{"id":6507,"date":"2023-03-26T10:41:10","date_gmt":"2023-03-26T08:41:10","guid":{"rendered":"https:\/\/smart-arbeitsrecht.de\/?page_id=6507"},"modified":"2025-07-04T09:16:12","modified_gmt":"2025-07-04T07:16:12","slug":"druckkuendigung-im-arbeitsrecht-das-ist-darunter-zu-verstehen","status":"publish","type":"page","link":"https:\/\/smart-arbeitsrecht.de\/en\/druckkuendigung-im-arbeitsrecht-das-ist-darunter-zu-verstehen\/","title":{"rendered":"Dismissal under duress in employment law \u2013 what is meant by it"},"content":{"rendered":"<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Druckkuendigung_Informationen-1024x512.jpg\" alt=\"Druckk\u00fcndigung\" class=\"wp-image-6513\" title=\"Print termination\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Druckkuendigung_Informationen-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Druckkuendigung_Informationen-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Druckkuendigung_Informationen-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Druckkuendigung_Informationen-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Druckkuendigung_Informationen-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>There are special constellations of a <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/anwalt-kuendigung-arbeitsrecht\/\">Termination<\/a>that require special consideration. This includes the <strong>Print termination<\/strong>, which is the subject of this article. Because it happens that the <strong>Desire to separate<\/strong> may not come directly from the employer. Yes, it may even be that the employer does not want to terminate the employment, but has no other choice. At least outwardly, it seems so. In this article, I will explain to you,<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>what the pressure dismissal is all about,<\/li>\n\n\n\n<li>which constellations need to be distinguished in the case of dismissal under pressure,<\/li>\n\n\n\n<li>under what conditions such termination is lawful,<\/li>\n\n\n\n<li>what options you have as an employee to defend yourself against dismissal.<\/li>\n<\/ul>\n\n\n\n<p>In this article, I will answer many of your questions about dismissal under duress. After reading this article, you will have a basic understanding of this special form of dismissal. If this article does not fully answer your questions, I would advise you to contact a specialist employment lawyer who can assist you with your dismissal. Of course, you can contact me directly. As a lawyer for <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/\">Labor law in Hamburg<\/a> and expert on the topics of termination, <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/anwalt-aufhebungsvertrag\/\">Termination agreement<\/a> and severance pay, I will support you with all my expertise.<\/p>\n\n\n\n<p>For further information on <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/\" target=\"_blank\" rel=\"noreferrer noopener\">general and special protection against dismissal<\/a> I would like to refer you to my guides.<\/p>\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 no-outer-space\" href=\"\/en\/anwalt-kuendigung-arbeitsrecht\/\" target=\"_blank\" rel=\"noopener\">Yes, I need a lawyer<\/a>\n  <\/div>\n<\/div>\n\n\n\n<div class=\"toc\">\n<h3>Table of contents<\/h3>\n<ol>\n<li><a href=\"#druckk\u00fcndigung_bedeutung\">Dismissal under duress \u2013 what is meant by it<\/a><\/li>\n<li><a href=\"#unechte_druckk\u00fcndigung\">What is a \u201cfalse dismissal due to pressure\u201d?<\/a><\/li>\n<li><a href=\"#echte_druckk\u00fcndigung\">What is a \u201ctrue dismissal under duress\u201d?<\/a><\/li>\n<li><a href=\"#wirksamkeit_druckk\u00fcndigung\">Requirements for the effectiveness of a dismissal under pressure<\/a><\/li>\n<li><a href=\"#f\u00e4lle_druckk\u00fcndigung\">Some cases of dismissal under pressure<\/a><\/li>\n<\/ol>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Dismissal under duress \u2013 what is meant by it<\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Was_ist_Druckkuendigung-1024x512.jpg\" alt=\"Druckk\u00fcndigung Definition\" class=\"wp-image-6514\" title=\"Pressure termination definition\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Was_ist_Druckkuendigung-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Was_ist_Druckkuendigung-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Was_ist_Druckkuendigung-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Was_ist_Druckkuendigung-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Was_ist_Druckkuendigung-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure><\/div>\n\n\n<p>The persons or companies associated with the company could <strong>demand from the employer<\/strong>to terminate a specific employee. This is often due to an employee&#039;s behavior that is disapproved of. The request for termination can come from several sources:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Other employees<\/li>\n\n\n\n<li>Customers<\/li>\n\n\n\n<li>Works council<\/li>\n\n\n\n<li>supervisory authorities<\/li>\n<\/ul>\n\n\n\n<p>The <strong>Nature of pressure termination<\/strong> The risk is that the individuals in question combine the termination request with the threat of disadvantages. Employees could, for example, threaten to leave the company themselves otherwise. Important customers could demand the dismissal of the employee in question and make the continuation of the contractual relationship with the company dependent on this.