{"id":6326,"date":"2022-07-05T17:08:03","date_gmt":"2022-07-05T15:08:03","guid":{"rendered":"https:\/\/smart-arbeitsrecht.de\/?page_id=6326"},"modified":"2026-01-20T13:25:54","modified_gmt":"2026-01-20T12:25:54","slug":"aenderungskuendigung","status":"publish","type":"page","link":"https:\/\/smart-arbeitsrecht.de\/en\/aenderungskuendigung\/","title":{"rendered":"Termination with change of contract \u2013 How you can protect your rights!"},"content":{"rendered":"<p>You have a <strong>Notice of change<\/strong> and don&#039;t know how to respond? Don&#039;t worry\u2014you&#039;re not alone, and you&#039;ve come to the right place. In this article, you&#039;ll learn what a change of notice means legally, what consequences it can have, and what specific options you have now.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignright size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"561\" height=\"374\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/08\/Aenderungskuendigung.jpg\" alt=\"\u00c4nderungsk\u00fcndigung\" class=\"wp-image-9615\" style=\"width:403px;height:auto\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/08\/Aenderungskuendigung.jpg 561w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/08\/Aenderungskuendigung-300x200.jpg 300w\" sizes=\"auto, (max-width: 561px) 100vw, 561px\" \/><figcaption class=\"wp-element-caption\"><strong>Do you have any questions about the change of notice?<\/strong><br>Call me directly at&nbsp;<strong><a href=\"tel:040524717830\">040 524 717 830<\/a><\/strong>&nbsp;\u2013 I will help you personally. Or send me a message via the&nbsp;<strong><a href=\"https:\/\/smart-arbeitsrecht.de\/en\/kontakt\/\">Contact form<\/a><\/strong>.<\/figcaption><\/figure><\/div>\n\n\n<p>We explain to you clearly and understandably:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>When is a change of notice actually effective,<\/li>\n\n\n\n<li>What deadlines must you absolutely meet,<\/li>\n\n\n\n<li>and how can you take action against the change of notice with or without a lawyer.<\/li>\n<\/ul>\n\n\n\n<p>As an experienced <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/fachanwalt-fuer-arbeitsrecht-vorteile-fuer-arbeitnehmer\/\">Specialist lawyers for employment law<\/a> We know how stressful this situation can be for employees. That&#039;s why we&#039;ll show you step by step how you can protect your rights \u2013 whether through a conditional acceptance, filing a wrongful termination suit, or negotiating a severance package.<\/p>\n\n\n\n<p>Read on to find out how best to proceed now \u2013 legally and with a clear head.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"toc\">\n<h3>Table of contents<\/h3>\n<ol>\n<li><a href=\"#was_ist_\u00e4nderungsk\u00fcndigung\">What is a change of notice?<\/a><\/li>\n<li><a href=\"#wirksamkeit_\u00e4nderungsk\u00fcndigung\">When is a change of notice effective?<\/a><\/li>\n<li><a href=\"#\u00e4nderungsk\u00fcndigung_beendigungsk\u00fcndigung\">Change of notice before termination notice<\/a><\/li>\n<li><a href=\"#angebot_\u00e4nderungsk\u00fcndigung\">What can the employer offer the employee in the termination agreement?<\/a><\/li>\n<li><a href=\"#wirksamkeit_\u00e4nderungsk\u00fcndigung\">This is how the Federal Labor Court examines the effectiveness of a change of notice<\/a><\/li>\n<li><a href=\"#optionen_\u00e4nderungsk\u00fcndigung\">Options for employees in the event of a change in contract<\/a><\/li>\n<li><a href=\"#form_frist_\u00e4nderungsk\u00fcndigung\">Deadline and form of acceptance of the change offer<\/a><\/li>\n<li><a href=\"#fazit\">Conclusion<\/a><\/li>\n<li><a href=\"#faq\">FAQs \u2013 Frequently Asked Questions<\/a><\/li>\n<\/ol>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"was_ist_\u00e4nderungsk\u00fcndigung\">What is a change of notice?<\/h2>\n\n\n\n<p>A change of contract notice is an employment law instrument that allows the employer to continue an existing employment relationship under modified working conditions rather than completely terminating it. While a normal termination is aimed at terminating the employment relationship, the legal situation is somewhat different with a change of contract notice. Strictly speaking, a change of contract notice contains <strong>two legal declarations<\/strong>:<\/p>\n\n\n\n<p>(1) On the one hand, the change of notice is intended to terminate the existing employment relationship with the employee. <strong>finish<\/strong>In this respect, the notice of termination with change of terms is similar to the \u201cnormal\u201d notice of termination.<\/p>\n\n\n\n<p>(2) On the other hand, the employer shall offer the employee the <strong>Conclusion of a new employment relationship<\/strong> to changing working conditions.<\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em><strong>Example:<\/strong> The employer has two production facilities \u2013 one in Norderstedt and one in Hamburg. Employee A is employed at the Norderstedt production facility. The employer has expressly guaranteed him exclusive employment in Norderstedt in his employment contract. Now, the Norderstedt production facility is being closed for economic reasons. However, there are vacancies in the Hamburg production facility. For this reason, the employer is not simply dismissing the employee, but is offering him a change of contract. This means that the employer is simultaneously offering him continued employment in Hamburg.<\/em><\/div>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em><strong>A notice:<\/strong> The offer of change does not necessarily have to be made at the same time as the termination. The employer can also make the offer before the termination is issued. In this case, however, the employer must make it clear to the employee when issuing the termination that the previous offer of change remains valid.<\/em><\/div>\n\n\n\n<p>A change of contract notice is therefore clearly different from a &quot;normal&quot; termination notice, in which the employment relationship is terminated without an offer of continued employment. It is also distinct from a mere transfer, in which the employment contract remains unchanged, but the performance of the duties within the framework of the existing contract is changed.