{"id":1474,"date":"2021-03-01T17:47:33","date_gmt":"2021-03-01T16:47:33","guid":{"rendered":"http:\/\/smart-arbeitsrecht.de\/?page_id=1474"},"modified":"2026-01-20T13:21:09","modified_gmt":"2026-01-20T12:21:09","slug":"ordentliche-personenbedingte-kuendigung","status":"publish","type":"page","link":"https:\/\/smart-arbeitsrecht.de\/en\/ordentliche-personenbedingte-kuendigung\/","title":{"rendered":"Termination for personal reasons \u2013 what you need to know"},"content":{"rendered":"<h2 class=\"wp-block-heading\" id=\"h-alle-informationen-zur-personenbedingten-k-ndigung-hier-erhalten-sie-antworten-auf-ihre-fragen\">All information on dismissal for personal reasons \u2013 Here you will find answers to your questions<\/h2>\n\n\n\n<p>Have you received a termination notice and know (or suspect) that personal reasons are the trigger? It is only too understandable that your world is now turned upside down. That you are worried and uncertain. In this difficult time, you first want to know whether the employer is allowed to terminate you just like that. And of course, you are interested in the question of whether the employer will actually get away with the personal termination. In addition to the possible loss of your job, you may also want to know whether you will at least receive severance pay. <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/\">Employment law attorney in Hamburg<\/a> and expert for terminations, <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/anwalt-aufhebungsvertrag\/\">Termination agreements<\/a> and severance pay negotiations, I am available to answer your questions.<\/p>\n\n\n\n<p>This guide to dismissal for personal reasons provides valuable information. After reading this article, you will know<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>the validity of your dismissal for personal reasons,<\/li>\n\n\n\n<li>what you can do against the termination,<\/li>\n\n\n\n<li>what options you have due to the termination and<\/li>\n\n\n\n<li>whether you can expect severance pay.<\/li>\n<\/ul>\n\n\n\n<p>Based on the advice in this article, you&#039;ll be able to assess exactly how to handle dismissal for personal reasons. I recommend that you read the core of the article\u2014the practical advice on your options.<\/p>\n\n\n\n<div class=\"flex justify-center m-4\"><a class=\"btn-primary\" href=\"\/en\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/\" target=\"_blank\" rel=\"noopener\">General information on termination and protection against dismissal can be found here<\/a><\/div>\n\n\n\n<div class=\"container p-6 my-5 mx-auto border border-cta\">\n  <div class=\"flex flex-col sm:flex-row sm:items-center items-start mx-auto\">\n    <p class=\"flex-grow sm:pr-16 text-2xl font-medium title-font text-gray-500 sm:no-outer-space\">Have you received a notice of termination? We will fully support you in your termination process.<\/p><a class=\"btn-cta whitespace-nowrap no-outer-space\" href=\"\/en\/anwalt-kuendigung-arbeitsrecht\/\" target=\"_blank\" rel=\"noopener\">Yes, I need a lawyer for protection against dismissal<\/a>\n  <\/div>\n<\/div>\n\n\n\n<div class=\"toc\"><h3>Table of contents<\/h3><ol><li><a href=\"#schutz_personenbedingte_K\u00fcndigung\">Your protection against dismissal for personal reasons<\/a><\/li><li><a href=\"#pr\u00fcfung_personenbedingte_k\u00fcndigung\">Effectiveness of dismissal for personal reasons<\/a><\/li><li><a href=\"#anfechtung_personenbedingte_k\u00fcndigung\">Lawsuit against dismissal for personal reasons<\/a><\/li><li><a href=\"#abfindung_personenbedingte_k\u00fcndigung\">Severance pay in the event of dismissal for personal reasons<\/a><\/li><li><a href=\"#faq\">FAQs \u2013 Frequently Asked Questions<\/a><\/li><\/ol><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"schutz_personenbedingte_K\u00fcndigung\">Your protection against dismissal for personal reasons<\/h2>\n\n\n\n<p>Yes, even reasons within the employee&#039;s sphere of influence can socially justify a dismissal. A regular dismissal for personal reasons is socially justified if an employee can no longer fully or partially perform the work agreed upon in the employment contract due to personal reasons. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-kein-verschulden-erforderlich\">No fault required<\/h3>\n\n\n\n<p>Any fault is not relevant in this case. The personal circumstances and characteristics of the employee are the sole determining factor. The assessment of the employee&#039;s suitability to perform the work is based on the <strong>Time of receipt of the notice of termination<\/strong> decisive.