{"id":127,"date":"2026-06-08T19:05:51","date_gmt":"2026-06-08T19:05:51","guid":{"rendered":"https:\/\/kaganlegal-germany.com\/?page_id=127"},"modified":"2026-06-14T16:01:47","modified_gmt":"2026-06-14T16:01:47","slug":"termination-protection-germany","status":"publish","type":"page","link":"https:\/\/kaganlegal-germany.com\/en\/termination-protection-germany\/","title":{"rendered":"Termination\n          Protection in Germany (KSchG)"},"content":{"rendered":"\n<main id=\"main-content\">\n\n\n    <section class=\"hero-meridian hero-meridian--money\" aria-labelledby=\"page-h1\">\n      <div class=\"hero-meridian__rings\" aria-hidden=\"true\"><\/div>\n      <div class=\"container hero-meridian__inner\">\n        <span class=\"hero-meridian__breadcrumb\"><a href=\"\/en\/\">Home<\/a> &middot; <a href=\"\/en\/services\/\">Services<\/a>\n          &middot; <a href=\"\/en\/employment-law\/\">Employment Law<\/a>\n          &middot; Termination Protection<\/span>\n        <h1 class=\"hero-meridian__h1\" id=\"page-h1\">Termination\n          Protection in Germany (KSchG)<\/h1>\n        <p class=\"hero-meridian__lead\">German termination protection\n          under the KSchG requires social justification for every\n          dismissal where it applies. The three-week filing deadline\n          is strict. We advise employers and employees on KSchG\n          proceedings, dismissal strategy and labour court\n          representation, in German and English.<\/p>\n        <div class=\"hero-meridian__actions\">\n          <a href=\"\/en\/contact\/\" class=\"btn btn-light btn-lg\">\n            Request Advice<\/a>\n          <a href=\"#tp-scope\" class=\"btn btn-ghost-light btn-lg\">\n            Learn more &darr;<\/a>\n        <\/div>\n      <\/div>\n    <\/section>\n    <div class=\"container\">\n      <aside class=\"summary-box\" aria-label=\"At a glance\">\n        <span class=\"summary-box__eyebrow\">At a Glance<\/span>\n        <p class=\"summary-box__text\">German termination protection\n        under the K&uuml;ndigungsschutzgesetz (KSchG) applies\n        where the employee has completed more than six months&rsquo;\n        service and the establishment regularly employs more than\n        ten employees under the statutory weighting rules of\n        &sect;&nbsp;23 KSchG. Where it applies, a dismissal must\n        be socially justified &mdash; conduct-related,\n        person-related, or operational. The three-week filing\n        deadline under &sect;&nbsp;4 KSchG is strict and applies\n        regardless of whether the parties are negotiating\n        severance. We advise employers and employees on KSchG\n        proceedings and termination strategy, in German and\n        English.<\/p>\n      <\/aside>\n    <\/div>\n    <section class=\"service-body\">\n      <div class=\"container\">\n\n        <details class=\"page-toc-mobile\">\n          <summary class=\"page-toc-summary\">\n            <span class=\"page-toc-title\">Contents<\/span>\n          <\/summary>\n          <nav class=\"page-toc-nav\" aria-label=\"Page contents\">\n            <ul class=\"page-toc-list\">\n              <li><a href=\"#tp-scope\" class=\"page-toc-link\">KSchG scope<\/a><\/li>\n              <li><a href=\"#tp-categories\" class=\"page-toc-link\">The three dismissal categories<\/a><\/li>\n              <li><a href=\"#tp-deadline\" class=\"page-toc-link\">The three-week filing deadline<\/a><\/li>\n              <li><a href=\"#tp-procedural\" class=\"page-toc-link\">Procedural defects<\/a><\/li>\n              <li><a href=\"#tp-special\" class=\"page-toc-link\">Special dismissal protection<\/a><\/li>\n              <li><a href=\"#tp-proceedings\" class=\"page-toc-link\">Labour court proceedings<\/a><\/li>\n            <\/ul>\n          <\/nav>\n        <\/details>\n\n        <div class=\"service-layout\">\n          <div class=\"service-prose\">\n\n            <h2 id=\"tp-scope\">KSchG Scope &mdash; When Termination\n              Protection Applies<\/h2>\n            <p>The general termination protection regime of the KSchG\n            applies where two conditions are met. The employee has\n            completed the <strong>six-month statutory waiting\n            period<\/strong> &mdash; measured from the start of\n            employment, not from the end of any probationary period.