<\/p>\n\n\n\n<p><strong>Important:<\/strong> A change of notice is clearly different from the so-called <strong>Partial termination<\/strong>While a change of contract terminates the entire employment relationship and simultaneously offers a new contract, a partial termination would only change individual terms\u2014such as remuneration or working hours\u2014without terminating the entire contract. Such partial terminations are generally inadmissible.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Practical significance of the change of notice<\/h3>\n\n\n\n<p>In practice, termination with a change of terms plays a role primarily when company restructuring, economic difficulties, or organizational changes make it necessary to adjust existing employment contracts \u2013 for example, through a change in working hours, a transfer to another location, or a reduction in salary. For employers, it is an important tool for responding flexibly to changing circumstances. For employees, however, it can pose a challenge, as it often involves a deterioration of existing working conditions.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"wirksamkeit_\u00e4nderungsk\u00fcndigung\">When is a change of notice effective?<\/h2>\n\n\n\n<p>For a change of notice to be effective, certain legal requirements must be met. In principle, the same requirements apply to a change of notice as to a regular termination under the Protection Against Dismissal Act (<a href=\"https:\/\/www.gesetze-im-internet.de\/kschg\/\">Consumer Protection Act<\/a>), provided that the employment relationship falls within its scope.<\/p>\n\n\n\n<p>The employment relationship falls under the protection of the KSchG under two conditions: Firstly, the employer <strong>more than 10 full-time employees<\/strong> (part-time employees are included in the calculation of the number of employees). On the other hand, the specific employment relationship <strong>longer than 6 months<\/strong> have passed (general waiting period). The length of the probationary period is irrelevant.<\/p>\n\n\n\n<p>Essentially, the following provisions of protection against dismissal are important:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The notice of change must be based on the <strong>Termination of the employment relationship<\/strong> be directed<\/li>\n\n\n\n<li>she must <strong>in written form<\/strong> be sufficiently specific (or determinable) and may not, in principle, be made subject to a condition<\/li>\n\n\n\n<li>It must not violate mandatory collective bargaining law or mandatory statutory provisions<\/li>\n\n\n\n<li>The <strong>Notice period<\/strong> must be observed. The regular notice periods according to the German Civil Code (BGB) or the employment contract or collective agreement apply. In cases of long-term employment, the notice period may be several months (<a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__622.html\">Section 622 para. 2 German Civil Code<\/a>).<\/li>\n\n\n\n<li>The <strong>Works council<\/strong> must be heard and involved beforehand (<a href=\"https:\/\/www.gesetze-im-internet.de\/betrvg\/__102.html\" target=\"_blank\" rel=\"noreferrer noopener\">Section 102 para. 1 Works Constitution Act<\/a> and <a href=\"https:\/\/www.gesetze-im-internet.de\/betrvg\/__99.html\" target=\"_blank\" rel=\"noreferrer noopener\">Section 99 Works Constitution Act<\/a>)<\/li>\n\n\n\n<li>The <strong>Approval from authorities<\/strong> In the case of special protection against dismissal, this must be available beforehand<\/li>\n\n\n\n<li>A personal, behavioral or operational-related <strong>Reason for termination<\/strong> There must be a reason that precludes continued employment if the Dismissal Protection Act applies. Social justification for the termination and the change in working conditions is required.<\/li>\n\n\n\n<li>The change of notice may not be based on a violation of <strong>Selection guidelines<\/strong> after <a href=\"https:\/\/www.gesetze-im-internet.de\/betrvg\/__95.html\">Section 95 Works Constitution Act<\/a> be socially unacceptable.<\/li>\n\n\n\n<li>In the case of dismissal for operational reasons, <strong>no further employment opportunities<\/strong> under the previous conditions.<\/li>\n\n\n\n<li>The desired changes must <strong>relatively<\/strong> and be reasonable for the employee. This means that they must not discriminate against the employee unreasonably or violate fundamental labor law principles. A significant salary reduction that is not justified by an equivalent reduction in working hours or by the company&#039;s financial hardship is often considered disproportionate.<\/li>\n\n\n\n<li>Finally, a <strong>comprehensive balancing of interests<\/strong> This process takes place. The employer&#039;s interest in changing the working conditions is weighed against the employee&#039;s interest in maintaining the existing contractual conditions. Criteria may include length of service, the employee&#039;s family circumstances and maintenance obligations, career development opportunities, and the employer&#039;s operational requirements. Only if the outcome of this balancing exercise favors the employer is the termination with a change in terms of employment socially justified.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Social justification for a change of notice<\/h3>\n\n\n\n<p>Like any ordinary termination, a termination with a change of terms is subject to the standard of social justification under Section 1 of the German Dismissal Protection Act (KSchG). This means that it is only valid if it is justified by personal, behavioral, or operational reasons, and if the proposed changes are appropriate and reasonable in the specific case.