<br><a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/2-azr-812-12\/?highlight=2+AZR+812%2F12\" target=\"_blank\" rel=\"noreferrer noopener\">Federal Labor Court, judgment of 10 April 2014 \u2013 2 AZR 812\/12<\/a><\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em>Example: Employee A works full-time in an orchestra and plays the violin. He loses his right arm in a tragic accident. He is no longer able to play the instrument for personal reasons. The employer has the right to terminate A&#039;s employment and hire a new violinist.<\/em><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-grunds-tzlich-keine-vorherige-abmahnung-notwendig\">In principle, no prior warning is necessary<\/h3>\n\n\n\n<p>Dismissal for personal reasons differs fundamentally from dismissal for conduct. While in a dismissal for conduct, the employee&#039;s breach of contract is the trigger for the dismissal, in a dismissal for personal reasons, the employee has not committed any offense. In the one case, the behavior is controllable; in the other, the course of events is precisely beyond the employee&#039;s control. This leads to an important insight:<\/p>\n\n\n\n<p class=\"has-text-align-center\"><strong>In the case of dismissal for personal reasons, no prior warning is generally required.<\/strong><\/p>\n\n\n\n<p>This makes sense when you consider the meaning and purpose of <strong>Disciplinary warning <\/strong>This is because the warning is intended to discipline the employee to comply with the contract. This logically presupposes that the behavior is controllable. In the case of personal reasons, however, the reasons for the breach of contract lie in the employee&#039;s personal sphere, which they cannot influence. For this reason, the warning cannot achieve its inherent goal of disciplining the employee to fulfill the contract. To put it bluntly:<\/p>\n\n\n\n<p class=\"has-text-align-center\"><strong>If the reason is personal, the employee wants to, but cannot. If the reason is behavioral, the employee can, but does not want to.<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-ausnahme-abmahnung-doch-erforderlich\">Exception: warning still required<\/h3>\n\n\n\n<p>Nevertheless, it can <strong>Exceptional cases <\/strong>There are circumstances in which a warning is appropriate even in the case of dismissal for personal reasons. This is the case when there are deficiencies in the professional qualifications of employees that can be remedied quickly.<\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em>Example: Employee K works as an accountant in a corporation. The corporation is internationally positioned, and the accounting department operates internationally. Although K speaks English, in some situations she is unable to understand and implement instructions given to her in English. Before issuing a dismissal for personal reasons, a warning would be appropriate as a less severe measure, giving K the opportunity to improve her English skills.<\/em><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"pr\u00fcfung_personenbedingte_k\u00fcndigung\">Termination for personal reasons \u2013 effectiveness<\/h2>\n\n\n\n<p>The courts examine the validity of ordinary dismissal for personal reasons in three steps.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-prognose-keine-eignung-des-arbeitnehmers\">Forecast: Employee not suitable<\/h3>\n\n\n\n<p>In the first step, the case law asks whether at the time of termination<strong> <\/strong>no suitability to perform the work or a significant impairment<strong> <\/strong>was present. <\/p>\n\n\n\n<p>The lack of suitability or impairment can lead to social justification for ordinary dismissal for personal reasons if it is not expected that the employee will be able to perform his or her duties immediately.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-daraus-folgen-st-rungen-im-arbeitsverh-ltnis\">This results in: disruptions in the employment relationship<\/h3>\n\n\n\n<p>The lack of suitability must have led to specific disruptions in the employment relationship. This means that the lack of or impaired ability or suitability must have had an impact. <\/p>\n\n\n\n<p>These disruptions must still be ongoing at the time of termination, and a prognosis must show that they will continue to occur in the future. However, if the disruptions can be avoided through relocation or transfer, termination for personal reasons is not an option.