{"id":6213,"date":"2025-11-05T20:43:21","date_gmt":"2025-11-05T20:43:21","guid":{"rendered":"https:\/\/so-anwaelte.de\/?page_id=6213"},"modified":"2025-11-14T08:02:46","modified_gmt":"2025-11-14T08:02:46","slug":"termination-of-employment-in-bremen-how-to-secure-your-position-for-employees-and-employers","status":"publish","type":"page","link":"https:\/\/so-anwaelte.de\/en\/arbeitsrecht\/kuendigung-in-bremen-so-sichern-sie-ihre-position-fuer-arbeitnehmer-und-arbeitgeber\/","title":{"rendered":"K\u00fcndigung in Bremen: So sichern Sie Ihre Position \u2013 f\u00fcr Arbeitnehmer und Arbeitgeber"},"content":{"rendered":"<div data-elementor-type=\"wp-page\" data-elementor-id=\"6213\" class=\"elementor elementor-6213\" data-elementor-post-type=\"page\">\n\t\t\t\t<div class=\"elementor-element elementor-element-90227b1 e-flex e-con-boxed wpr-particle-no wpr-jarallax-no wpr-parallax-no wpr-sticky-section-no e-con e-parent\" data-id=\"90227b1\" data-element_type=\"container\" 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e-con-full e-flex wpr-particle-no wpr-jarallax-no wpr-parallax-no wpr-sticky-section-no e-con e-child\" data-id=\"d3a40d7\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t<div class=\"elementor-element elementor-element-a87205e e-con-full e-flex wpr-particle-no wpr-jarallax-no wpr-parallax-no wpr-sticky-section-no e-con e-child\" data-id=\"a87205e\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-8d4a164 elementor-widget elementor-widget-image\" data-id=\"8d4a164\" 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-e9a0d01 elementor-widget elementor-widget-text-editor\" data-id=\"e9a0d01\" 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-108b92d elementor-widget elementor-widget-image\" data-id=\"108b92d\" 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-b20d0d3 e-con-full e-flex wpr-particle-no wpr-jarallax-no wpr-parallax-no wpr-sticky-section-no e-con e-child\" data-id=\"b20d0d3\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-0db63b3 elementor-widget elementor-widget-image\" data-id=\"0db63b3\" 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-01e6d92 elementor-widget elementor-widget-text-editor\" data-id=\"01e6d92\" 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-5811b4d elementor-widget elementor-widget-image\" data-id=\"5811b4d\" 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-aec5709 e-con-full e-flex wpr-particle-no wpr-jarallax-no wpr-parallax-no wpr-sticky-section-no e-con e-child\" data-id=\"aec5709\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-cf53ac9 elementor-widget__width-initial elementor-widget elementor-widget-text-editor\" data-id=\"cf53ac9\" 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 data-start=\"332\" data-end=\"422\">Dismissal in Bremen: How to secure your position - for employees <strong data-start=\"403\" data-end=\"410\">and<\/strong> Employer<\/h1><p data-start=\"424\" data-end=\"817\"><strong data-start=\"424\" data-end=\"440\">In short:<\/strong> After a cancellation, a clean <strong data-start=\"487\" data-end=\"504\">Initial strategy<\/strong> whether you reach a good agreement, secure employment or avoid litigation. In Bremen, the <strong data-start=\"630\" data-end=\"667\">Bremen-Bremerhaven Labour Court<\/strong> responsible. For both sides - employees <em data-start=\"711\" data-end=\"716\">and<\/em> Employers - the following applies: adhere to deadlines, prepare facts in a structured manner, observe participation rights.