<\/p>\n\n\n\n<p>Reasons for termination according to Section 1 KSchG for a change of notice can be the following:<\/p>\n\n\n\n<p><strong>Personal reasons<\/strong>These arise when the employee is no longer able to perform their previous duties as agreed for personal reasons \u2013 for example, due to long-term illness, lack of qualifications, or the revocation of their driver&#039;s license. In such cases, a change of contract may be aimed at a different, easier job.<\/p>\n\n\n\n<p><strong>Behavioral reasons<\/strong>: This concerns the employee&#039;s breach of contract, necessitating a change in working conditions. This may be the case, for example, if the employee repeatedly violates company rules and a transfer with modified duties is considered a more lenient means of avoiding termination.<\/p>\n\n\n\n<p><strong>Operational reasons<\/strong>: These arise when urgent operational requirements make continued employment under the current conditions impossible. This can occur, for example, in the context of restructuring, rationalization, relocation, or due to economic pressure. In such cases, the employer can use a change of contract notice to adjust working hours or change areas of responsibility.<\/p>\n\n\n\n<div class=\"wp-block-media-text is-stacked-on-mobile\" style=\"grid-template-columns:40% auto\"><figure class=\"wp-block-media-text__media\"><img loading=\"lazy\" decoding=\"async\" width=\"688\" height=\"458\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2024\/09\/Betriebsbedingte-Kuendigung.jpg\" alt=\"Betriebsbedingte K\u00fcndigung\" class=\"wp-image-8489 size-full\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2024\/09\/Betriebsbedingte-Kuendigung.jpg 688w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2024\/09\/Betriebsbedingte-Kuendigung-300x200.jpg 300w\" sizes=\"auto, (max-width: 688px) 100vw, 688px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<p>More about <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/betriebsbedingte-kuendigung-wichtige-informationen\/\">Dismissal for operational reasons<\/a> You can find out more in this article.<\/p>\n<\/div><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">This is how the change offer must be designed<\/h3>\n\n\n\n<p>In addition, the change offer must also meet certain requirements, in particular with regard to the <strong>Certainty<\/strong> and <strong>Determinability<\/strong> Regarding the change of notice, the Federal Labor Court (BAG) states:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>This offer must, like any offer within the meaning of <a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__145.html\">\u00a7 145 German Civil Code<\/a>, clearly defined or at least determinable. According to general legal transaction theory, it must be worded so specifically that it can be accepted by the employee without further ado. It must be clear to the employee beyond any doubt which working conditions will apply in the future. Only in this way can the employee make an informed decision as to whether to accept or reject the offer. Since the employee is required by law to respond to the offer of change within a short period of time, it is in the interest of legal certainty that the offer of change must state the new conditions under which the employment relationship is to continue according to the employer&#039;s wishes. Any ambiguities are to the employer&#039;s detriment. They lead to the invalidity of the notice of change.<\/p>\n\n\n\n<p><a href=\"https:\/\/lexetius.com\/2009,4179\" target=\"_blank\" rel=\"noreferrer noopener\">Federal Labor Court, judgment of 10 September 2009 \u2013 2 AZR 822\/07<\/a><\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"\u00e4nderungsk\u00fcndigung_beendigungsk\u00fcndigung\">Change of notice before termination notice<\/h2>\n\n\n\n<p>The change of notice is different from the termination notice<strong> fundamentally priority<\/strong>Termination is always the last resort, and should only be used by the employer if the disadvantageous situation cannot be avoided by changing the terms of the contract. In individual cases, this means, for example:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Dismissal for operational reasons: <\/strong>If the job is eliminated, the employer must offer the employee objectively possible and reasonable employment in a vacant position within the company under changed conditions. <a href=\"https:\/\/lexetius.com\/2005,2181\" target=\"_blank\" rel=\"noreferrer noopener\">Federal Labor Court, judgment of 21 April 2005 \u2013 2 AZR 132\/04<\/a><\/li>\n\n\n\n<li><strong>Termination for personal reasons: <\/strong>In the event of illness, the employer must, if necessary, offer the employee a job where the illness will have no or lesser effects.<\/li>\n\n\n\n<li><strong>Dismissal for conduct reasons:<\/strong> If there are conflicts with other employees, the employer must check whether continued employment elsewhere is possible before issuing a termination notice (for example, after insults) and possibly issue a change of terms.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">The employer must submit a change offer<\/h3>\n\n\n\n<p>The employer is obliged to provide the employee <strong>any available employment opportunity <\/strong>to offer a position for which the employee is suited based on their knowledge and skills. Such an offer may only be omitted in absolute exceptional cases, if the employer could not reasonably have expected the change offer to be accepted and the offer would be of an &quot;insulting nature.&quot;<\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em><strong>Example:<\/strong> An employee is employed as a human resources manager. His position is being eliminated. The only possible employment option for him is as a doorman. In such a case, it would be demeaning to offer the former human resources manager this position.<\/em><\/div>\n\n\n\n<p><a href=\"https:\/\/lexetius.com\/2005,2181\" target=\"_blank\" rel=\"noreferrer noopener\">Federal Labor Court, judgment of 21 April 2005 \u2013 2 AZR 132\/04<\/a><\/p>\n\n\n\n<p>However, outside of these extreme cases, the employer is obligated to make the employee a change offer. The employee is best placed to judge whether the working conditions are acceptable and reasonable for them. This applies even if, for example, they are offered significantly lower compensation.