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Allemagne - Conditions de forme / procédure du licenciement individuel


Conditions de forme / procédure du licenciement individuel - Allemagne - 2017    

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Forme de la notification du licenciement au travailleur : écrite

Remarks:
  • Sec. 623 CC

Délai de préavis:
Remarks:
  • Sec. 622 CC (applicable, unlike the PADA, to all cases of ordinary dismissals notwithstanding the size of the undertaking).
    The notice period should be at least 4 weeks and increases according to the length of service as follows:
    * 1 month, for at least 2 years of service;
    * 2 months, for at least 5 years of service;
    * 3 months, for at least 8 years of service;
    * 4 months, for at least 10 years of service;
    * 5 months, for at least 12 years of service;
    * 6 months, for at least 15 years of service;
    * 7 months, for at least 20 years of service.

    (Note: during the probationary period (maximum 6 months), the notice period should be 2 weeks).
    • ancienneté ≥ 6 mois
      • 4 semaine(s) .
    • ancienneté ≥ 9 mois
      • 4 semaine(s) .
    • ancienneté ≥ 2 ans
      • 1 mois .
    • ancienneté ≥ 4 ans
      • 1 mois .
    • ancienneté ≥ 5 ans
      • 2 mois .
    • ancienneté ≥ 10 ans
      • 4 mois .
    • ancienneté ≥ 20 ans
      • 7 mois .

    Indemnité compensatrice de préavis : Non

    Notification à l'administration publique: Non

    Remarks:
    • Except for pregnant women, employees on parental leave or disabled employees.

    Notification aux représentants des travailleurs: Oui

    Remarks:
    • Sec. 102 Works Constitution Act: the works council must be consulted before every dismissal and can, on the basis of legally specified grounds, object to a dismissal.
      However, the validity of the dismissal does not depend on the council's approval. As a consequence of the council's objection and if the employee has challenged the dismissal before the labour court, he will be entitled to continuation of employment during the pending procedure.

    Autorisation de l'administration publique ou d'un organe judiciaire: Non

    Remarks:
    • Except for pregnant women, employees on parental leave or disabled employees.

    Accord des représentants des travailleurs: Non

    Remarks:
    • Sec. 102 Works Constitution Act: the works council must be consulted before every dismissal and can, on the basis of legally specified grounds, object to a dismissal.
      However, the validity of the dismissal does not depend on the council's approval. As a consequence of the council's objection and if the employee has challenged the dismissal before the labour court, he will be entitled to continuation of employment during the pending procedure.