<\/p><p data-start=\"424\" data-end=\"817\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-medium wp-image-6226\" src=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/11\/Kuendigung-bremen-1-300x265.jpg\" alt=\"\" width=\"300\" height=\"265\" srcset=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/11\/Kuendigung-bremen-1-300x265.jpg 300w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/11\/Kuendigung-bremen-1-768x680.jpg 768w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/11\/Kuendigung-bremen-1-14x12.jpg 14w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/11\/Kuendigung-bremen-1-600x531.jpg 600w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/11\/Kuendigung-bremen-1.jpg 1024w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/p><h2 data-start=\"819\" data-end=\"880\">1) The first steps: Deadlines, documents, communication<\/h2><ul data-start=\"881\" data-end=\"2021\"><li data-start=\"881\" data-end=\"1194\"><p data-start=\"883\" data-end=\"1194\"><strong data-start=\"883\" data-end=\"901\">3-week deadline<\/strong>One <a href=\"https:\/\/so-anwaelte.de\/en\/der-kuendigungsschutzprozess-vor-dem-arbeitsgericht\/\">Action for unfair dismissal<\/a> must be completed within <strong data-start=\"942\" data-end=\"957\">three weeks<\/strong> from receipt of the notice of termination by the court. This is the key deadline for employees; employers should ensure that the receipt and date are documentable<\/p><\/li><li data-start=\"1195\" data-end=\"1481\"><p data-start=\"1197\" data-end=\"1481\"><strong data-start=\"1197\" data-end=\"1219\">Bundle documents<\/strong>Employment contract, addenda, warnings, performance\/KPI analyses, deployment\/duty rosters, consultation letters to the works council\/staff council, BEM protocols. Employers should <strong data-start=\"1397\" data-end=\"1413\">Personnel file<\/strong> organise in an auditable manner; employees should <strong data-start=\"1453\" data-end=\"1470\">own vouchers<\/strong> secure.<\/p><\/li><li data-start=\"1482\" data-end=\"1696\"><p data-start=\"1484\" data-end=\"1696\"><strong data-start=\"1484\" data-end=\"1509\">Control communication<\/strong>No hasty signatures on cancellation agreements. Employers avoid hasty letters; better <strong data-start=\"1623\" data-end=\"1648\">verifiable justification<\/strong> and participation procedures cleanly.<\/p><\/li><li data-start=\"1697\" data-end=\"2021\"><p data-start=\"1699\" data-end=\"2021\"><strong data-start=\"1699\" data-end=\"1725\">Default of acceptance at a glance<\/strong>Contradictory signals - such as termination without notice <strong data-start=\"1779\" data-end=\"1786\">and<\/strong> simultaneous offer of continued employment - can lead to default of acceptance (BAG, judgement of 29.03.2023, <strong data-start=\"1893\" data-end=\"1909\"><a href=\"https:\/\/dejure.org\/dienste\/vernetzung\/rechtsprechung?Text=5%20AZR%20255\/22\" title=\"BAG, 29.03.2023 - 5 AZR 255\/22: Default of acceptance - Willingness to perform - Process employment\">5 AZR 255\/22<\/a><\/strong>). For both sides <strong data-start=\"1938\" data-end=\"1950\">Clarity<\/strong> decisive.