{"id":5925,"date":"2025-10-29T20:54:07","date_gmt":"2025-10-29T20:54:07","guid":{"rendered":"https:\/\/so-anwaelte.de\/?page_id=5925"},"modified":"2025-10-30T09:49:32","modified_gmt":"2025-10-30T09:49:32","slug":"termination-of-employment-in-sulingen-and-the-diepholz-district-what-employers-and-employees-should-look-out-for","status":"publish","type":"page","link":"https:\/\/so-anwaelte.de\/en\/arbeitsrecht\/kuendigung-in-sulingen-und-im-landkreis-diepholz-worauf-arbeitgeber-und-arbeitnehmer-achten-sollten\/","title":{"rendered":"K\u00fcndigung in Sulingen und im Landkreis Diepholz: Worauf Arbeitgeber und Arbeitnehmer jetzt achten sollten"},"content":{"rendered":"<div data-elementor-type=\"wp-page\" data-elementor-id=\"5925\" class=\"elementor elementor-5925\" data-elementor-post-type=\"page\">\n\t\t\t\t<div class=\"elementor-element elementor-element-f771c5c e-flex e-con-boxed wpr-particle-no wpr-jarallax-no wpr-parallax-no wpr-sticky-section-no e-con e-parent\" data-id=\"f771c5c\" 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class=\"elementor-element elementor-element-95c5be8 e-con-full e-flex wpr-particle-no wpr-jarallax-no wpr-parallax-no wpr-sticky-section-no e-con e-child\" data-id=\"95c5be8\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div class=\"elementor-element elementor-element-54692fe e-con-full e-flex wpr-particle-no wpr-jarallax-no wpr-parallax-no wpr-sticky-section-no e-con e-child\" data-id=\"54692fe\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-d3b05f3 elementor-widget elementor-widget-image\" data-id=\"d3b05f3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"405\" height=\"600\" src=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/06\/ra_stev_89482_A_professional_photograph_of_a_lawyer_with_shor_abfe35bf-f294-441b-ba8c-4cc274a4893e_3-405x600.png\" class=\"attachment-tenweb_optimizer_mobile size-tenweb_optimizer_mobile wp-image-3425\" alt=\"\" srcset=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/06\/ra_stev_89482_A_professional_photograph_of_a_lawyer_with_shor_abfe35bf-f294-441b-ba8c-4cc274a4893e_3-405x600.png 405w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/06\/ra_stev_89482_A_professional_photograph_of_a_lawyer_with_shor_abfe35bf-f294-441b-ba8c-4cc274a4893e_3-202x300.png 202w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/06\/ra_stev_89482_A_professional_photograph_of_a_lawyer_with_shor_abfe35bf-f294-441b-ba8c-4cc274a4893e_3-691x1024.png 691w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/06\/ra_stev_89482_A_professional_photograph_of_a_lawyer_with_shor_abfe35bf-f294-441b-ba8c-4cc274a4893e_3-768x1138.png 768w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/06\/ra_stev_89482_A_professional_photograph_of_a_lawyer_with_shor_abfe35bf-f294-441b-ba8c-4cc274a4893e_3.png 896w\" sizes=\"(max-width: 405px) 100vw, 405px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a51980c elementor-widget elementor-widget-text-editor\" data-id=\"a51980c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p style=\"text-align: center;\">Bj\u00f6rn Steveker\u00a0<br \/>Specialist lawyer for labour law<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-84653a0 elementor-widget elementor-widget-image\" data-id=\"84653a0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"600\" height=\"146\" src=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/04\/logo_mitglied_arge_arbeitsrecht_1-600x146.jpg\" class=\"attachment-tenweb_optimizer_mobile