\n            The <strong>establishment<\/strong> regularly employs\n            <strong>more than ten employees<\/strong> under the weighting\n            rules of &sect;&nbsp;23 KSchG: employees working no more\n            than 20&nbsp;hours per week count as 0.5; employees working\n            no more than 30&nbsp;hours count as 0.75; and employees\n            working more than 30&nbsp;hours count as 1.0. Employees\n            employed for vocational training are not counted.\n            Transitional rules may apply to certain employees whose\n            employment began before 1&nbsp;January 2004. The threshold\n            is calculated for the establishment (Betrieb), not the\n            entire company.<\/p>\n            <p>Where general KSchG protection does not apply &mdash;\n            during the waiting period, or in small establishments &mdash;\n            dismissals remain subject to applicable notice periods,\n            statutory special-protection rules and general civil-law\n            limits, including good faith and public policy.\n            Discriminatory motives may also affect the legal assessment\n            and may give rise to separate claims.<\/p>\n\n            <h2 id=\"tp-categories\">The Three Dismissal\n              Categories<\/h2>\n            <p>Where the KSchG applies, a dismissal is socially justified\n            only if it falls within one of three categories under\n            &sect;&nbsp;1 KSchG:<\/p>\n            <p><strong>Conduct-related dismissal (verhaltensbedingte\n            K&uuml;ndigung):<\/strong> A conduct-related dismissal\n            generally requires a culpable breach of contractual duties,\n            a negative prognosis and a proportionate response. A valid\n            prior warning is usually required where the employee could\n            reasonably be expected to change the relevant behaviour. The\n            warning should identify the conduct complained of, make\n            clear that it constitutes a contractual breach and warn that\n            repetition may place the employment relationship at risk. A\n            warning may be unnecessary where the breach is exceptionally\n            serious and the employee could not reasonably have expected\n            the conduct to be tolerated. Further detail is on our\n            <a href=\"\/en\/warning-letter-employment\/\">warning letter\n            page<\/a>.<\/p>\n            <p><strong>Person-related dismissal (personenbedingte\n            K&uuml;ndigung):<\/strong> The employee is objectively unable\n            to perform the contractual duties, without fault being\n            required. For illness-based dismissals, the employer must\n            generally establish a negative prognosis, a substantial\n            adverse effect on operational or economic interests, and\n            that dismissal is proportionate after balancing the\n            interests of both parties. Where the employee has been\n            unable to work for more than six weeks within a\n            twelve-month period, the employer should also consider the\n            statutory workplace reintegration process (betriebliches\n            Eingliederungsmanagement, BEM) under\n            &sect;&nbsp;167(2) SGB IX. Failure to conduct a BEM does\n            not automatically invalidate a dismissal, but it may make\n            it more difficult for the employer to show that no less\n            restrictive alternative was available. The loss of a legally\n            required work authorisation may support a person-related\n            dismissal where the employee cannot lawfully perform the\n            contractual work for a relevant period and no reasonable\n            alternative employment is available.<\/p>\n            <p><strong>Operational dismissal (betriebsbedingte\n            K&uuml;ndigung):<\/strong> An operational dismissal requires\n            urgent operational reasons that eliminate the need for the\n            employee&rsquo;s continued employment. The employer must\n            also assess whether continued employment is possible in\n            another suitable vacant position. A subsequent hire for\n            substantially the same unchanged position may cast doubt on\n            whether the employment need was genuinely eliminated; a\n            later hire for a materially different role does not\n            automatically invalidate the dismissal. Where the employer\n            must choose among comparable employees, <strong>social\n            selection (Sozialauswahl) under\n            &sect;&nbsp;1(3) KSchG<\/strong> is required even if