<\/p><\/li><\/ul><p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-medium wp-image-5969\" src=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/Lifestyle_portrait_of_lawyer_at_desk_with_open_code_of_conduc_53b313a0-8c38-4a94-986a-ae2b33ef4f31_1-300x226.webp\" alt=\"\" width=\"300\" height=\"226\" srcset=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/Lifestyle_portrait_of_lawyer_at_desk_with_open_code_of_conduc_53b313a0-8c38-4a94-986a-ae2b33ef4f31_1-300x226.webp 300w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/Lifestyle_portrait_of_lawyer_at_desk_with_open_code_of_conduc_53b313a0-8c38-4a94-986a-ae2b33ef4f31_1-1024x771.webp 1024w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/Lifestyle_portrait_of_lawyer_at_desk_with_open_code_of_conduc_53b313a0-8c38-4a94-986a-ae2b33ef4f31_1-768x578.webp 768w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/Lifestyle_portrait_of_lawyer_at_desk_with_open_code_of_conduc_53b313a0-8c38-4a94-986a-ae2b33ef4f31_1-600x452.webp 600w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/Lifestyle_portrait_of_lawyer_at_desk_with_open_code_of_conduc_53b313a0-8c38-4a94-986a-ae2b33ef4f31_1.webp 1232w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/p><h2 data-start=\"2023\" data-end=\"2093\">2) Settlement &amp; agreement: Realistic ranges instead of desired values<\/h2><p data-start=\"2094\" data-end=\"2257\">One <a href=\"https:\/\/so-anwaelte.de\/en\/kuendigung-wie-hoch-ist-die-abfindung\/\"><strong data-start=\"2099\" data-end=\"2124\">Severance payment<\/strong><\/a> is not usually automatic. In Bremen, severance payments are often <strong data-start=\"2201\" data-end=\"2217\">in comparison<\/strong> negotiated - often as early as the conciliation hearing.<\/p><ul data-start=\"2258\" data-end=\"2842\"><li data-start=\"2258\" data-end=\"2507\"><p data-start=\"2260\" data-end=\"2507\"><strong data-start=\"2260\" data-end=\"2282\">Employee perspective<\/strong>Negotiating position is based on <strong data-start=\"2321\" data-end=\"2339\">Litigation risks<\/strong> of the employer (e.g. formal errors, weak grounds for dismissal, selection guidelines) and from factors such as <strong data-start=\"2448\" data-end=\"2473\">Length of service<\/strong> or <strong data-start=\"2479\" data-end=\"2504\">Employment opportunities<\/strong>.<\/p><\/li><li data-start=\"2508\" data-end=\"2842\"><p data-start=\"2510\" data-end=\"2842\"><strong data-start=\"2510\" data-end=\"2531\">Employer view<\/strong>Agreement makes sense if risks become apparent (e.g. disputed social selection, BEM incomplete). Important are clear <strong data-start=\"2653\" data-end=\"2678\">Comparison conditions<\/strong> (termination date, certificate, exemption, obligation to return, non-competition\/confidentiality clauses)<\/p><\/li><\/ul><h2 data-start=\"2844\" data-end=\"2921\">3) Form &amp; procedure: Participation rights as a stumbling block or protective shield<\/h2><p data-start=\"2922\" data-end=\"3158\">Particularly relevant for the Bremen region: <strong data-start=\"2964\" data-end=\"3005\">Staff council\/works council participation<\/strong>. Errors in the consultation or in the staff representation procedure can lead to dismissal. <strong data-start=\"3092\" data-end=\"3102\">tilt<\/strong> .<\/p><ul data-start=\"3159\" data-end=\"3512\"><li data-start=\"3159\" data-end=\"3294\"><p data-start=\"3161\" data-end=\"3294\"><strong data-start=\"3161\" data-end=\"3177\">Employees<\/strong> should <strong data-start=\"3186\" data-end=\"3209\">Consultation documents<\/strong> request and document time sequences (invitation, statement, resolution).<\/p><\/li><li data-start=\"3295\" data-end=\"3512\"><p data-start=\"3297\" data-end=\"3512\"><strong data-start=\"3297\" data-end=\"3312\">Employer<\/strong> the procedure should <strong data-start=\"3335\" data-end=\"3350\">verifiable<\/strong> and <strong data-start=\"3355\" data-end=\"3371\">on time<\/strong> (addressee, complete facts, correct form of participation).