size-tenweb_optimizer_mobile wp-image-273\" alt=\"\" srcset=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/04\/logo_mitglied_arge_arbeitsrecht_1-600x146.jpg 600w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/04\/logo_mitglied_arge_arbeitsrecht_1-300x73.jpg 300w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/04\/logo_mitglied_arge_arbeitsrecht_1-1024x249.jpg 1024w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/04\/logo_mitglied_arge_arbeitsrecht_1-768x187.jpg 768w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/04\/logo_mitglied_arge_arbeitsrecht_1.jpg 1514w\" sizes=\"(max-width: 600px) 100vw, 600px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-b0a87c7 e-con-full e-flex wpr-particle-no wpr-jarallax-no wpr-parallax-no wpr-sticky-section-no e-con e-child\" data-id=\"b0a87c7\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-93c10cb elementor-widget elementor-widget-image\" data-id=\"93c10cb\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"386\" height=\"600\" src=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/nk-386x600.png\" class=\"attachment-tenweb_optimizer_mobile size-tenweb_optimizer_mobile wp-image-5670\" alt=\"\" srcset=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/nk-386x600.png 386w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/nk-193x300.png 193w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/nk.png 543w\" sizes=\"(max-width: 386px) 100vw, 386px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-70d812a elementor-widget elementor-widget-text-editor\" data-id=\"70d812a\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p style=\"text-align: center;\">Nazanin Khoei<br \/>Lawyer<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-30f4dba elementor-widget elementor-widget-image\" data-id=\"30f4dba\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"600\" height=\"146\" src=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/09\/Logo-Mitglied-ARGE-Mietrecht-und-Immobilien-600.jpg\" class=\"attachment-tenweb_optimizer_mobile size-tenweb_optimizer_mobile wp-image-5570\" alt=\"\" srcset=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/09\/Logo-Mitglied-ARGE-Mietrecht-und-Immobilien-600.jpg 600w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/09\/Logo-Mitglied-ARGE-Mietrecht-und-Immobilien-600-300x73.jpg 300w\" sizes=\"(max-width: 600px) 100vw, 600px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-725078d e-con-full e-flex wpr-particle-no wpr-jarallax-no wpr-parallax-no wpr-sticky-section-no e-con e-child\" data-id=\"725078d\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-05e81ea elementor-widget__width-initial elementor-widget elementor-widget-text-editor\" data-id=\"05e81ea\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h1 style=\"text-align: center;\" data-start=\"558\" data-end=\"665\">Dismissal in Sulingen and the Diepholz district: What employers and employees should look out for<\/h1><p data-start=\"667\" data-end=\"1015\"><strong data-start=\"667\" data-end=\"683\">In short:<\/strong> The following applies in the Sulingen and Diepholz area <strong data-start=\"723\" data-end=\"750\">Nienburg Labour Court<\/strong> as responsible.