only\n            one dismissal is planned: among comparable employees,\n            appropriate weight must be given to length of service, age,\n            statutory maintenance obligations or dependants, and\n            recognised severe disability. Employees whose continued\n            employment is justified by legitimate operational interests\n            &mdash; for example because of particular knowledge, skills\n            or the need to maintain a balanced workforce structure\n            &mdash; may be excluded from the social-selection pool\n            under the statutory conditions. Errors in social selection\n            are among the most common grounds for successful challenge.\n            Where the statutory thresholds for collective redundancies\n            are met, the mass-dismissal notification requirements under\n            &sect;&nbsp;17 KSchG must also be assessed.<\/p>\n\n            <h2 id=\"tp-deadline\">The Three-Week Filing Deadline &mdash;\n              &sect;&nbsp;4 KSchG<\/h2>\n            <p>An employee who wishes to challenge a written dismissal\n            must file a K&uuml;ndigungsschutzklage at the competent\n            labour court within <strong>three weeks of receiving the\n            written notice<\/strong>. The deadline runs from receipt\n            &mdash; not from the last day of employment, not from the\n            date of any settlement offer, not from the end of any\n            notice period.<\/p>\n            <p>The three-week deadline applies regardless of whether\n            general KSchG protection exists. It applies during the\n            six-month waiting period, in small establishments, and where\n            the dismissal is challenged on grounds other than social\n            unjustification &mdash; for example procedural defects,\n            special protection violations, or discrimination. The\n            deadline generally also applies during the first six months\n            of employment and in small establishments. Severance\n            negotiations do not suspend the deadline.<\/p>\n            <p>If the deadline is missed, the dismissal is deemed\n            legally effective from the outset under &sect;&nbsp;7 KSchG,\n            even if it was originally legally defective. An application\n            for late admission must generally be filed within two weeks\n            after the obstacle has ceased; once six months have passed\n            since the missed deadline, late admission is generally no\n            longer available.<\/p>\n            <p class=\"cta-inline-hint\"><strong>Received a dismissal\n            notice?<\/strong> The three-week filing period continues to\n            run while severance discussions are taking place. Contact us\n            promptly for an initial assessment.<\/p>\n\n            <h2 id=\"tp-procedural\">Procedural Defects<\/h2>\n            <p>A dismissal must satisfy the statutory written-form\n            requirement under &sect;&nbsp;623 BGB. An oral dismissal,\n            email, scanned letter or ordinary electronic signature is\n            not sufficient.<\/p>\n            <p>Where a works council exists, it must be consulted under\n            &sect;&nbsp;102 BetrVG before every dismissal. The employer\n            must provide the works council with the information required\n            to assess the intended dismissal. Notice may be given only\n            after the consultation process has been completed &mdash;\n            either by a final response from the works council or, where\n            no final response is received, after expiry of the\n            applicable statutory period. A dismissal issued without the\n            required prior consultation is ineffective.<\/p>\n            <p>Where the statutory thresholds for collective\n            redundancies are met, the mass-dismissal notification\n            requirements under &sect;&nbsp;17 KSchG must also be\n            assessed.<\/p>\n\n            <h2 id=\"tp-special\">Special Dismissal Protection<\/h2>\n            <p>Several categories of employee benefit from special\n            protection that may take different forms: dismissal may\n            require prior approval from a public authority, the consent\n            of an employee-representation body, a court decision\n            replacing consent, or may be prohibited except in narrowly\n            defined circumstances.