<\/p><\/li><\/ul><p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-medium wp-image-5988\" src=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/Document_signing_close-up_fountain_pen_high-quality_paper_han_6866eff3-e987-4ade-be8b-0a9ecb123f15_3-300x226.webp\" alt=\"\" width=\"300\" height=\"226\" srcset=\"https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/Document_signing_close-up_fountain_pen_high-quality_paper_han_6866eff3-e987-4ade-be8b-0a9ecb123f15_3-300x226.webp 300w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/Document_signing_close-up_fountain_pen_high-quality_paper_han_6866eff3-e987-4ade-be8b-0a9ecb123f15_3-1024x771.webp 1024w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/Document_signing_close-up_fountain_pen_high-quality_paper_han_6866eff3-e987-4ade-be8b-0a9ecb123f15_3-768x578.webp 768w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/Document_signing_close-up_fountain_pen_high-quality_paper_han_6866eff3-e987-4ade-be8b-0a9ecb123f15_3-600x452.webp 600w, https:\/\/so-anwaelte.de\/wp-content\/uploads\/2025\/10\/Document_signing_close-up_fountain_pen_high-quality_paper_han_6866eff3-e987-4ade-be8b-0a9ecb123f15_3.webp 1232w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/p><h2 data-start=\"3514\" data-end=\"3584\">4) Bremen practice: \u201ePerforma-Nord\u201c and the limit of underperformance<\/h2><p data-start=\"3585\" data-end=\"3838\">The Bremen-Bremerhaven Labour Court has upheld the dismissal without notice of two service employees of the citizens' hotline, because for months <strong data-start=\"3721\" data-end=\"3760\">Telephony times clearly too short<\/strong> were occupied (ArbG Bremen-Bremerhaven, <strong data-start=\"3800\" data-end=\"3834\">Press release from 14.12.2023<\/strong>).<\/p><ul data-start=\"3839\" data-end=\"4386\"><li data-start=\"3839\" data-end=\"4087\"><p data-start=\"3841\" data-end=\"4087\"><strong data-start=\"3841\" data-end=\"3861\">For employees<\/strong>\u201eReduced performance\u201c is not automatic. The decisive factor is whether <strong data-start=\"3924\" data-end=\"3948\">measurable, resilient<\/strong> data are available and whether <strong data-start=\"3972\" data-end=\"3993\">Comparison groups<\/strong> and <strong data-start=\"3998\" data-end=\"4019\">General conditions<\/strong> (training, call allocation, technology) were taken into account.<\/p><\/li><li data-start=\"4088\" data-end=\"4386\"><p data-start=\"4090\" data-end=\"4386\"><strong data-start=\"4090\" data-end=\"4109\">For employers<\/strong>: Performance deficits must be <strong data-start=\"4136\" data-end=\"4160\">concretely documented<\/strong> and <strong data-start=\"4165\" data-end=\"4178\">controllable<\/strong> (notices, target agreements, warnings if necessary). Without reliable comparability, it will be difficult.<br data-start=\"4283\" data-end=\"4286\" \/><br \/><\/p><\/li><\/ul><h2 data-start=\"4388\" data-end=\"4456\">5) Proceedings in Bremen: Making pragmatic use of conciliation and chamber hearings<\/h2><ul data-start=\"4457\" data-end=\"5058\"><li data-start=\"4457\" data-end=\"4690\"><p data-start=\"4459\" data-end=\"4690\"><strong data-start=\"4459\" data-end=\"4473\">Conciliation hearing<\/strong>: The aim is to <strong data-start=\"4489\" data-end=\"4515\">amicable solution<\/strong>. Here you can <a href=\"https:\/\/so-anwaelte.de\/en\/kuendigung-wie-hoch-ist-die-abfindung\/\">Severance payment<\/a>, termination date, certificate and leave of absence. Employers ensure planning security; employees clarity and, if applicable, payment.