<br data-start=\"765\" data-end=\"768\" \/>Cancellations are frequent here <strong data-start=\"797\" data-end=\"816\">operational<\/strong> (e.g. in the event of site or staff reductions) or <strong data-start=\"863\" data-end=\"882\">person-related<\/strong> (illness, lack of suitability).<br data-start=\"913\" data-end=\"916\" \/>Decisive for both sides: <strong data-start=\"952\" data-end=\"960\">Shape<\/strong>, <strong data-start=\"962\" data-end=\"971\">Deadline<\/strong> and a <strong data-start=\"981\" data-end=\"1012\">comprehensible justification<\/strong>.<\/p><hr data-start=\"1017\" data-end=\"1020\" \/><h2>1) Jurisdiction &amp; procedure in the judicial district of Nienburg<\/h2><p data-start=\"1078\" data-end=\"1245\">The <strong data-start=\"1082\" data-end=\"1115\">Nienburg\/Weser Labour Court<\/strong> negotiated <a href=\"https:\/\/so-anwaelte.de\/en\/der-kuendigungsschutzprozess-vor-dem-arbeitsgericht\/\">Protection against dismissal<\/a> for the entire <strong data-start=\"1167\" data-end=\"1189\">District of Diepholz<\/strong> and the district of Nienburg - e.g. also for Sulingen, Bassum, Syke, Stuhr, Kirchdorf, Diepholz and Wagenfeld.<\/p><ul data-start=\"1246\" data-end=\"1592\"><li data-start=\"1246\" data-end=\"1327\"><p data-start=\"1248\" data-end=\"1327\"><strong data-start=\"1248\" data-end=\"1260\">Deadlines:<\/strong> Action within <strong data-start=\"1274\" data-end=\"1289\">three weeks<\/strong> from receipt of the cancellation.<\/p><\/li><li data-start=\"1328\" data-end=\"1433\"><p data-start=\"1330\" data-end=\"1433\"><strong data-start=\"1330\" data-end=\"1350\">Proof of access:<\/strong> Employers should provide proof of receipt (e.g. proof of delivery or registered letter).<\/p><\/li><li data-start=\"1434\" data-end=\"1528\"><p data-start=\"1436\" data-end=\"1528\"><strong data-start=\"1436\" data-end=\"1451\">Conciliation hearing:<\/strong> Usually within a few weeks - the focus here is on comparative solutions.<\/p><\/li><li data-start=\"1529\" data-end=\"1592\"><p data-start=\"1531\" data-end=\"1592\"><strong data-start=\"1531\" data-end=\"1548\">Chamber appointment:<\/strong> If no agreement - then taking of evidence.<\/p><\/li><\/ul><p data-start=\"1594\" data-end=\"1711\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-medium wp-image-5912\" src=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/ra_stev_89482_German_labor_court_consultation_in_Osnabrck_law_b2bf29c7-076a-4dff-a647-7d558562273e_2-300x226.png\" alt=\"\" width=\"300\" height=\"226\" srcset=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/ra_stev_89482_German_labor_court_consultation_in_Osnabrck_law_b2bf29c7-076a-4dff-a647-7d558562273e_2-300x226.png 300w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/ra_stev_89482_German_labor_court_consultation_in_Osnabrck_law_b2bf29c7-076a-4dff-a647-7d558562273e_2-1024x771.png 1024w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/ra_stev_89482_German_labor_court_consultation_in_Osnabrck_law_b2bf29c7-076a-4dff-a647-7d558562273e_2-768x578.png 768w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/ra_stev_89482_German_labor_court_consultation_in_Osnabrck_law_b2bf29c7-076a-4dff-a647-7d558562273e_2-600x452.png 600w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/ra_stev_89482_German_labor_court_consultation_in_Osnabrck_law_b2bf29c7-076a-4dff-a647-7d558562273e_2.png 1232w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/p><hr data-start=\"1713\" data-end=\"1716\" \/><h2 data-start=\"1718\" data-end=\"1787\">2) Severance pay &amp; equal treatment: What the Nienburg Labour Court decided<\/h2><p data-start=\"1788\" data-end=\"2367\">In a decision dated 29 February 2024 (Ref. <strong data-start=\"1832\" data-end=\"1847\"><a href=\"https:\/\/dejure.org\/dienste\/vernetzung\/rechtsprechung?Text=1%20Ca%20155\/23\" title=\"ArbG Nienburg, 29.02.2024 - 1 Ca 155\/23: Zahlung einer Inflationsausgleichspr&auml;mie durch Vornahm...