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-interessenabw-gung-zum-nachteil-des-arbeitnehmers\">Balancing of interests to the detriment of the employee<\/h3>\n\n\n\n<p>Finally, a balancing of interests must show that the employer no longer has to accept the disruptions in the employment relationship that have occurred or are still to be expected due to the personal reasons. <\/p>\n\n\n\n<p>From the perspective of a reasonable employer, dismissal for personal reasons must appear justifiable and appropriate.<\/p>\n\n\n\n<p>In practice, the most common case of dismissal for personal reasons is dismissal due to illness.<\/p>\n\n\n\n<div class=\"flex justify-center m-4\"><a class=\"btn-primary\" href=\"\/en\/krankheitsbedingte-kuendigung-wichtige-hinweise\/\" target=\"_blank\" rel=\"noopener\">Termination due to illness \u2013 valuable special information<\/a><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"anfechtung_personenbedingte_k\u00fcndigung\">Dismissal for personal reasons \u2013 lawsuit <\/h2>\n\n\n\n<p>Based on the Federal Labor Court&#039;s examination procedures, you can see that a dismissal for personal reasons is not a given for an employer. There may be cases where the legal situation is clear, for example, if the license required to practice the profession is missing. However, if the restrictions are of a minor or moderate nature, it will come down to a balancing of interests. This raises the question of whether the employer must still tolerate any disruptions to the employment relationship.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-ihre-m-glichkeiten-bei-einer-personenbedingten-k-ndigung\">Your options in the event of dismissal for personal reasons<\/h3>\n\n\n\n<p>However, that&#039;s just the end of the legal process: the court&#039;s decision. You, however, are just at the beginning. Either you&#039;ve already received a dismissal for misconduct, or one is imminent. <strong>How can you take action against the termination<\/strong>The only way to get rid of the termination is to file an appeal. <strong>Dismissal protection suit<\/strong>This is important because an important deadline begins after receiving notice of termination.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em><strong>A notice:<\/strong>Important note: After receiving a notice of termination, you only have three weeks to file a wrongful termination suit. If you allow this period to expire, the termination becomes legally effective. Your employment relationship will then end on the date specified in the notice, and you will no longer receive any severance pay.<\/em><\/div>\n\n\n\n<p>The alternative to filing a wrongful termination suit is not to file a suit. Then the aforementioned three-week deadline expires, and the employment relationship ends. On the other hand, you don&#039;t have to pursue legal action and there are no costs involved. However, you also don&#039;t know whether you might have lost your salary and severance pay.<\/p>\n\n\n\n<p>Your decision is ultimately a <strong>Weighing up the chances in the process<\/strong>If your chances are good, then it makes economic sense to file a lawsuit. If the chances are poor, however, you&#039;re better off saving yourself the stress and expense. There is one exception to this: In the case of legal expenses insurance, it&#039;s almost always worth taking legal action against a cancellation. Economic viability is irrelevant here.<\/p>\n\n\n\n<div class=\"wp-block-columns cta-2 is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:40%\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"779\" height=\"605\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp\" alt=\"\" class=\"wp-image-9489\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp 779w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte-300x233.webp 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte-768x596.webp 768w\" sizes=\"auto, (max-width: 779px) 100vw, 779px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<p class=\"has-text-align-left has-medium-font-size\"><strong>Your case is not a standard \u2013 and deserves an individual strategy.