<\/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 contact for changes to the contract and termination agreements<\/strong><\/p>\n\n\n\n<p><em>Specialist lawyer Raphael Lugowski and lawyer Hamza G\u00fclbas represent you with experience and assertiveness.<\/em><\/p>\n\n\n\n<p>Whether it&#039;s a change of contract, a termination agreement, or a wrongful termination suit: We understand the scope for maneuver \u2013 and consistently utilize it for your benefit. Rely on genuine employment law expertise for your next decision.<\/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<h2 class=\"wp-block-heading\" id=\"angebot_\u00e4nderungsk\u00fcndigung\">What can the employer offer the employee in the termination agreement?<\/h2>\n\n\n\n<p>Regarding the scope of the change offer, the employer must offer the employee what <strong>previous working conditions <\/strong>The existing working conditions should be maintained as far as possible in order to keep the disadvantages for the employee as low as possible. Only then can the dismissal be justified on social grounds according to <a href=\"https:\/\/www.gesetze-im-internet.de\/kschg\/__1.html\" target=\"_blank\" rel=\"noreferrer noopener\">Section 1 paragraph 2 KSchG<\/a> be justified.<\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em><strong>Example:<\/strong> The employee is employed as a graphic designer with a gross monthly salary of \u20ac3,000 and a 40-hour weekly working week. His job is being eliminated, but there are vacancies in photo editing with otherwise identical conditions. A change of job offer with a reduction in salary to \u20ac2,000 per month would be disproportionate, and the termination notice with the change of salary would therefore be invalid.<\/em><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">The offer of change must not place unnecessary burdens on employees<\/h3>\n\n\n\n<p>This means that a change of notice must be submitted to the so-called <strong>Principle of proportionality<\/strong> This applies both to the termination and to the proposed changes. This means that the changes must be suitable, for example, to remedy the employer&#039;s financial hardship. Furthermore, they must be necessary, for example, to adapt the employment contract to the changed employment opportunities. <em>\u201cThe proposed changes must not deviate further from the current content of the employment relationship than is necessary to achieve the desired objective.\u201d<\/em>, according to the Federal Labor Court. The employee is <strong>mildest and least disruptive change offer<\/strong> to submit.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/2-azr-546-16\/?highlight=2+AZR+546%2F16\" target=\"_blank\" rel=\"noreferrer noopener\">Federal Labor Court, judgment of March 2, 2017 \u2013 2 AZR 546\/16<\/a><\/p>\n\n\n\n<p>In this context, case law asks whether the employee has accepted a proposed change in working conditions <strong>reasonably<\/strong> must accept.<\/p>\n\n\n\n<p>Also worth reading in this context: <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<h2 class=\"wp-block-heading\" id=\"wirksamkeit_\u00e4nderungsk\u00fcndigung\">This is how the Federal Labor Court examines the effectiveness of a change of notice<\/h2>\n\n\n\n<p>The jurisprudence examines the <strong>social justification<\/strong> The change of notice therefore takes place in two steps:<\/p>\n\n\n\n<p>(1) Is there a reason for termination that requires a change to the employment contract?<\/p>\n\n\n\n<p>(2) Did the employer limit the notice of termination with changes to those changes that could reasonably be expected of the employee?<\/p>\n\n\n\n<p>Incidentally, a dismissal with a change of terms is also disproportionate and ineffective if the employer could simply transfer the employee. <strong>&quot;superfluous&quot; <\/strong>Notice of change.<\/p>\n\n\n\n<p>In a change of contract, several working conditions are often changed simultaneously. In this case, each individual change must be socially justified and proportionate.<\/p>\n\n\n\n<p><a href=\"https:\/\/lexetius.com\/2009,4179\" target=\"_blank\" rel=\"noreferrer noopener\">Federal Labor Court, judgment of 10 September 2009 \u2013 2 AZR 822\/07<\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"optionen_\u00e4nderungsk\u00fcndigung\">Options for employees in the event of a change in contract<\/h2>\n\n\n\n<p>After receiving a notice of termination with a change of employment, the employee is faced with the decision of how to deal with the employer&#039;s offer of change. <strong>three possible reactions<\/strong>, each of which has different legal and practical consequences. The right choice depends on various factors, in particular the reasonableness of the new conditions, the prospects of success of a wrongful termination claim, and the need for job security.<\/p>\n\n\n\n<p>The following three options are available to employees:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>You can <strong>Accept offer<\/strong>: This means that the employment relationship will continue under the new terms and conditions. An explicit declaration of acceptance is not required; even implied behavior can be considered consent, for example, continuing to work under the new terms and conditions without objection after the expiration of the notice period.<\/li>\n\n\n\n<li>You can use the offer <strong>accept with reservation<\/strong>that the change in notice of termination is not socially justified and file a suit for protection against the change.<\/li>\n\n\n\n<li>Finally, you can <strong>Reject offer<\/strong> and within three weeks a <strong>Dismissal protection suit<\/strong> raise.<\/li>\n\n\n\n<li>Theoretically, you also have the option of <strong>Rejection of the offer<\/strong> and the acceptance of the termination without filing a wrongful termination suit.