<\/p>\n\n\n\n<p>There are two forms of pressure termination: <strong>(1) False pressure termination (2) True pressure termination<\/strong><\/p>\n\n\n\n<p>I will now discuss the different forms of termination and explain them to you.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is a \u201cfalse dismissal due to pressure\u201d?<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Unechte_Druckkuendigung-1024x512.jpg\" alt=\"Unechte Druckk\u00fcndigung\" class=\"wp-image-6515\" title=\"False pressure dismissal\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Unechte_Druckkuendigung-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Unechte_Druckkuendigung-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Unechte_Druckkuendigung-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Unechte_Druckkuendigung-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Unechte_Druckkuendigung-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>From a <strong>false pressure termination<\/strong> Lawyers speak of this when the employer only indirectly declares the termination due to pressure. In fact, however, it is not the \u201cexternal pressure\u201d that forces the employer to terminate the employment. Rather, the employer declares the <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/ordentliche-personenbedingte-kuendigung\/\" target=\"_blank\" rel=\"noreferrer noopener\">Termination for personal reasons<\/a> or <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/verhaltensbedingte-kuendigung-grosser-ratgeber\/\" target=\"_blank\" rel=\"noreferrer noopener\">behavioral reasons<\/a>which, in his opinion, actually exist.<\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em>Example of a dismissal based on pressure: An employee has targeted a female colleague and is harassing her through systematic bullying. The female colleague complains to the employer, whereupon the employee is given repeated warnings. When the bullying persists, the workforce rallies behind the employee and demands her dismissal. In this case, the pressure situation is only the indirect reason for the employer&#039;s dismissal. However, the direct reason is the systematic bullying of the employee despite warnings. In this case, the employer may consider dismissal for conduct-related reasons.<\/em><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">What is a \u201ctrue dismissal under duress\u201d?<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Echte_Druckkuendigung-1024x512.jpg\" alt=\"Echte Druckk\u00fcndigung\" class=\"wp-image-6516\" title=\"Real pressure dismissal\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Echte_Druckkuendigung-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Echte_Druckkuendigung-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Echte_Druckkuendigung-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Echte_Druckkuendigung-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Echte_Druckkuendigung-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>At a <strong>real pressure dismissal<\/strong> The employer has no grounds for termination that can be traced back to the employee&#039;s personality or conduct. The employer cannot actually terminate the employment effectively, as the employee cannot be accused of any misconduct that would warrant termination. Yet individuals can demand the termination of the employee, thereby creating a ground for dismissal for the employer.<\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em>Example of a genuine dismissal under duress: A family business runs into financial difficulties. Insolvency proceedings are initiated against the company&#039;s assets, and a strong insolvency administrator is appointed. This administrator sees the possibility of continuing the business with the help of a loss-assumption agreement from a regional bank. However, the bank only agrees to the loss-assumption agreement if the insolvency administrator first terminates the employment relationship with the employee, the former shareholder and managing director. The insolvency administrator therefore has no choice but to dismiss the employee to save the company.<\/em><\/div>\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-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 dismissal under duress and protection against dismissal<\/strong><\/p>\n\n\n\n<p>Our law firm is at your side throughout Germany \u2013 with particular experience in dismissals under duress, unfair dismissal claims, and the enforcement of severance payments in cases of unfair dismissal. We examine whether the employer was even entitled to dismissal \u2013 and which legal steps are worthwhile for you.<\/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\">Requirements for the effectiveness of a dismissal under pressure<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Wirksamkeit_Druckkuendigung-1024x512.jpg\" alt=\"Wirksamkeit der Druckk\u00fcndigung\" class=\"wp-image-6517\" title=\"Effectiveness of the pressure termination\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Wirksamkeit_Druckkuendigung-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Wirksamkeit_Druckkuendigung-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Wirksamkeit_Druckkuendigung-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Wirksamkeit_Druckkuendigung-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Wirksamkeit_Druckkuendigung-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>It goes without saying that the <strong>Effectiveness of genuine pressure dismissal<\/strong> Strict requirements must be met. The Federal Labor Court has established several standards in this regard.