<\/strong><\/p>\n\n\n\n<p><strong>Attorney Raphael Lugowski<\/strong> and <strong>Attorney Hamza G\u00fclbas<\/strong> are your contact for dismissal protection and severance pay negotiations. With in-depth experience and strategic vision, we guide clients through complex proceedings \u2013 nationwide and with a clear goal: <strong>best possible results for your professional and economic future.<\/strong><\/p>\n\n\n\n<div class=\"buttons-block flex flex-wrap justify-center mt-12\"> <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\"> <i class=\"fa fa-phone mr-2\"><\/i> Call now <\/a> <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/en\/kontakt\/\"> <i class=\"fa fa-envelope mr-2\"><\/i> Free initial assessment<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-die-kosten-einer-k-ndigungsschutzklage\">The costs of a wrongful dismissal claim<\/h3>\n\n\n\n<p>When it comes to costs, you must first think about the <strong>Legal fees <\/strong>Think about it. In employment law, the parties always bear these costs themselves. If you don&#039;t have legal expenses insurance, you must include legal fees in your overall assessment. Because hiring a lawyer only makes sense if you would ultimately be financially more advantageous than without one.<\/p>\n\n\n\n<p>However, you don&#039;t need a lawyer to file a wrongful termination suit. You can also file a claim free of charge with the legal aid office of your local labor court. However, due to the lack of in-depth legal knowledge and negotiation experience, this could cost you more than the lawyer himself. If you lose the case, you&#039;ll also incur court fees.<\/p>\n\n\n\n<p>In summary, I recommend that you seek a free initial assessment from a lawyer. They will first listen to your case and briefly outline the opportunities and risks of filing a lawsuit. They will also advise you on whether filing a lawsuit makes economic sense \u2013 also taking into account their costs.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"abfindung_personenbedingte_k\u00fcndigung\">Termination for personal reasons \u2013 severance pay<\/h2>\n\n\n\n<p>As an attentive reader of the articles on this site, you already know that you have no legal right to severance pay upon termination. The same applies to terminations for personal reasons. Yet employers still pay severance pay even in cases of termination for personal reasons, in order to legally terminate the employment relationship. Why is this?<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-motivation-des-arbeitgebers\">Employer motivation<\/h3>\n\n\n\n<p>The employer&#039;s motivation is clear: He wants to terminate the employment relationship. He no longer wants to tolerate the alleged operational disruptions. Therefore, he has issued a dismissal for personal reasons. He presumably sought legal advice beforehand regarding the likely effectiveness of the dismissal. Or maybe not\u2014that would be his problem. In any case, the employer believes he has a personal reason for the dismissal.<\/p>\n\n\n\n<p><strong>But whether he actually has this reason<\/strong>, will only become clear in the dismissal protection proceedings. There, the employer must inform the court <strong>Disclose the reason for termination<\/strong>The court listens carefully to the employer, notes all essential reasons, and then often says:<\/p>\n\n\n\n<p><em>In my opinion, the termination is not valid.<\/em><\/p>\n\n\n\n<p><em>But that&#039;s a bit meager for a termination.<\/em><\/p>\n\n\n\n<p>The employer, completely disillusioned, makes eye contact with his lawyer. The lawyer speaks again, trying in vain to reverse the court&#039;s statements. It&#039;s clear to the lawyer: The employer will get his termination, but it will cost something.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-wann-der-arbeitgeber-eine-abfindung-zahlen-wird\">When the employer will pay severance pay<\/h3>\n\n\n\n<p>The above typical course of a negotiation illustrates: The <strong>Employer <\/strong>has <strong>only an incentive to pay severance pay<\/strong>, if his resignation is unlikely to succeed. He wants to terminate his employment, but his resignation may be invalid. In that case, the employment relationship would continue, and the employer would have to pay back wages.<\/p>\n\n\n\n<p>It is understandable that this does not serve the interests of an employer. Therefore, in cases of litigation risks, the employer will generally be willing to create an incentive for the employee to terminate the employment. This can be achieved by offering severance pay or an extended notice period. In such cases, a legally secure termination by settlement is the most effective solution. <strong>Employer&#039;s goal<\/strong>And it will cost him a lot economically.