English home · Legal topics · Contact · Deutsch
An employment warning identifies a specific breach of duty and warns of consequences for the employment relationship. Its function differs from a contractual cease-and-desist undertaking in an IP dispute.
What we examine
- Review the duty, incident, timing and evidence.
- State the breach and expected future conduct clearly.
- Assess proportionality, any repetition and a potential later dismissal separately.
Key legal considerations
There is no general rule requiring three warnings before dismissal. Depending on the breach, a warning may be required or exceptionally unnecessary. An unjustified warning can lead to a claim for removal from the personnel file.
Illustrative practical example
An employee repeatedly disregards a documented safety instruction. The instruction, communication to the employee, evidence of the breach and appropriate warning wording are decisive.
Documents for the review
Employment contract, relevant instructions, incident records, witness details, earlier letters and workplace rules.
Advice and next steps
horak. advises businesses, self-employed professionals and organisations on defending and enforcing claims. We discuss the facts, options, deadlines and fee basis with you. Our head office is in Hannover and we advise clients throughout Germany.
First steps · Undertakings · Court proceedings
Legal source: Official legislation. The assessment depends on the individual case.
Send us your enquiry
Tell us briefly what happened and include any deadline or date of service. All fields are optional. Please provide an email address or telephone number if you would like a reply. Sending an enquiry does not by itself establish a client relationship or confirm that we will handle a deadline. For urgent matters, please also call +49 511 357 356-0.
Thank you for your response. ✨
Information about the processing of your enquiry and your rights is provided in our privacy notice (German). You can also contact us at info@abmahnungsrechte.de.