<\/p>\n            <p><strong>Pregnant employees and employees protected during\n            the statutory period following childbirth<\/strong> under the\n            MuSchG: under &sect;&nbsp;17 MuSchG, dismissal is generally\n            prohibited during pregnancy, until the end of the statutory\n            protection period after childbirth and in any event for at\n            least four months after childbirth. The protection generally\n            requires the employer to know of the pregnancy or to be\n            informed within two weeks after the employee receives the\n            dismissal, subject to the statutory exceptions for delayed\n            notification.<\/p>\n            <p><strong>Employees on parental leave<\/strong> under the\n            BEEG: under &sect;&nbsp;18 BEEG, special dismissal\n            protection begins before the start of parental leave &mdash;\n            at the earliest eight weeks before leave taken before the\n            child&rsquo;s third birthday and 14&nbsp;weeks before leave\n            taken between the child&rsquo;s third and eighth birthdays\n            &mdash; and continues during parental leave. A dismissal\n            generally requires prior approval from the competent\n            authority.<\/p>\n            <p><strong>Severely disabled employees<\/strong> (and those\n            with equivalent status) under &sect;&sect;&nbsp;168&nbsp;ff.\n            SGB IX: subject to statutory exceptions, including the\n            initial six months of employment, the employer must obtain\n            the prior consent of the competent Integrationsamt before\n            giving notice.<\/p>\n            <p><strong>Works council members<\/strong> and other employee\n            representatives: ordinary dismissal of works council\n            members is generally excluded during their term of office\n            and for the applicable post-term protection period, subject\n            to narrow statutory exceptions. An extraordinary dismissal\n            generally requires the works council&rsquo;s prior consent\n            under &sect;&nbsp;103 BetrVG or a court decision replacing\n            that consent. Works council members, election committee\n            members, election candidates and certain other employee\n            representatives may benefit from different forms and periods\n            of special dismissal protection under &sect;&nbsp;15 KSchG\n            and related legislation.<\/p>\n\n            <h2 id=\"tp-proceedings\">Labour Court Proceedings<\/h2>\n            <p>In dismissal-protection proceedings, the labour court\n            determines whether the dismissal legally ended the\n            employment relationship. Depending on the case, this may\n            involve social justification, written form, works council\n            consultation, special dismissal protection and other grounds\n            of invalidity. The typical outcomes are:<\/p>\n            <p>The parties reach a <strong>settlement<\/strong>\n            (gerichtlicher Vergleich) &mdash; many dismissal-protection\n            proceedings end in settlement, often at the conciliation\n            hearing or later in the proceedings. A settlement may\n            include severance, an agreed termination date, an\n            employment reference and the resolution of outstanding\n            claims. Further detail on severance is on our\n            <a href=\"\/en\/severance-pay-germany\/\">severance pay\n            page<\/a>.<\/p>\n            <p>The court finds the <strong>dismissal invalid<\/strong>\n            &mdash; if the dismissal is held invalid, the employment\n            relationship generally continues. The employee may be\n            entitled to remuneration for the period of non-employment,\n            subject to statutory offsets, mitigation issues and other\n            applicable requirements. The employee may request judicial\n            dissolution where continued employment is unreasonable. The\n            employer may request dissolution only where circumstances\n            make it unlikely that a constructive employment relationship\n            serving the operational purpose can continue. Special rules\n            apply to certain managerial employees under\n            &sect;&nbsp;14(2) KSchG. If the court grants dissolution,\n            it awards severance under &sect;&sect;&nbsp;9 and\n            10&nbsp;KSchG.