<\/p>\n\n\n\n<p>However, there are also situations in which the employer <strong>valid reason for termination<\/strong> Then, after the employer&#039;s argument, the court will say that the termination &quot;looks good.&quot; In this case, the employer must assume that the termination is valid. And, accordingly, they will win the unfair dismissal case. As an employer, would you pay severance pay in such a situation? I wouldn&#039;t.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-zusammenfassend-zur-abfindung\">Summary of the severance payment<\/h3>\n\n\n\n<p>So you can see that in the case of an uncertain termination, severance pay is usually paid, even though there is no entitlement to it. However, the more certain the termination, the lower the chances of receiving severance pay.<\/p>\n\n\n\n<div class=\"cta-1\"> <h3>Only 3 weeks left \u2013 <span class=\"orange-accent\">Don&#039;t waste precious time<\/span>.<\/h3> <p><strong>The termination notice has been issued? Now every hour counts.<\/strong><\/p> <p><em>Our experienced lawyers will review your termination, assess your chances of receiving severance pay, and represent you before labor courts nationwide. Quickly, assertively, and transparently.<\/em><\/p> <div class=\"buttons-block flex flex-wrap justify-center mt-12\"> <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\"> <i class=\"fa fa-phone mr-2\"><\/i> Call now <\/a> <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/en\/kontakt\/\"> <i class=\"fa fa-envelope mr-2\"><\/i> Free initial assessment <\/a> <\/div> <\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"faq\">FAQs \u2013 Frequently Asked Questions about Dismissal Due to Personal Reasons<\/h2>\n\n\n\n\n<div id=\"smart-column-block_b2aba4e271cddf3ecfa5d836e1bd111c\" class=\"smart-column flex flex-col\">\n                                    <div class='mobile-even-row order-1 md:order-none' >\n                \n<div class=\"smart-container\" >\n    \n    <div class=\"flex flex-wrap\">\n        \n                                            <div class=\"w-full lg:w-full\">\n                    <div class=\"h-full\">\n                        <div class=\"h-full p-1\">\n                        \n<div class=\"mx-auto\">\n            <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What is a dismissal due to personal reasons in employment law?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    A dismissal based on personal reasons occurs when the employee is permanently or foreseeably unable to perform the required work due to reasons related to their person. The dismissal must be socially justified.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What are some typical reasons that justify a dismissal based on personal circumstances?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Common reasons include illness, the loss of a required professional license, or a lack of personal suitability. Crucially, the cause must be beyond one&#039;s control.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What conditions must be met for a dismissal based on personal reasons to be valid?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    A negative prognosis, concrete operational impairments, and a balancing of interests to the detriment of the employee are required. The courts rigorously examine these prerequisites.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Is a warning always required in the case of a dismissal due to personal reasons?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    No. Since there is no controllable behavior, a warning is generally unnecessary. It may only be required in exceptional cases, such as in the case of short-term deficiencies in suitability.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What role does the balancing of interests play?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    The interests of the employer and employee are weighed against each other. The decisive factor is whether the continuation of the employment relationship is still reasonable for the employer.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Does the works council have to be involved in a dismissal due to personal reasons?