<\/li>\n<\/ol>\n\n\n\n<p>If you accept the offer without reservation, an amendment contract or a <strong>new employment contract<\/strong> This contract is then amended in the relevant points compared to the old employment contract.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/4-azr-208-17\/?highlight=4+AZR+208%2F17\">Federal Labor Court, judgment of 27 March 2018 \u2013 4 AZR 208\/17<\/a><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Acceptance with reservation in combination with an action for protection against changes<\/h3>\n\n\n\n<p>If you accept the change offer subject to the proviso that the change in notice is not invalid, you will then enter into a new employment contract with the employer under amended conditions.<\/p>\n\n\n\n<p>However, there is a difference here to the unconditional acceptance of the change offer insofar as they file a suit for protection against changes and review the validity of the change in notice.<\/p>\n\n\n\n<p>The change protection action can lead to two different results:<\/p>\n\n\n\n<p>If the notice of termination with a change of terms turns out to be invalid, the notice of termination with a change of terms is cancelled, the reservation takes effect, and the old employment contract is reinstated. However, if you accept the reservation, you would have to work under the amended working conditions after the notice period has expired until a decision is made.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em><strong>A notice:<\/strong> By accepting the change offer with reservations, you will avoid a total job loss \u2013 regardless of the outcome of the legal dispute. On the other hand, you are initially bound by your conditional acceptance and must continue working under the changed conditions.<\/em><\/div>\n\n\n\n<p>If the change in notice is effective and socially justified, the new conditions apply permanently to the employment relationship.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Rejection of the offer in combination with a dismissal protection suit<\/h3>\n\n\n\n<p>Finally, you also have the option of accepting the employer\u2019s change offer<strong> to reject in its entirety<\/strong>In this case, no new employment contract is concluded between you and the employer. Instead, you have the opportunity to withdraw from the contract by submitting a <strong>Dismissal protection suit<\/strong> to take action against the change in the notice of termination. This would then be a standard unfair dismissal claim.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em><strong>A notice:<\/strong> Even if the change offer is rejected, case law examines whether the change offer was proportionate. That is, whether the employee was reasonably obliged to accept the changes. If the change offer is disproportionate, this leads to the total invalidity of the change notice. Federal Labor Court, judgment of April 10, 2014 \u2013 2 AZR 812\/12<\/em><\/div>\n\n\n\n<p><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<p>The worst option is to reject the changes and accept the effect of the termination without filing a wrongful termination suit. This would then forfeit the potential judicial review of the validity and social justification of a change in the termination. Severance pay would also no longer be possible or achievable.<\/p>\n\n\n\n<div class=\"wp-block-media-text is-stacked-on-mobile\" style=\"grid-template-columns:40% auto\"><figure class=\"wp-block-media-text__media\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/abfindung_bei_kuendigung-1-1024x512.jpg\" alt=\"abfindung_bei_kuendigung\" class=\"wp-image-6593 size-full\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/abfindung_bei_kuendigung-1-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/abfindung_bei_kuendigung-1-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/abfindung_bei_kuendigung-1-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/abfindung_bei_kuendigung-1-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/04\/abfindung_bei_kuendigung-1-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<p>Everything about the topic <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/abfindung-bei-kuendigung\/\">severance pay<\/a> Find out more here.<\/p>\n<\/div><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">How you should decide on a change of contract<\/h3>\n\n\n\n<p>Whether you accept an offer of change (subject to reservation) depends entirely on your <strong>Interests<\/strong> Anyone who wishes to continue working but has doubts about the legality of the change should definitely declare a reservation in accordance with Section 2 of the German Employment Protection Act (KSchG) and file a lawsuit at the same time. This is especially useful if, if necessary, they are also willing to accept the (worse) working conditions. In this situation, we advise clients to file a change protection lawsuit while simultaneously accepting the change offer with reservations. Failure to take either of these two steps (declaring a reservation or filing a change protection lawsuit) will result in the legal recognition of the termination or the change \u2013 even if it was inadmissible.<\/p>\n\n\n\n<p>If, however, the working conditions are absolutely unacceptable for an employee, then we must advise them to reject the change offer. Whether a wrongful termination suit \u2013 with the aim of returning to the old job or obtaining severance pay \u2013 makes sense in such a case, we base our assessment solely on the <strong>Prospects of success<\/strong> dependent.<\/p>\n\n\n\n<div class=\"cta-1\">\n  <h3>Make decision - <span class=\"orange-accent\">with legal support<\/span>.<\/h3>\n\n  <p><strong>Whether it\u2019s a tentative acceptance or a clear rejection \u2013 we\u2019ll help you choose the right strategy.<\/strong><\/p>\n  <p><em>Our specialist employment lawyers Raphael Lugowski and Hamza G\u00fclbas will assess your chances of a successful change protection lawsuit and provide you with legal advice throughout the entire process.