Check in 3 minutes whether your dismissal may violate the KSchG — free, anonymous, with real-time deadline countdown.
The German Dismissal Protection Act (KSchG) protects employees from unfair termination. This free checker evaluates whether your dismissal may be challengeable under § 1 KSchG and § 4 KSchG — with real-time deadline tracking.
Important: The filing deadline is only 3 weeks from the date of receipt of the termination notice (§ 4 KSchG).
4 steps to legal clarity
9 targeted questions about your dismissal — one at a time, in under 3 minutes.
Green, yellow or red: we clearly indicate whether your dismissal may appear valid.
The 3-week filing deadline is displayed in days and hours.
For a potentially invalid dismissal: results with all relevant information and options.
Comprehensive review of all relevant KSchG requirements
The 3-week filing deadline (§ 4 KSchG) runs from the date the notice is received. We show you exactly how much time remains.
Pregnant employees, those on parental leave, severely disabled persons and works council members are under special protection.
For operational dismissals, the employer must carry out a proper social selection process (§ 1 para. 3 KSchG).
Was the works council not consulted? This may render the dismissal invalid (§ 102 BetrVG).
For a potentially invalid dismissal, you receive a detailed analysis of your options.
Your information is not stored, not shared, not sold.
Dismissal checked? Now calculate your fair severance pay range, assess your negotiation position and optimise tax treatment with the Fünftelregelung (§ 34 EStG).
This information was compiled based on current German legislation.
The KSchG protects employees against socially unjustified dismissals. It applies in companies with more than 10 employees if the employment relationship has lasted longer than 6 months. A dismissal must be justified by one of three statutory grounds: operational, behavioural or personal.
If an employee wishes to challenge the validity of a dismissal, they must file a claim with the Employment Tribunal (Arbeitsgericht) within 3 weeks of receiving the notice. If the deadline is missed, the dismissal is deemed valid — regardless of any actual defects.
The following groups may have special dismissal protection: pregnant employees (§ 17 MuSchG), employees on parental leave (§ 18 BEEG), severely disabled persons (§ 168 SGB IX) and works council members (§ 15 KSchG). For these groups, a dismissal may require special authorisation or may simply be unlawful.
For operational dismissals, the employer must select among comparable employees based on a social selection process (§ 1 para. 3 KSchG). Criteria include length of service, age, maintenance obligations and severe disability. If the selection appears flawed, the dismissal may be considered socially unjustified.
The check is completely free. For complex cases, we recommend a specialist employment lawyer.
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