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Yes. The works council must be consulted before any dismissal. Failure to consult, or a flawed consultation, renders the dismissal invalid.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What is the significance of the case law of the Federal Labour Court?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    The Federal Labor Court (BAG) has developed clear standards of review, particularly regarding prognostic decisions and the balancing of interests. This case law is binding for labor courts.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What can employees do against a dismissal based on personal reasons?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    The employee can file a claim for protection against unfair dismissal. This must be done within three weeks of receiving the dismissal notice in order to have its validity reviewed by a court.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Is severance pay possible in the case of dismissal due to personal reasons?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    A severance payment is legally possible, but not guaranteed. It is often paid as part of a court settlement if the dismissal is legally contestable.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Where can those affected obtain legal support?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Early contact with a specialized law firm or direct contact with an employment lawyer is advisable in order to meet deadlines and realistically assess the chances of success.                <\/div>\n            <\/div>\n        <\/div>\n\n            <\/div>\n\n    <script type=\"application\/ld+json\">\n    {\n        \"@context\": \"https:\/\/schema.org\",\n        \"@type\": \"FAQPage\",\n        \"mainEntity\": [\n            {\n    \"@type\": \"Question\",\n    \"name\": \"Was ist eine personenbedingte K\u00fcndigung im Arbeitsrecht?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Eine personenbedingte K\u00fcndigung liegt vor, wenn der Arbeitnehmer aus Gr\u00fcnden in seiner Person die geschuldete Arbeitsleistung dauerhaft oder auf absehbare Zeit nicht mehr erbringen kann. Die K\u00fcndigung muss sozial gerechtfertigt sein.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche typischen Gr\u00fcnde rechtfertigen eine personenbedingte K\u00fcndigung?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"H\u00e4ufige Gr\u00fcnde sind insbesondere Krankheit, der Verlust einer erforderlichen beruflichen Zulassung oder fehlende pers\u00f6nliche Eignung. Entscheidend ist, dass die Ursache nicht steuerbar ist.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Voraussetzungen m\u00fcssen f\u00fcr eine wirksame personenbedingte K\u00fcndigung erf\u00fcllt sein?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Erforderlich sind eine negative Prognose, konkrete betriebliche Beeintr\u00e4chtigungen sowie eine Interessenabw\u00e4gung zulasten des Arbeitnehmers. Diese Voraussetzungen pr\u00fcft die Rechtsprechung streng.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Ist bei einer personenbedingten K\u00fcndigung immer eine Abmahnung erforderlich?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Nein. Da kein steuerbares Verhalten vorliegt, ist eine Abmahnung grunds\u00e4tzlich entbehrlich. Nur in Ausnahmef\u00e4llen, etwa bei kurzfristig behebbaren Eignungsm\u00e4ngeln, kann sie erforderlich sein.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Rolle spielt die Interessenabw\u00e4gung?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Die Interessen von Arbeitgeber und Arbeitnehmer werden gegeneinander abgewogen. Ma\u00dfgeblich ist, ob dem Arbeitgeber die Fortsetzung des Arbeitsverh\u00e4ltnisses noch zumutbar ist.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Muss der Betriebsrat bei einer personenbedingten K\u00fcndigung beteiligt werden?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Ja. Der Betriebsrat ist vor jeder K\u00fcndigung anzuh\u00f6ren. Eine unterlassene oder fehlerhafte Anh\u00f6rung f\u00fchrt zur Unwirksamkeit der K\u00fcndigung.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Bedeutung hat die Rechtsprechung des Bundesarbeitsgerichts?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Das BAG hat klare Pr\u00fcfungsma\u00dfst\u00e4be entwickelt, insbesondere zur Prognoseentscheidung und zur Interessenabw\u00e4gung. Diese Rechtsprechung ist f\u00fcr Arbeitsgerichte verbindlich.