<\/p>\n            <p>The court finds the <strong>dismissal valid<\/strong>\n            &mdash; the employment relationship ends in accordance with\n            the notice, subject to the applicable termination\n            date.<\/p>\n\n            <p class=\"anwalt-hinweis\">Advice by\n              <a href=\"\/en\/firm\/alexander-kagan\/\">Alexander Kagan,\n              Attorney at Law<\/a>, admitted to the Hanseatic Bar\n              Association Hamburg. As of: June 2026.<\/p>\n            <p class=\"page-disclaimer\">The contents of this page are for\n            general information only and do not constitute legal advice.\n            A mandate is established only upon express acceptance.<\/p>\n\n          <\/div><!-- \/.service-prose -->\n\n          <aside class=\"page-toc-sidebar\" aria-label=\"Page contents\">\n            <div class=\"page-toc-box\">\n              <div class=\"page-toc-title\">Contents<\/div>\n              <nav aria-label=\"Page contents\">\n                <ul class=\"page-toc-list\">\n                  <li><a href=\"#tp-scope\" class=\"page-toc-link\">KSchG scope<\/a><\/li>\n                  <li><a href=\"#tp-categories\" class=\"page-toc-link\">The three dismissal categories<\/a><\/li>\n                  <li><a href=\"#tp-deadline\" class=\"page-toc-link\">The three-week filing deadline<\/a><\/li>\n                  <li><a href=\"#tp-procedural\" class=\"page-toc-link\">Procedural defects<\/a><\/li>\n                  <li><a href=\"#tp-special\" class=\"page-toc-link\">Special dismissal protection<\/a><\/li>\n                  <li><a href=\"#tp-proceedings\" class=\"page-toc-link\">Labour court proceedings<\/a><\/li>\n                <\/ul>\n              <\/nav>\n            <\/div>\n          <\/aside>\n\n        <\/div><!-- \/.service-layout -->\n      <\/div><!-- \/.container -->\n    <\/section><!-- \/.service-body -->\n    <section class=\"section-related\" aria-labelledby=\"related-heading-tp\">\n      <div class=\"container\">\n        <h2 id=\"related-heading-tp\" class=\"section-related__heading\">Related Services<\/h2>\n        <div class=\"related-grid\">\n\n          <a href=\"\/en\/severance-pay-germany\/\" class=\"related-card\">\n            <div class=\"related-card__body\">\n              <div class=\"related-card__title\">Severance Pay in Germany<\/div>\n              <div class=\"related-card__desc\">Advice on severance agreements, statutory severance under &sect;&nbsp;1a KSchG and negotiated settlements.<\/div>\n            <\/div>\n          <\/a>\n\n          <a href=\"\/en\/employment-contracts-germany\/\" class=\"related-card\">\n            <div class=\"related-card__body\">\n              <div class=\"related-card__title\">Employment Contracts<\/div>\n              <div class=\"related-card__desc\">Review and drafting of employment contracts under German law, including NachwG documentation requirements.<\/div>\n            <\/div>\n          <\/a>\n\n          <a href=\"\/en\/employment-law-employees\/\" class=\"related-card\">\n            <div class=\"related-card__body\">\n              <div class=\"related-card__title\">Employment Law for Employees<\/div>\n              <div class=\"related-card__desc\">General employment law advice for employees: contracts, warnings, references, dismissal and benefits.<\/div>\n            <\/div>\n          <\/a>\n\n          <a href=\"\/en\/warning-letter-employment\/\" class=\"related-card\">\n            <div class=\"related-card__body\">\n              <div class=\"related-card__title\">Warning Letters (Abmahnung)<\/div>\n              <div class=\"related-card__desc\">Advice on the issuance, challenge and withdrawal of formal employment warnings under German law.<\/div>\n            <\/div>\n          <\/a>\n\n          <a href=\"\/en\/employment-law\/\" class=\"related-card\">\n            <div class=\"related-card__body\">\n              <div class=\"related-card__title\">Employment References<\/div>\n              <div class=\"related-card__desc\">Entitlement to an employment reference, the qualified reference and correction claims under German law.<\/div>\n            <\/div>\n          <\/a>\n\n          <a href=\"\/en\/employment-law\/\" class=\"related-card\">\n            <div class=\"related-card__body\">\n              <div class=\"related-card__title\">Works Council<\/div>\n              <div class=\"related-card__desc\">Co-determination rights, consultation procedures and the works council&rsquo;s role in individual dismissals.