\">1 Ca 155\/23<\/a><\/strong>), the Nienburg Labour Court dealt with the <strong data-start=\"1899\" data-end=\"1943\">Equal treatment for <a href=\"https:\/\/so-anwaelte.de\/en\/kuendigung-wie-hoch-ist-die-abfindung\/\">Severance payment<\/a>offers<\/strong>.<br data-start=\"1944\" data-end=\"1947\" \/>The court clarified: If an employer, as part of a staff reduction programme <strong data-start=\"2025\" data-end=\"2060\">standardised settlement offers<\/strong> the Board of Management, the Board of Management may <strong data-start=\"2105\" data-end=\"2149\">not exclude without objective reason<\/strong>.<br data-start=\"2150\" data-end=\"2153\" \/>\ud83d\udc49 <strong data-start=\"2156\" data-end=\"2172\">Employer:<\/strong> internal selection and calculation bases should <strong data-start=\"2224\" data-end=\"2241\">document<\/strong> and make it comprehensible.<br data-start=\"2269\" data-end=\"2272\" \/>\ud83d\udc49 <strong data-start=\"2275\" data-end=\"2292\">Employees:<\/strong> should have it checked whether they <strong data-start=\"2325\" data-end=\"2351\">Comparable offers<\/strong> were made.<\/p><hr data-start=\"2432\" data-end=\"2435\" \/><h2 data-start=\"2437\" data-end=\"2491\">3) Form and participation - errors cost effectiveness<\/h2><p data-start=\"2492\" data-end=\"2660\">Another case from Nienburg showed that if the <strong data-start=\"2540\" data-end=\"2555\">Works Council<\/strong> or <strong data-start=\"2561\" data-end=\"2576\">Staff Council<\/strong> only heard incompletely or belatedly, the cancellation can be <strong data-start=\"2639\" data-end=\"2652\">ineffective<\/strong> be.<\/p><ul data-start=\"2661\" data-end=\"2859\"><li data-start=\"2661\" data-end=\"2771\"><p data-start=\"2663\" data-end=\"2771\"><strong data-start=\"2663\" data-end=\"2679\">Employer:<\/strong> should fully document the consultation procedure - date, content, statement.<\/p><\/li><li data-start=\"2772\" data-end=\"2859\"><p data-start=\"2774\" data-end=\"2859\"><strong data-start=\"2774\" data-end=\"2791\">Employees:<\/strong> may cite a lack of or incorrect participation in the process.<\/p><\/li><\/ul><hr data-start=\"2944\" data-end=\"2947\" \/><h2 data-start=\"2949\" data-end=\"2993\">4) Dismissals due to illness and BEM<\/h2><p data-start=\"2994\" data-end=\"3211\">In the Diepholz region - with its many small and medium-sized enterprises <strong data-start=\"3068\" data-end=\"3102\">Dismissals due to illness<\/strong> a major role.<br data-start=\"3120\" data-end=\"3123\" \/>The <strong data-start=\"3127\" data-end=\"3174\">Company integration management (BEM)<\/strong> is often the linchpin here:<\/p><ul data-start=\"3212\" data-end=\"3453\"><li data-start=\"3212\" data-end=\"3310\"><p data-start=\"3214\" data-end=\"3310\">Without a proper BEM, the balance of interests is usually unfavourable to the employer.