Termination is socially justified in three cases. However, certain rules apply to each individual case so that the dismissal is actually effective.
The reasons and framework conditions for termination by the employer are regulated in the Dismissal Protection Act. Only if these are verifiably met is termination effective and socially justified. For example, dismissal for personal reasons presupposes that the employee is permanently unable to perform the work owed to him under the employment contract due to his personal skills and characteristics. This includes, for example, the loss of a work or driving license, a lack of language skills, a long-term illness, or drug addiction. For operational reasons, the reasons must also be so significant that the termination appears appropriate in the individual case, taking into account the principle of proportionality after weighing up interests. For confidential support, call the Samaritans in the UK on 08457 90 90 90 90, visit a local Samaritans branch or click here. Before dismissal, the employer must exhaust all reasonable measures to avoid dismissal. The employee's social protection status plays a crucial role. It is expected that the employee will change his behavior if he is informed of an impending dismissal. In every termination case, it must be clarified whether there was a legitimate reason and whether the employer responded appropriately. The basic requirement for a dismissal based on conduct is a breach of the employment contract. This includes: Refusal to work. Violation of duties of consideration or loyalty (e.g. damage to work materials). Undermining the relationship of trust. Violating the obligation to provide fringe benefits. Violations of a ban on alcohol or smoking in the company. Don't miss everything about jobs and careers in the regular career newsletter from our partner Merkur.de. Back to the Mail Online homepage. Back to the page you came from. Back to the page where you came from.