<\/div>\n            <\/div>\n          <\/a>\n\n          <a href=\"\/en\/employment-law\/\" class=\"related-card\">\n            <div class=\"related-card__body\">\n              <div class=\"related-card__title\">Collective Redundancies<\/div>\n              <div class=\"related-card__desc\">Mass-dismissal notification requirements, social plans and reconciliation of interests under German law.<\/div>\n            <\/div>\n          <\/a>\n\n          <a href=\"\/en\/contact\/\" class=\"related-card related-card--cta\">\n            <div class=\"related-card__body\">\n              <div class=\"related-card__title\">Request Advice<\/div>\n              <div class=\"related-card__desc\">Contact us for an initial assessment of your dismissal or termination-protection question.<\/div>\n            <\/div>\n          <\/a>\n\n        <\/div><!-- \/.related-grid -->\n      <\/div><!-- \/.container -->\n    <\/section><!-- \/.section-related -->\n\n    <section class=\"faq-section\" aria-labelledby=\"faq-heading-tp\">\n      <div class=\"container\">\n        <h2 id=\"faq-heading-tp\" class=\"faq-section__heading\">Frequently Asked Questions<\/h2>\n        <ul class=\"faq-list\">\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              When does KSchG termination protection apply to me?\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>The KSchG applies once you have completed the statutory\n              six-month waiting period under &sect;&nbsp;1(1) KSchG and\n              your employer&rsquo;s establishment regularly employs more\n              than ten employees under the weighting rules of\n              &sect;&nbsp;23 KSchG. Both conditions must be met at the\n              time the notice is given. During the six-month waiting\n              period, and in establishments at or below the threshold,\n              the general KSchG protection does not apply &mdash; but\n              statutory special-protection rules, notice-period\n              requirements and general civil-law limits continue to\n              apply.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              How long do I have to challenge a dismissal in Germany?\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>You must file a K&uuml;ndigungsschutzklage at the\n              competent labour court within <strong>three weeks of\n              receiving the written notice<\/strong> under\n              &sect;&nbsp;4 KSchG. The deadline runs from the day you\n              receive the notice and is not extended by settlement\n              negotiations, notice periods or other circumstances. If\n              the deadline is missed, the dismissal is deemed legally\n              effective under &sect;&nbsp;7 KSchG, even if it was\n              originally defective. An application for late admission\n              (Zulassung nach &sect;&nbsp;5 KSchG) is generally\n              available only within two weeks after the obstacle ceases\n              and is subject to strict conditions.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              Can I be dismissed while pregnant or on parental leave?\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>Dismissal of pregnant employees is generally prohibited\n              under &sect;&nbsp;17 MuSchG during pregnancy, during the\n              statutory protection period after childbirth and for at\n              least four months after childbirth, subject to narrow\n              exceptions. The protection generally applies where the\n              employer knows of the pregnancy or is informed within two\n              weeks after the employee receives the notice. Employees on\n              parental leave are also protected under\n              &sect;&nbsp;18 BEEG: special dismissal protection begins\n              before the start of parental leave and a dismissal during\n              parental leave generally requires prior approval from the\n              competent authority.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              Does my employer need to consult the works council before\n              dismissing me?