<\/p><\/li><li data-start=\"3311\" data-end=\"3377\"><p data-start=\"3313\" data-end=\"3377\">Employers must <strong data-start=\"3332\" data-end=\"3360\">BEM invitation and procedure<\/strong> document.<\/p><\/li><li data-start=\"3378\" data-end=\"3453\"><p data-start=\"3380\" data-end=\"3453\">Employees should check whether the procedure was fair and complete.<\/p><\/li><\/ul><hr data-start=\"3592\" data-end=\"3595\" \/><h2 data-start=\"3597\" data-end=\"3627\">5) Regional specialities<\/h2><ul data-start=\"3628\" data-end=\"4085\"><li data-start=\"3628\" data-end=\"3834\"><p data-start=\"3630\" data-end=\"3834\"><strong data-start=\"3630\" data-end=\"3647\">Small businesses<\/strong>: In many companies in the region (&lt; 10 full-time employees), the Dismissal Protection Act only applies to a limited extent. Nevertheless <a href=\"https:\/\/so-anwaelte.de\/en\/behavioural-dismissal-when-is-it-admissible\/\">Cancellations<\/a> <strong data-start=\"3787\" data-end=\"3801\">unfaithful<\/strong> or <strong data-start=\"3807\" data-end=\"3826\">discriminatory<\/strong> be.<\/p><\/li><li data-start=\"3835\" data-end=\"3950\"><p data-start=\"3837\" data-end=\"3950\"><strong data-start=\"3837\" data-end=\"3864\">Agriculture &amp; Care<\/strong>: Often fixed-term or seasonal contracts - important: <strong data-start=\"3919\" data-end=\"3940\">End date and form<\/strong> check.<\/p><\/li><li data-start=\"3951\" data-end=\"4085\"><p data-start=\"3953\" data-end=\"4085\"><strong data-start=\"3953\" data-end=\"3977\">Transport &amp; Craft<\/strong>Violations of working hours or absenteeism are frequent grounds for dismissal; in this case, the <strong data-start=\"4067\" data-end=\"4084\">Documentation<\/strong>.<\/p><\/li><\/ul><hr data-start=\"4164\" data-end=\"4167\" \/><h2 data-start=\"4169\" data-end=\"4196\">6) Checklists - compact<\/h2><p data-start=\"4198\" data-end=\"4218\"><strong data-start=\"4198\" data-end=\"4218\">For employees<\/strong><\/p><ol data-start=\"4219\" data-end=\"4509\"><li data-start=\"4219\" data-end=\"4273\"><p data-start=\"4222\" data-end=\"4273\"><strong data-start=\"4222\" data-end=\"4231\">Deadline<\/strong> (21 days), make an appointment.<\/p><\/li><li data-start=\"4274\" data-end=\"4375\"><p data-start=\"4277\" data-end=\"4375\"><strong data-start=\"4277\" data-end=\"4291\">Documents<\/strong> collect - contract, warnings, BEM invitation, hearing or selection documents.<\/p><\/li><li data-start=\"4376\" data-end=\"4440\"><p data-start=\"4379\" data-end=\"4440\"><strong data-start=\"4379\" data-end=\"4388\">Goals<\/strong> clarify - severance pay, continued employment, reference.<\/p><\/li><li data-start=\"4441\" data-end=\"4509\"><p data-start=\"4444\" data-end=\"4509\"><strong data-start=\"4444\" data-end=\"4461\">Communication<\/strong> tax - no spontaneous cancellation agreements.<\/p><\/li><\/ol><p data-start=\"4511\" data-end=\"4530\"><strong data-start=\"4511\" data-end=\"4530\">For employers<\/strong><\/p><ol data-start=\"4531\" data-end=\"4871\"><li data-start=\"4531\" data-end=\"4612\"><p data-start=\"4534\" data-end=\"4612\"><strong data-start=\"4534\" data-end=\"4549\">Participation<\/strong> Correct - inform works council \/ staff council in full.<\/p><\/li><li data-start=\"4613\" data-end=\"4650\"><p data-start=\"4616\" data-end=\"4650\"><strong data-start=\"4616\" data-end=\"4623\">BEM<\/strong> demonstrably.