<\/em><\/p>\n\n  <div class=\"buttons-block flex flex-wrap justify-center mt-12\">\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\">\n      <i class=\"fa fa-phone mr-2\"><\/i> Call now\n    <\/a>\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/en\/kontakt\/\">\n      <i class=\"fa fa-envelope mr-2\"><\/i> Free initial assessment\n    <\/a>\n  <\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"form_frist_\u00e4nderungsk\u00fcndigung\">Deadline and form of acceptance of the change offer<\/h2>\n\n\n\n<p>Good to know: To accept the change offer, you usually have <strong>three weeks<\/strong> after receipt. This is the same deadline as for filing a claim for modification or unfair dismissal. But be careful, the reservation declaration is also subject to the law. <strong>to declare within the notice period<\/strong>If this period is less than three weeks, you have less than three weeks to declare your reservation.<\/p>\n\n\n\n<p>This is the case, for example, in the cleaning or construction industries, where very short notice periods apply. If the employer has given notice of termination for cause, there is no notice period. In this case, you must <strong>Declare reservation immediately<\/strong>. Immediately means within one week at the latest.<\/p>\n\n\n\n<p>According to the Federal Labor Court, an effective acceptance of reservation also exists if it is submitted together with the lawsuit.<\/p>\n\n\n\n<p>cf. for AGG claims <a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/8-azr-662-13\/?highlight=8+AZR+662%2F13\" target=\"_blank\" rel=\"noreferrer noopener\">Federal Labor Court, judgment of 22 May 2014 \u2013 8 AZR 662\/13<\/a><\/p>\n\n\n\n<p>You can accept in writing, verbally, by email and also by fax<strong> <\/strong>There are no high requirements here, the assumption only has to be <strong>clearly<\/strong> and <strong>clear<\/strong> be.&nbsp;<\/p>\n\n\n\n<p>And another <strong>Notice<\/strong>If you continue to work under the proposed amended working conditions after the notice period has expired, this could be considered an unconditional acceptance of the change offer. We can help you if you need support in this regard. For example, we can also express the reservation in your lawsuit.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"fazit\">Conclusion<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A change of contract notice means that the employer terminates the existing employment relationship but simultaneously offers the employee the opportunity to continue the employment relationship under modified working conditions\u2014for example, with different working hours, a different location, or reduced remuneration. This differs significantly from a termination notice and should not be confused with a mere transfer.<\/li>\n\n\n\n<li><strong>Conditions for effectiveness<\/strong>: A change of contract is subject to the provisions of the German Dismissal Protection Act (KSchG), to the extent applicable. It is only effective if it is socially justified, i.e., if there is a personal, behavioral, or operational reason. Furthermore, formal requirements, notice periods, the involvement of the works council, and the proportionality of the change must be observed.<\/li>\n\n\n\n<li><strong>Change of notice before termination notice<\/strong>: A change of contract is a less restrictive measure than a termination of employment and takes precedence. The employer is obligated to offer the employee reasonable alternatives to job loss, if available. Termination of employment may only be issued if reasonable continued employment is not possible.<\/li>\n\n\n\n<li><strong>The offer of change must be clear and reasonable<\/strong>: The employer must clearly and understandably formulate the new working conditions that will apply. The offer must be specific enough for the employee to accept or reject it with a &quot;yes&quot; or &quot;no&quot; without further questioning. The changes must not go beyond what the circumstances require. Disproportionate offers\u2014e.g., significant wage cuts without objective reason\u2014will render the termination invalid.<\/li>\n\n\n\n<li><strong>Employee&#039;s options for reaction<\/strong>After receiving the notice of change, the employee has three options:\n<ul class=\"wp-block-list\">\n<li>Unconditional acceptance: new conditions apply permanently, no legal action is possible.<\/li>\n\n\n\n<li>Acceptance with reservation and legal action: job is retained, change is subject to judicial review.<\/li>\n\n\n\n<li>Rejection with unfair dismissal protection suit within three weeks: The labor court examines whether the dismissal is justified overall.<\/li>\n\n\n\n<li>If no legal action is taken, the change is deemed to be effective \u2013 even if it was unlawful!<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li><strong>Note important deadlines<\/strong>: The three-week deadline following receipt of the notice of termination is particularly important. Within this period, the employee must file a wrongful termination suit or a wrongful termination suit.\n<ul class=\"wp-block-list\">\n<li>If the change offer is accepted with reservations, the reservation must also be declared within three weeks \u2013 in some cases even earlier (e.g. in the case of short notice periods or extraordinary terminations).<\/li>\n\n\n\n<li>A delayed reaction usually leads to the final loss of rights.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"faq\">FAQs \u2013 Frequently Asked Questions about Termination of Contract with Changes<\/h2>\n\n\n\n\n<div id=\"smart-column-block_f3f7ed156eff015ccf56ce8dc76a3c72\" 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 change of notice and how does it differ from a normal notice of termination?                <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 change of contract termination is a termination of the existing employment contract, combined with an offer to continue the employment relationship under modified conditions\u2014for example, with different working hours, a different location, or reduced remuneration. Unlike a termination notice, which completely terminates the employment relationship, a change of contract termination offers the possibility of continued employment\u2014albeit under new conditions.                <\/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                When is the change of notice effective?                <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 termination with a change of terms is only effective if it is socially justified under the German Dismissal Protection Act, i.e., if there is a personal, behavioral, or operational reason (Section 1 KSchG). Furthermore, the offer must be clearly formulated, proportionate, and reasonable. Legal requirements such as written form, compliance with the notice period, consultation with the works council, and, if applicable, official approval must also be met.                <\/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                How do I respond to a change of contract notice?                <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                    Basically, you have three options: 1) Unconditional acceptance: You accept the new terms and conditions permanently. 2) Acceptance with reservations and a change protection lawsuit: You continue to work under the new terms and conditions, but have the court examine whether the change is justified. 3) Rejection and a dismissal protection lawsuit: You reject the offer and file a lawsuit against the termination in its entirety. Important: Without a lawsuit or reservation, the change is considered legally effective, even if it was inadmissible!                <\/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 deadlines must I adhere to when giving notice of termination with a change of contract?                <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 relevant deadline is three weeks from receipt of the notice of termination. Within this period, you must file a claim for protection against changes in the employment contract or unfair dismissal protection and (if accepted with reservations) declare the reservation to your employer. In particularly short notice periods, the reservation may even be required within a few days!                <\/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                When does a change protection lawsuit make sense?                <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 change protection lawsuit is useful if you want to keep your job but consider the new conditions unreasonable or unjustified, but are able to accept them if necessary. By accepting the change with reservations, you secure your position in the company until the labor court has ruled on the validity of the change. If the change is declared invalid, the old conditions will apply again; otherwise, the new ones will remain. This way, you can prevent yourself from losing your job, even if you take legal action against the change.                <\/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                When is an employer only allowed to change contract terms by means of a termination notice?                <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                    If an employer lacks a contractual or collective bargaining agreement to unilaterally change working conditions, the only remaining option under labor law is a termination with notice of change. The aim is to end the existing employment relationship and simultaneously offer its continuation under modified conditions.                <\/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 do operational or personal circumstances play in terminations of employment with changes to the terms of employment?                <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                    Termination of employment contracts with changes to the terms of employment is only permissible if there are valid reasons. These can be related to the employee&#039;s person, their conduct, or the company&#039;s operations. The crucial factor is that continued employment under the previous conditions is no longer possible or 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                Why must changes to working conditions be particularly proportionate?                <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                    According to labor law, an employer may only offer an employee changes that are necessary and reasonable. This means that the new conditions must be as close as possible to the existing terms of the employment relationship.                <\/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 social justification in cases of termination with notice of change?                <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                    Like any dismissal, dismissals with notice of changes to the terms of employment are subject to the standard of social justification. If there are no comprehensible reasons or if the changes are disproportionate, the dismissal is invalid in its entirety \u2013 even if the employer has made an offer of continued employment.                <\/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 risks arise for employees if they react incorrectly?                <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                    If a change to the terms of employment is accepted without objection, the new conditions apply permanently. Employment law provides only short deadlines for having the validity of the change reviewed in court. If the employee misses these deadlines, they regularly lose their rights under the existing employment contract.                <\/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 \u00c4nderungsk\u00fcndigung und wie unterscheidet sie sich von einer gew\u00f6hnlichen K\u00fcndigung?