\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>Yes, where a works council exists, the employer must\n              consult it before every dismissal under\n              &sect;&nbsp;102 BetrVG. The employer must provide the\n              works council with the information required to assess the\n              intended dismissal. Notice may be given only after the\n              consultation process has been completed. A dismissal\n              issued without the required prior consultation is\n              ineffective. Where an extraordinary dismissal of a works\n              council member is intended, the prior consent of the works\n              council or a court decision replacing that consent is\n              generally required under &sect;&nbsp;103 BetrVG.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              What is social selection (Sozialauswahl) and why does it\n              matter?\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>Where the employer carries out an operational dismissal\n              under &sect;&nbsp;1(3) KSchG and comparable employees\n              exist, the employer must apply social selection criteria:\n              length of service, age, statutory maintenance obligations\n              and recognised severe disability must each be given\n              appropriate weight in deciding which employee to dismiss.\n              Errors in social selection are among the most common\n              grounds for a successful challenge to an operational\n              dismissal, because if selection among comparable employees\n              was not properly carried out the dismissal lacks social\n              justification under &sect;&nbsp;1(3) KSchG.<\/p>\n            <\/div>\n          <\/li>\n\n          <li class=\"faq-item\">\n            <button class=\"faq-question\" aria-expanded=\"false\">\n              What must a valid dismissal notice look like under German\n              law?\n            <\/button>\n            <div class=\"faq-answer\">\n              <p>A dismissal must be in writing and signed by hand or\n              with a qualified electronic signature to satisfy the\n              written-form requirement under &sect;&nbsp;623 BGB. An\n              oral dismissal, an email, a scanned letter or a simple\n              electronic signature does not satisfy the requirement and\n              does not validly terminate the employment contract. The\n              notice must also be given or received by a person with\n              authority to terminate. Where a power of attorney is\n              presented, the employee may reject the notice for lack of\n              an original power of attorney under &sect;&nbsp;174 BGB,\n              provided rejection is immediate.<\/p>\n            <\/div>\n          <\/li>\n\n        <\/ul>\n      <\/div><!-- \/.container -->\n    <\/section><!-- \/.faq-section -->\n\n    <section class=\"section-cta\">\n      <div class=\"container\">\n        <div class=\"cta-inner\">\n          <h2 class=\"cta-inner__heading\">Challenge Your Dismissal &mdash;\n            Get Legal Advice<\/h2>\n          <p class=\"cta-inner__text\">The three-week filing deadline runs\n          from receipt of the written notice and cannot be suspended by\n          severance negotiations. We advise employees and employers on\n          termination protection, labour court proceedings and dismissal\n          strategy &mdash; from the first assessment through to\n          settlement or judgment.<\/p>\n          <div class=\"cta-inner__actions\">\n            <a href=\"\/en\/contact\/\" class=\"btn btn-primary btn-lg\">Request advice<\/a>\n            <a href=\"\/en\/firm\/\" class=\"btn btn-outline btn-lg\">About the firm<\/a>\n          <\/div>\n        <\/div>\n      <\/div>\n    <\/section>\n  \n<\/main>\n\n\n\n<script type=\"application\/ld+json\">\n  {\n    \"@context\": \"https:\/\/schema.org\",\n    \"@graph\": [\n      {\n        \"@type\": \"Service\",\n        \"@id\": \"https:\/\/kaganlegal-germany.com\/en\/termination-protection-germany\/#service\",\n        \"name\": \"Termination Protection in Germany (KSchG)\",\n        \"description\": \"Legal advice on termination protection in Germany \u2014 KSchG scope, social justification, the three-week filing deadline, special dismissal protection and labour court representation.\",\n        \"serviceType\": \"Employment Law\",\n        \"provider\": {\n          \"@type\": \"LegalService\",\n          \"name\": \"Kagan Legal\",\n          \"url\": \"https:\/\/kaganlegal-germany.com\/en\/\",\n          \"address\": {\n            \"@type\": \"PostalAddress\",\n            \"addressLocality\": \"Hamburg\",\n            \"addressCountry\": \"DE\"\n          }\n        },\n        \"areaServed\": {\n          \"@type\": \"Country\",\n          \"name\": \"Germany\"\n        },\n        \"url\": \"https:\/\/kaganlegal-germany.com\/en\/termination-protection-germany\/\"\n      },\n      {\n        \"@type\": \"FAQPage\",\n        \"@id\": \"https:\/\/kaganlegal-germany.com\/en\/termination-protection-germany\/#faq\",\n        \"mainEntity\": [\n          {\n            \"@type\": \"Question\",\n            \"name\": \"When does KSchG termination protection apply to me?