<\/p><\/li><li data-start=\"4651\" data-end=\"4722\"><p data-start=\"4654\" data-end=\"4722\"><strong data-start=\"4654\" data-end=\"4676\">Settlement offers<\/strong> equal treatment - documenting the basics.<\/p><\/li><li data-start=\"4723\" data-end=\"4793\"><p data-start=\"4726\" data-end=\"4793\"><strong data-start=\"4726\" data-end=\"4750\">Small business clause<\/strong> check - but observe good faith.<\/p><\/li><li data-start=\"4794\" data-end=\"4871\"><p data-start=\"4797\" data-end=\"4871\"><strong data-start=\"4797\" data-end=\"4819\">Comparison options<\/strong> prepare - severance pay, certificate, termination date.<\/p><\/li><\/ol><hr data-start=\"4873\" data-end=\"4876\" \/><p data-start=\"4878\" data-end=\"4961\"><strong data-start=\"4878\" data-end=\"4888\">Conclusion:<\/strong><br data-start=\"4888\" data-end=\"4891\" \/>Good preparation is crucial in the Diepholz district and in Sulingen:<\/p><ul data-start=\"4962\" data-end=\"5331\"><li data-start=\"4962\" data-end=\"5068\"><p data-start=\"4964\" data-end=\"5068\"><strong data-start=\"4964\" data-end=\"4979\">Employer<\/strong> safeguard themselves through proper documentation of participation, BEM and equal treatment.<\/p><\/li><li data-start=\"5069\" data-end=\"5331\"><p data-start=\"5071\" data-end=\"5331\"><strong data-start=\"5071\" data-end=\"5087\">Employees<\/strong> benefit if they <strong data-start=\"5110\" data-end=\"5131\">Comply with deadlines<\/strong> and <strong data-start=\"5136\" data-end=\"5158\">Unequal treatment<\/strong> can prove.<br data-start=\"5177\" data-end=\"5180\" \/>The decision of the Nienburg Labour Court (<a href=\"https:\/\/dejure.org\/dienste\/vernetzung\/rechtsprechung?Text=1%20Ca%20155\/23\" title=\"ArbG Nienburg, 29.02.2024 - 1 Ca 155\/23: Zahlung einer Inflationsausgleichspr&auml;mie durch Vornahm...\">1 Ca 155\/23<\/a>) shows that transparency and equal treatment are key issues - even in SME structures.<\/p><\/li><\/ul><hr data-start=\"5333\" data-end=\"5336\" \/><p data-start=\"5338\" data-end=\"5529\">If you require labour law support or further information, we will be happy to assist you at our offices in <a href=\"https:\/\/so-anwaelte.de\/en\/contact\/\"><strong data-start=\"5465\" data-end=\"5496\">Sulingen, Bremen, Osnabr\u00fcck<\/strong> or <strong data-start=\"5502\" data-end=\"5512\">Online<\/strong><\/a> available.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-e93db2d e-con-full e-flex wpr-particle-no wpr-jarallax-no wpr-parallax-no wpr-sticky-section-no e-con e-child\" data-id=\"e93db2d\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-d2a446c elementor-align-center elementor-invisible elementor-widget elementor-widget-button\" data-id=\"d2a446c\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;_animation&quot;:&quot;fadeInUp&quot;}\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"https:\/\/form.advobox.com\/steveker-odebrecht\/kontaktanfrage\/\" target=\"_blank\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Get in touch with us!<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-eefa3a5 elementor-widget__width-initial elementor-widget-mobile__width-inherit elementor-widget-tablet__width-initial elementor-align-center elementor-icon-list--layout-traditional elementor-list-item-link-full_width elementor-widget elementor-widget-icon-list\" data-id=\"eefa3a5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"icon-list.