"ListItem","position":2,"name":"Grounds for Dismissal in Employment Law &#8211; When Must an Employer State a Reason?"}]},{"@type":"WebSite","@id":"https:\/\/allenstein.legal\/en\/#website","url":"https:\/\/allenstein.legal\/en\/","name":"Allenstein Legal - Digitale Kanzlei f\u00fcr Arbeitsrecht","description":"","publisher":{"@id":"https:\/\/allenstein.legal\/en\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/allenstein.legal\/en\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/allenstein.legal\/en\/#organization","name":"Allenstein Rechtsanwaltsgesellschaft mbH","url":"https:\/\/allenstein.legal\/en\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/allenstein.legal\/en\/#\/schema\/logo\/image\/","url":"https:\/\/allenstein.legal\/wp-content\/uploads\/2022\/03\/allenstein-legal_Logo.jpg","contentUrl":"https:\/\/allenstein.legal\/wp-content\/uploads\/2022\/03\/allenstein-legal_Logo.jpg","width":1920,"height":960,"caption":"Allenstein Rechtsanwaltsgesellschaft mbH"},"image":{"@id":"https:\/\/allenstein.legal\/en\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.linkedin.com\/in\/anne-lachmund\/","https:\/\/www.anwalt.de\/anne-lachmund\/bewertungen"]},{"@type":"Person","@id":"https:\/\/allenstein.legal\/en\/#\/schema\/person\/cc8ffbef8daeec93b48bd2cb26700c4c","name":"Anne Lachmund - Anwalt f\u00fcr Arbeitsrecht Berlin","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/allenstein.legal\/wp-content\/uploads\/2023\/01\/cropped-VSP_2021_2302_by_viktor_strasse-Kopie-1024x1024-1-96x96.webp","url":"https:\/\/allenstein.legal\/wp-content\/uploads\/2023\/01\/cropped-VSP_2021_2302_by_viktor_strasse-Kopie-1024x1024-1-96x96.webp","contentUrl":"https:\/\/allenstein.legal\/wp-content\/uploads\/2023\/01\/cropped-VSP_2021_2302_by_viktor_strasse-Kopie-1024x1024-1-96x96.webp","caption":"Anne Lachmund - Anwalt f\u00fcr Arbeitsrecht Berlin"},"sameAs":["https:\/\/www.anwalt.de\/anne-lachmund","https:\/\/www.linkedin.com\/in\/anne-lachmund\/"],"url":"https:\/\/allenstein.legal\/en\/author\/anne\/"}]}},"_links":{"self":[{"href":"https:\/\/allenstein.legal\/en\/wp-json\/wp\/v2\/posts\/9934","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/allenstein.legal\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/allenstein.legal\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/allenstein.legal\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/allenstein.legal\/en\/wp-json\/wp\/v2\/comments?post=9934"}],"version-history":[{"count":1,"href":"https:\/\/allenstein.legal\/en\/wp-json\/wp\/v2\/posts\/9934\/revisions"}],"predecessor-version":[{"id":9935,"href":"https:\/\/allenstein.legal\/en\/wp-json\/wp\/v2\/posts\/9934\/revisions\/9935"}],"wp:attachment":[{"href":"https:\/\/allenstein.legal\/en\/wp-json\/wp\/v2\/media?parent=9934"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/allenstein.legal\/en\/wp-json\/wp\/v2\/categories?post=9934"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/allenstein.legal\/en\/wp-json\/wp\/v2\/tags?post=9934"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}