\",\n            \"acceptedAnswer\": {\n              \"@type\": \"Answer\",\n              \"text\": \"The KSchG applies once you have completed the statutory six-month waiting period under \u00a7 1(1) KSchG and your employer's establishment regularly employs more than ten employees under the weighting rules of \u00a7 23 KSchG. Both conditions must be met at the time the notice is given.\"\n            }\n          },\n          {\n            \"@type\": \"Question\",\n            \"name\": \"How long do I have to challenge a dismissal in Germany?\",\n            \"acceptedAnswer\": {\n              \"@type\": \"Answer\",\n              \"text\": \"You must file a K\u00fcndigungsschutzklage at the competent labour court within three weeks of receiving the written notice under \u00a7 4 KSchG. The deadline runs from the day you receive the notice and is not extended by settlement negotiations, notice periods or other circumstances. If the deadline is missed, the dismissal is deemed legally effective under \u00a7 7 KSchG.\"\n            }\n          },\n          {\n            \"@type\": \"Question\",\n            \"name\": \"Can I be dismissed while pregnant or on parental leave?\",\n            \"acceptedAnswer\": {\n              \"@type\": \"Answer\",\n              \"text\": \"Dismissal of pregnant employees is generally prohibited under \u00a7 17 MuSchG during pregnancy and for the statutory post-childbirth protection period. Employees on parental leave are protected under \u00a7 18 BEEG: special dismissal protection begins before the start of parental leave and a dismissal during parental leave generally requires prior approval from the competent authority.\"\n            }\n          },\n          {\n            \"@type\": \"Question\",\n            \"name\": \"What must a valid dismissal notice look like under German law?\",\n            \"acceptedAnswer\": {\n              \"@type\": \"Answer\",\n              \"text\": \"A dismissal must be in writing and signed by hand or with a qualified electronic signature under \u00a7 623 BGB. An oral dismissal, an email, a scanned letter or a simple electronic signature does not satisfy the requirement and does not validly terminate the employment contract.\"\n            }\n          }\n        ]\n      },\n      {\n        \"@type\": \"BreadcrumbList\",\n        \"itemListElement\": [\n          {\n            \"@type\": \"ListItem\",\n            \"position\": 1,\n            \"name\": \"Home\",\n            \"item\": \"https:\/\/kaganlegal-germany.com\/en\/\"\n          },\n          {\n            \"@type\": \"ListItem\",\n            \"position\": 2,\n            \"name\": \"Employment Law\",\n            \"item\": \"https:\/\/kaganlegal-germany.com\/en\/employment-law\/\"\n          },\n          {\n            \"@type\": \"ListItem\",\n            \"position\": 3,\n            \"name\": \"Termination Protection\",\n            \"item\": \"https:\/\/kaganlegal-germany.com\/en\/termination-protection-germany\/\"\n          }\n        ]\n      }\n    ]\n  }\n  <\/script>\n","protected":false},"excerpt":{"rendered":"<p>Home &middot; Services &middot; Employment Law &middot; Termination Protection Termination Protection in Germany (KSchG) German termination protection under the KSchG requires social justification for every dismissal where it applies. The three-week filing deadline is strict. We advise employers and employees on KSchG proceedings, dismissal strategy and labour court representation, in German and English. Request Advice [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"page-leistung","meta":{"footnotes":""},"class_list":["post-127","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/pages\/127","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/comments?post=127"}],"version-history":[{"count":0,"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/pages\/127\/revisions"}],"wp:attachment":[{"href":"https:\/\/kaganlegal-germany.com\/en\/wp-json\/wp\/v2\/media?parent=127"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}