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Eine \u00c4nderungsk\u00fcndigung ist eine K\u00fcndigung des bestehenden Arbeitsvertrages, verbunden mit dem Angebot, das Arbeitsverh\u00e4ltnis zu ge\u00e4nderten Bedingungen fortzusetzen - zum Beispiel mit einer anderen Arbeitszeit, einem anderen Arbeitsort oder einer geringeren Verg\u00fctung.Im Gegensatz zur Beendigungsk\u00fcndigung, bei der das Arbeitsverh\u00e4ltnis vollst\u00e4ndig beendet wird, bietet die \u00c4nderungsk\u00fcndigung die M\u00f6glichkeit der Weiterbesch\u00e4ftigung - allerdings zu neuen Bedingungen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Wann ist die \u00c4nderungsk\u00fcndigung wirksam?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Eine \u00c4nderungsk\u00fcndigung ist nur wirksam, wenn sie bei Anwendung des K\u00fcndigungsschutzgesetzes sozial gerechtfertigt ist, d.h. wenn ein personen-, verhaltens- oder betriebsbedingter Grund vorliegt (\u00a7 1 KSchG).Au\u00dferdem muss das Angebot klar formuliert, verh\u00e4ltnism\u00e4\u00dfig und zumutbar sein. Gesetzliche Anforderungen wie Schriftform, Einhaltung der K\u00fcndigungsfrist, Anh\u00f6rung des Betriebsrats und ggf. beh\u00f6rdliche Zustimmung m\u00fcssen ebenfalls erf\u00fcllt sein.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Wie reagiere ich auf eine \u00c4nderungsk\u00fcndigung?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Grunds\u00e4tzlich haben Sie drei M\u00f6glichkeiten1) Vorbehaltlose Annahme: Sie nehmen die neuen Bedingungen dauerhaft an.2) Annahme unter Vorbehalt und \u00c4nderungsschutzklage: Sie arbeiten zu den neuen Bedingungen weiter, lassen aber gerichtlich pr\u00fcfen, ob die \u00c4nderung gerechtfertigt ist.3) Ablehnung und K\u00fcndigungsschutzklage: Sie lehnen das Angebot ab und klagen gegen die K\u00fcndigung insgesamt.Wichtig: Ohne Klage oder Vorbehalt gilt die \u00c4nderung als rechtswirksam, auch wenn sie unzul\u00e4ssig war!\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Fristen muss ich bei einer \u00c4nderungsk\u00fcndigung unbedingt einhalten?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Die ma\u00dfgebliche Frist betr\u00e4gt drei Wochen ab Zugang der \u00c4nderungsk\u00fcndigung. Innerhalb dieser Frist m\u00fcssen Sie\u00c4nderungsschutz- oder K\u00fcndigungsschutzklage erhebenund (bei Annahme unter Vorbehalt) den Vorbehalt gegen\u00fcber dem Arbeitgeber erkl\u00e4ren.Bei besonders kurzen K\u00fcndigungsfristen kann der Vorbehalt sogar innerhalb weniger Tage erforderlich sein!\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Wann ist eine \u00c4nderungsschutzklage sinnvoll?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Eine \u00c4nderungsschutzklage ist sinnvoll, wenn Sie Ihren Arbeitsplatz behalten wollen, die neuen Bedingungen aber f\u00fcr unzumutbar oder ungerechtfertigt halten, sich aber notfalls damit abfinden k\u00f6nnen.Durch die Annahme unter Vorbehalt sichern Sie sich Ihre Position im Betrieb, bis das Arbeitsgericht \u00fcber die Wirksamkeit der \u00c4nderung entschieden hat. Wird die \u00c4nderung f\u00fcr unzul\u00e4ssig erkl\u00e4rt, gelten wieder die alten Bedingungen - andernfalls bleiben die neuen bestehen.Auf diese Weise k\u00f6nnen Sie verhindern, dass Sie Ihren Arbeitsplatz verlieren, auch wenn Sie sich gerichtlich gegen die \u00c4nderung wehren.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Wann darf ein Arbeitgeber Vertragsbedingungen nur noch \u00fcber eine K\u00fcndigung \u00e4ndern?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Wenn der Arbeitgeber keine vertragliche oder tarifliche Grundlage hat, um Arbeitsbedingungen einseitig zu ver\u00e4ndern, bleibt ihm nach dem Arbeitsrecht ausschlie\u00dflich der Weg \u00fcber eine \u00c4nderungsk\u00fcndigung. Ziel ist es, das bestehende Arbeitsverh\u00e4ltnis zu beenden und zugleich dessen Fortsetzung zu ge\u00e4nderten Bedingungen anzubieten.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Rolle spielen betriebliche oder pers\u00f6nliche Umst\u00e4nde bei \u00c4nderungsk\u00fcndigungen?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"\u00c4nderungsk\u00fcndigungen sind nur zul\u00e4ssig, wenn tragf\u00e4hige Gr\u00fcnde vorliegen. Diese k\u00f6nnen personenbedingt, verhaltensbedingt oder betriebsbedingt sein. Entscheidend ist, dass eine Weiterbesch\u00e4ftigung zu den bisherigen Bedingungen nicht mehr m\u00f6glich oder dem Arbeitgeber nicht mehr zumutbar ist.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Warum m\u00fcssen ge\u00e4nderte Arbeitsbedingungen besonders verh\u00e4ltnism\u00e4\u00dfig sein?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Nach dem Arbeitsrecht darf der Arbeitgeber dem Arbeitnehmer nur solche \u00c4nderungen anbieten, die erforderlich und zumutbar sind. Das bedeutet, dass sich die neuen Bedingungen so nah wie m\u00f6glich an den bisherigen Regelungen des Arbeitsverh\u00e4ltnisses orientieren m\u00fcssen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Bedeutung hat die soziale Rechtfertigung bei \u00c4nderungsk\u00fcndigungen?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Wie jede K\u00fcndigung unterliegen auch \u00c4nderungsk\u00fcndigungen dem Ma\u00dfstab der sozialen Rechtfertigung. 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Vers\u00e4umt der Arbeitnehmer diese Fristen, verliert er regelm\u00e4\u00dfig seine Rechte aus dem bisherigen Arbeitsverh\u00e4ltnis.\"\n    }\n}\n        ]\n    }\n    <\/script>                        <\/div>\n                    <\/div>\n                <\/div>\n                    \n        \n    <\/div>\n\n<\/div>\n            <\/div>\n            <\/div>\n\n\n\n\n\n<p>Image source: alubalish | <a href=\"https:\/\/www.canva.com\/photos\/MAEEE-HDYI8-changing-for-idea\/\">Canva.com<\/a><\/p>","protected":false},"excerpt":{"rendered":"<p>Have you received a notice of termination with a change in employment and aren&#039;t sure how to respond? Don&#039;t worry\u2014you&#039;re not...<\/p>","protected":false},"author":1,"featured_media":9615,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-6326","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>\u00c4nderungsk\u00fcndigung \u2013 Expertenberatung | Smart-Arbeitsrecht<\/title>\n<meta name=\"description\" content=\"In diesem umfassenden Ratgeber erf\u00e4hrst du, was eine \u00c4nderungsk\u00fcndigung ist und welche Optionen du hast. 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