<\/p><\/li><li data-start=\"4691\" data-end=\"4869\"><p data-start=\"4693\" data-end=\"4869\"><strong data-start=\"4693\" data-end=\"4709\">Chamber appointment<\/strong>If no agreement is reached, evidence is taken (witnesses, documents, analyses). This applies to both sides: <strong data-start=\"4811\" data-end=\"4838\">stringent presentation of facts<\/strong>, chronological, with supporting documents.<\/p><\/li><li data-start=\"4870\" data-end=\"5058\"><p data-start=\"4872\" data-end=\"5058\"><strong data-start=\"4872\" data-end=\"4888\">Summary proceedings<\/strong>: In special constellations (e.g. interest in continued employment), interim legal protection may be appropriate.<\/p><\/li><\/ul><h2 data-start=\"5060\" data-end=\"5135\">6) Typical points of attack and defence in Bremen termination cases<\/h2><ul data-start=\"5136\" data-end=\"5828\"><li data-start=\"5136\" data-end=\"5286\"><p data-start=\"5138\" data-end=\"5286\"><strong data-start=\"5138\" data-end=\"5163\">Formalities\/participation<\/strong>Errors in works\/staff council participation can have an impact.<\/p><\/li><li data-start=\"5287\" data-end=\"5449\"><p data-start=\"5289\" data-end=\"5449\"><strong data-start=\"5289\" data-end=\"5321\">Termination due to illness<\/strong>: Omitted or incomplete <strong data-start=\"5356\" data-end=\"5363\">BEM<\/strong> speaks against proportionality - check employee, document employer.<\/p><\/li><li data-start=\"5450\" data-end=\"5570\"><p data-start=\"5452\" data-end=\"5570\"><strong data-start=\"5452\" data-end=\"5469\">Social selection<\/strong> (operational): Provide plausible selection criteria and comparison groups; justify exceptions.<\/p><\/li><li data-start=\"5571\" data-end=\"5709\"><p data-start=\"5573\" data-end=\"5709\"><strong data-start=\"5573\" data-end=\"5618\">Termination without notice &amp; continued employment<\/strong>: Consistency-free strategy to avoid the risk of default of acceptance.<\/p><\/li><li data-start=\"5710\" data-end=\"5828\"><p data-start=\"5712\" data-end=\"5828\"><strong data-start=\"5712\" data-end=\"5730\">Underperformance<\/strong>: <strong data-start=\"5732\" data-end=\"5747\">Measurability<\/strong> and <strong data-start=\"5752\" data-end=\"5772\">Comparability<\/strong> are the key; generalised accusations are not enough.<\/p><\/li><\/ul><h2 data-start=\"5830\" data-end=\"5866\">7) Checklists - short &amp; practical<\/h2><p data-start=\"5867\" data-end=\"5887\"><strong data-start=\"5867\" data-end=\"5887\">For employees<\/strong><\/p><ol data-start=\"5888\" data-end=\"6205\"><li data-start=\"5888\" data-end=\"5932\"><p data-start=\"5891\" data-end=\"5932\"><strong data-start=\"5891\" data-end=\"5909\">Note deadline<\/strong> (21 days from receipt).<\/p><\/li><li data-start=\"5933\" data-end=\"6007\"><p data-start=\"5936\" data-end=\"6007\"><strong data-start=\"5936\" data-end=\"5954\">Save receipts<\/strong> (contract, warnings, KPI, duty rosters, e-mails).<\/p><\/li><li data-start=\"6008\" data-end=\"6072\"><p data-start=\"6011\" data-end=\"6072\"><strong data-start=\"6011\" data-end=\"6027\">Clarify goals<\/strong> (continued employment, severance pay, certificate).<\/p><\/li><li data-start=\"6073\" data-end=\"6148\"><p data-start=\"6076\" data-end=\"6148\"><strong data-start=\"6076\" data-end=\"6112\">Have cancellation agreements checked<\/strong> - no quick signatures.<\/p><\/li><li data-start=\"6149\" data-end=\"6205\"><p data-start=\"6152\" data-end=\"6205\"><strong data-start=\"6152\" data-end=\"6174\">Make an appointment<\/strong> - on site or online.