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<ul class=\"elementor-icon-list-items\">\n\t\t\t\t\t\t\t<li class=\"elementor-icon-list-item\">\n\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-icon\">\n\t\t\t\t\t\t\t<svg aria-hidden=\"true\" class=\"e-font-icon-svg e-fas-phone-alt\" viewbox=\"0 0 512 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M497.39 361.8l-112-48a24 24 0 0 0-28 6.9l-49.6 60.6A370.66 370.66 0 0 1 130.6 204.11l60.6-49.6a23.94 23.94 0 0 0 6.9-28l-48-112A24.16 24.16 0 0 0 122.6.61l-104 24A24 24 0 0 0 0 48c0 256.5 207.9 464 464 464a24 24 0 0 0 23.4-18.6l24-104a24.29 24.29 0 0 0-14.01-27.6z\"><\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-icon-list-text\"><a href=\"tel:+4942718009292\">+49 4271 8009292<\/a><\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Kontaktieren Sie uns! +49 4271 8009292 Bj\u00f6rn Steveker\u00a0Fachanwalt f\u00fcr Arbeitsrecht Nazanin KhoeiRechtsanw\u00e4ltin K\u00fcndigung in Sulingen und im Landkreis Diepholz: Worauf Arbeitgeber und Arbeitnehmer achten sollten Kurz gesagt: Im Raum Sulingen und Diepholz gilt das Arbeitsgericht Nienburg als zust\u00e4ndig.K\u00fcndigungen sind hier h\u00e4ufig betriebsbedingt (z. B. bei Standort- oder Personalabbau) oder personenbedingt (Krankheit, fehlende Eignung).F\u00fcr beide Seiten entscheidend sind: Form, Frist und eine nachvollziehbare Begr\u00fcndung. 1) Zust\u00e4ndigkeit &amp; Ablauf im Gerichtsbezirk Nienburg Das Arbeitsgericht Nienburg\/Weser verhandelt K\u00fcndigungsschutzsachen f\u00fcr den gesamten Landkreis Diepholz und den Landkreis Nienburg \u2013 also z.B. auch f\u00fcr Sulingen, Bassum, Syke, Stuhr, Kirchdorf, Diepholz und Wagenfeld. Fristen: Klage binnen drei Wochen ab Zugang der K\u00fcndigung einreichen. Zugangsnachweis: Arbeitgeber sollten den Zugang belegen (z. B. \u00dcbergabe- oder Einschreibenbeleg). G\u00fctetermin: Meist binnen weniger Wochen \u2013 hier liegt der Fokus auf Vergleichsl\u00f6sungen. Kammertermin: Falls keine Einigung \u2013 dann Beweisaufnahme. 2) Abfindung &amp; Gleichbehandlung: Was das ArbG Nienburg entschieden hat In einer Entscheidung vom 29. 02. 2024 (Az. 1 Ca 155\/23) befasste sich das Arbeitsgericht Nienburg mit der Gleichbehandlung bei Abfindungsangeboten.Das Gericht stellte klar: Wenn ein Arbeitgeber im Rahmen eines Personalabbaus einheitliche Abfindungsangebote unterbreitet, darf er einzelne Besch\u00e4ftigte nicht ohne sachlichen Grund ausschlie\u00dfen.\ud83d\udc49 Arbeitgeber: sollten interne Auswahl- und Berechnungsgrundlagen dokumentieren und nachvollziehbar machen.\ud83d\udc49 Arbeitnehmer: sollten pr\u00fcfen lassen, ob ihnen vergleichbare Angebote gemacht wurden. 3) Form und Beteiligung \u2013 Fehler kosten Wirksamkeit Ein weiterer Fall aus Nienburg zeigte: Wird der Betriebsrat oder Personalrat nur unvollst\u00e4ndig oder versp\u00e4tet angeh\u00f6rt, kann die K\u00fcndigung unwirksam sein. Arbeitgeber: sollten das Anh\u00f6rungsverfahren vollst\u00e4ndig dokumentieren \u2013 Datum, Inhalte, Stellungnahme. Arbeitnehmer: k\u00f6nnen fehlende oder fehlerhafte Beteiligung im Prozess anf\u00fchren. 