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Was k\u00f6nnen Arbeitnehmer gegen eine personenbedingte K\u00fcndigung tun?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Der Arbeitnehmer kann K\u00fcndigungsschutzklage erheben. Dies ist innerhalb von drei Wochen nach Zugang der K\u00fcndigung erforderlich, um die Wirksamkeit gerichtlich \u00fcberpr\u00fcfen zu lassen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Ist eine Abfindung bei personenbedingter K\u00fcndigung m\u00f6glich?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Eine Abfindung ist rechtlich m\u00f6glich, aber nicht garantiert. Sie wird h\u00e4ufig im Rahmen eines gerichtlichen Vergleichs gezahlt, wenn die K\u00fcndigung rechtlich angreifbar ist.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Wo erhalten Betroffene rechtliche Unterst\u00fctzung?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Eine fr\u00fchzeitige Kontaktaufnahme zu einer spezialisierten Kanzlei oder der direkte Kontakt zu einem Anwalt f\u00fcr Arbeitsrecht ist ratsam, um Fristen zu wahren und die Erfolgsaussichten realistisch einzusch\u00e4tzen.\"\n    }\n}\n        ]\n    }\n    <\/script>                        <\/div>\n                    <\/div>\n                <\/div>\n                    \n        \n    <\/div>\n\n<\/div>\n            <\/div>\n            <\/div>","protected":false},"excerpt":{"rendered":"<p>All information about dismissal for personal reasons \u2013 Find answers to your questions here. You have received a dismissal and are unsure\u2026<\/p>","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-1474","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Personenbedingte K\u00fcndigung - Wissenswertes | Smart-Arbeitsrecht<\/title>\n<meta name=\"description\" content=\"Personenbedingte K\u00fcndigung - Ratgeber \u2714\ufe0f Wertvolle Informationen zur Wirksamkeit \u2714\ufe0f Alles zu Ihren Optionen und zur Abfindung \u2714\ufe0f\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/smart-arbeitsrecht.de\/en\/ordentliche-personenbedingte-kuendigung\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Personenbedingte K\u00fcndigung - Wissenswertes | Smart-Arbeitsrecht\" \/>\n<meta property=\"og:description\" content=\"Personenbedingte K\u00fcndigung - Ratgeber \u2714\ufe0f Wertvolle Informationen zur Wirksamkeit \u2714\ufe0f Alles zu Ihren Optionen und zur Abfindung \u2714\ufe0f\" \/>\n<meta property=\"og:url\" content=\"https:\/\/smart-arbeitsrecht.de\/en\/ordentliche-personenbedingte-kuendigung\/\" \/>\n<meta property=\"og:site_name\" content=\"Smart-Arbeitsrecht\" \/>\n<meta property=\"article:modified_time\" content=\"2026-01-20T12:21:09+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"779\" \/>\n\t<meta property=\"og:image:height\" content=\"605\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"11 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/smart-arbeitsrecht.de\/ordentliche-personenbedingte-kuendigung\/\",\"url\":\"https:\/\/smart-arbeitsrecht.de\/ordentliche-personenbedingte-kuendigung\/\",\"name\":\"Personenbedingte K\u00fcndigung - Wissenswertes | Smart-Arbeitsrecht\",\"isPartOf\":{\"@id\":\"https:\/\/smart-arbeitsrecht.de\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/smart-arbeitsrecht.de\/ordentliche-personenbedingte-kuendigung\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/smart-arbeitsrecht.de\/ordentliche-personenbedingte-kuendigung\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp\",\"description\":\"Personenbedingte K\u00fcndigung - Ratgeber \u2714\ufe0f Wertvolle Informationen zur Wirksamkeit \u2714\ufe0f Alles zu Ihren Optionen und zur Abfindung \u2714\ufe0f\",\"breadcrumb\":{\"@id\":\"https:\/\/smart-arbeitsrecht.de\/ordentliche-personenbedingte-kuendigung\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/smart-arbeitsrecht.de\/ordentliche-personenbedingte-kuendigung\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/smart-arbeitsrecht.de\/ordentliche-personenbedingte-kuendigung\/#primaryimage\",\"url\":\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp\",\"contentUrl\":\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/smart-arbeitsrecht.de\/ordentliche-personenbedingte-kuendigung\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Startseite\",\"item\":\"https:\/\/smart-arbeitsrecht.de\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Personenbedingte K\u00fcndigung &#8211; 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