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Employers must protect employees<\/h3>\n\n\n\n<p>In this case, the employer has initially <strong>protective<\/strong> to the affected employee. Only if the threat cannot be averted in this way and if the threat is realized <strong>severe economic damage<\/strong> If the employer is threatened with harm, termination may be socially justified. However, this requires that termination is the only practical means of averting the damage.<\/p>\n\n\n\n<p><a href=\"http:\/\/juris.bundesarbeitsgericht.de\/cgi-bin\/rechtsprechung\/document.py?Gericht=bag&amp;Art=en&amp;nr=16996\" target=\"_blank\" rel=\"noreferrer noopener\">Federal Labor Court, judgment of 18 July 2013 \u2013 6 AZR 420\/12<\/a><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Did the employee initiate the dismissal under duress?<\/h3>\n\n\n\n<p>For the effectiveness of such a false dismissal under duress, it is relevant, among other things, whether an employee <strong>Pressure situation caused by his behavior<\/strong> But even in this case, the employer may not simply issue a dismissal under duress. Rather, he must protect the affected employee and do everything reasonable to dissuade the customer or the workforce from their stance, for example. Despite his efforts, dismissal must be the only means of averting economic disadvantages.<\/p>\n\n\n\n<p><a href=\"http:\/\/juris.bundesarbeitsgericht.de\/cgi-bin\/rechtsprechung\/document.py?Gericht=bag&amp;Art=en&amp;nr=19190\" target=\"_blank\" rel=\"noreferrer noopener\">Federal Labor Court, judgment of December 15, 2016 \u2013 2 AZR 431\/15<\/a><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Employers may not incite other employees<\/h3>\n\n\n\n<p>Of course, the employer is prohibited from citing a situation of pressure if he or she has caused it in a culpable manner. This can happen, for example, if the employer <strong>deliberately creating a mood against a particular employee<\/strong> The employer cannot invoke a situation of pressure even if he violates the <strong>Prohibition of discrimination<\/strong> would be violated.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Employees should de-escalate<\/h3>\n\n\n\n<p>On the other hand, employees also have certain obligations when a pressure situation arises. They cannot simply withdraw, but must <strong>support<\/strong>to resolve the pressure situation and <strong>De-escalation<\/strong> If an employee fails to fulfill his or her obligation in this regard, this could worsen his or her situation under the law on protection against dismissal.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Some cases of dismissal under pressure<\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Faelle_einer_Druckkuendigung-1024x512.jpg\" alt=\"F\u00e4lle der Druckk\u00fcndigung\" class=\"wp-image-6518\" title=\"Cases of dismissal under duress\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Faelle_einer_Druckkuendigung-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Faelle_einer_Druckkuendigung-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Faelle_einer_Druckkuendigung-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Faelle_einer_Druckkuendigung-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2023\/03\/Faelle_einer_Druckkuendigung-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>Cases of genuine dismissal under duress:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Extra-occupational crime<\/li>\n\n\n\n<li>Request for termination of employment against a sex offender<\/li>\n\n\n\n<li>Threat of dismissal if manager is not dismissed<\/li>\n<\/ul>\n\n\n\n<div style=\"height:32px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>Note: The pressure can also originate from the works council. According to Section 104, Sentence 2 of the Works Constitution Act (BetrVG), the works council can demand the dismissal of employees if they have repeatedly and seriously disturbed industrial peace through unlawful conduct or violation of the principles set forth in Section 75, Paragraph 1 of the Works Constitution Act. The law particularly emphasizes racist or xenophobic activities by employees. In the event of a justified dismissal demand by the works council, the employer can terminate the employee for urgent operational reasons in accordance with Section 1, Paragraph 2, Sentence 1 of the KSchG.<\/em><\/div>\n\n\n\n<div style=\"height:32px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"cta-1\">\n  <h3>Received a pressure notice? <span class=\"orange-accent\">Use your legal options<\/span>.<\/h3>\n\n  <p><strong>In many cases, dismissals under duress are vulnerable \u2013 we will show you your options.<\/strong><\/p>\n  <p><em>Benefit from a free initial assessment. We&#039;ll help you with your strategic assessment and help you decide whether filing a wrongful termination lawsuit makes sense.<\/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>","protected":false},"excerpt":{"rendered":"<p>There are special circumstances of termination that require special consideration. This includes termination under duress, which is the subject of this article\u2026<\/p>","protected":false},"author":1,"featured_media":6513,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-6507","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>Druckk\u00fcndigung im Arbeitsrecht - Das ist darunter zu verstehen<\/title>\n<meta name=\"description\" content=\"In diesem Beitrag erf\u00e4hrst Du alles zu der besonderen K\u00fcndigungsart der Druckk\u00fcndigung. 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