4) Krankheitsbedingte K\u00fcndigungen und BEM In der Region Diepholz \u2013 mit vielen mittelst\u00e4ndischen Betrieben \u2013 spielen krankheitsbedingte K\u00fcndigungen eine gro\u00dfe Rolle.Das Betriebliche Eingliederungsmanagement (BEM) ist hier oft Dreh- und Angelpunkt: Ohne ordnungsgem\u00e4\u00dfes BEM f\u00e4llt die Interessenabw\u00e4gung meist zu Ungunsten des Arbeitgebers aus. Arbeitgeber m\u00fcssen BEM-Einladung und Ablauf dokumentieren. Arbeitnehmer sollten pr\u00fcfen, ob das Verfahren fair und vollst\u00e4ndig war. 5) Regionale Besonderheiten Kleinbetriebe: In vielen Betrieben der Region (&lt; 10 Vollzeitbesch\u00e4ftigte) gilt das K\u00fcndigungsschutzgesetz nur eingeschr\u00e4nkt. Trotzdem k\u00f6nnen K\u00fcndigungen treuwidrig oder diskriminierend sein. Landwirtschaft &amp; Pflege: H\u00e4ufig befristete oder saisonale Vertr\u00e4ge \u2013 wichtig: Enddatum und Form pr\u00fcfen. Transport &amp; Handwerk: Arbeitszeitverst\u00f6\u00dfe oder Fehlzeiten sind h\u00e4ufige K\u00fcndigungsgr\u00fcnde; hier entscheidet die Dokumentation. 6) Checklisten \u2013 kompakt F\u00fcr Arbeitnehmer Frist (21 Tage) notieren, Termin vereinbaren. Unterlagen sammeln \u2013 Vertrag, Abmahnungen, BEM-Einladung, Anh\u00f6rungs- oder Auswahlunterlagen. Ziele kl\u00e4ren \u2013 Abfindung, Weiterbesch\u00e4ftigung, Zeugnis. Kommunikation steuern \u2013 keine spontanen Aufhebungsvertr\u00e4ge. F\u00fcr Arbeitgeber Beteiligung korrekt \u2013 Betriebsrat \/ Personalrat vollst\u00e4ndig informieren. BEM nachweisbar durchf\u00fchren. Abfindungsangebote gleichbehandeln \u2013 Grundlagen dokumentieren. Kleinbetriebsklausel pr\u00fcfen \u2013 aber Treu und Glauben beachten. Vergleichsoptionen vorbereiten \u2013 Abfindung, Zeugnis, Beendigungsdatum. Fazit:Im Landkreis Diepholz und in Sulingen entscheidet gute Vorbereitung: Arbeitgeber sichern sich ab durch saubere Dokumentation von Beteiligung, BEM und Gleichbehandlung. Arbeitnehmer profitieren, wenn sie Fristen einhalten und Ungleichbehandlung nachweisen k\u00f6nnen.Die Entscheidung des ArbG Nienburg (1 Ca 155\/23) zeigt: Transparenz und Gleichbehandlung sind Schl\u00fcsselthemen \u2013 auch in mittelst\u00e4ndischen Strukturen. Wenn Sie arbeitsrechtliche Unterst\u00fctzung oder weitere Informationen ben\u00f6tigen, stehen wir Ihnen gerne an unseren Standorten in Sulingen, Bremen, Osnabr\u00fcck oder Online zur Verf\u00fcgung. Kontaktieren Sie uns! +49 4271 8009292<\/p>","protected":false},"author":4,"featured_media":5939,"parent":182,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_yoast_wpseo_focuskw":"K\u00fcndigung Anwalt Sulingen","_yoast_wpseo_title":"K\u00fcndigung Sulingen & Landkreis Diepholz | Abfindung, Fachanwalt","_yoast_wpseo_metadesc":"Was tun bei K\u00fcndigung im Landkreis Diepholz? Fristen, Abfindung und Formfehler \u2013 praxisnah f\u00fcr Arbeitgeber und Arbeitnehmer.","_yoast_wpseo_meta-robots-noindex":"","_yoast_wpseo_canonical":"","so_intro":"","so_s1":"","so_s2":"","so_s3":"","so_s4":"","so_faq":"","so_city":"","so_region":"","so_ag":"","so_lag":"","so_branches":"","two_page_speed":[],"footnotes":""},"class_list":["post-5925","page","type-page","status-publish","has-post-thumbnail","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.1 (Yoast SEO v27.1.1) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>K\u00fcndigung Sulingen &amp; Landkreis Diepholz | Abfindung, Fachanwalt<\/title>\n<meta name=\"description\" content=\"Was tun bei K\u00fcndigung im Landkreis Diepholz? 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