<\/p><\/li><\/ol><p data-start=\"6207\" data-end=\"6226\"><strong data-start=\"6207\" data-end=\"6226\">For employers<\/strong><\/p><ol data-start=\"6227\" data-end=\"6613\"><li data-start=\"6227\" data-end=\"6307\"><p data-start=\"6230\" data-end=\"6307\"><strong data-start=\"6230\" data-end=\"6247\">Documentation<\/strong> (reasons, warnings, selection criteria, BEM file).<\/p><\/li><li data-start=\"6308\" data-end=\"6391\"><p data-start=\"6311\" data-end=\"6391\"><strong data-start=\"6311\" data-end=\"6326\">Participation<\/strong> correctly (works council\/staff council, deadlines, content).<\/p><\/li><li data-start=\"6392\" data-end=\"6445\"><p data-start=\"6395\" data-end=\"6445\"><strong data-start=\"6395\" data-end=\"6419\">Receipt of the cancellation<\/strong> to be evidence-proof.<\/p><\/li><li data-start=\"6446\" data-end=\"6523\"><p data-start=\"6449\" data-end=\"6523\"><strong data-start=\"6449\" data-end=\"6467\">Litigation risks<\/strong> Realistically evaluate; prepare comparison options.<\/p><\/li><li data-start=\"6524\" data-end=\"6613\"><p data-start=\"6527\" data-end=\"6613\"><strong data-start=\"6527\" data-end=\"6554\">Communication guide<\/strong> Coordinate internally (contact persons, enquiries, references).<\/p><\/li><\/ol><hr data-start=\"6615\" data-end=\"6618\" \/><p data-start=\"6620\" data-end=\"7181\"><strong data-start=\"6620\" data-end=\"6630\">Conclusion:<\/strong> In Bremen, a solid solution can be found if both sides <strong data-start=\"6687\" data-end=\"6708\">Structured early<\/strong> proceed: Observe deadlines, comply properly with participation rights and <strong data-start=\"6781\" data-end=\"6795\">Factual situation<\/strong> (in particular performance\/illness\/operating data). The Bremen practical case for <strong data-start=\"6892\" data-end=\"6910\">Underperformance<\/strong> shows the range - not as an automatism, but as an indication of the significance <strong data-start=\"6996\" data-end=\"7018\">valid measured variables<\/strong> (Bremen-Bremerhaven Labour Court, PM of 14.12.2023). In addition, the line of the BAG is to <strong data-start=\"7099\" data-end=\"7116\">Default of acceptance<\/strong> in the event of contradictory behaviour.<\/p><hr data-start=\"7183\" data-end=\"7186\" \/><p data-start=\"7188\" data-end=\"7377\">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=\"7315\" data-end=\"7346\">Sulingen, Bremen, Osnabr\u00fcck<\/strong> or <strong data-start=\"7352\" data-end=\"7362\">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-797c436 e-con-full e-flex wpr-particle-no wpr-jarallax-no wpr-parallax-no wpr-sticky-section-no e-con e-child\" data-id=\"797c436\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-f1ca249 elementor-align-center elementor-invisible elementor-widget elementor-widget-button\" data-id=\"f1ca249\" 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-2474d55 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=\"2474d55\" 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:+49421 3288220\">+49 421 3288220<\/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! +49 421 3288220 Bj\u00f6rn Steveker\u00a0Fachanwalt f\u00fcr Arbeitsrecht Nazanin KhoeiRechtsanw\u00e4ltin K\u00fcndigung in Bremen: So sichern Sie Ihre Position \u2013 f\u00fcr Arbeitnehmer und Arbeitgeber Kurz gesagt: Nach einer K\u00fcndigung entscheidet eine saubere Erststrategie dar\u00fcber, ob Sie eine gute Einigung erzielen, die Besch\u00e4ftigung sichern oder Prozesse vermeiden. In Bremen ist regelm\u00e4\u00dfig das Arbeitsgericht Bremen-Bremerhaven zust\u00e4ndig. F\u00fcr beide Seiten \u2013 Arbeitnehmer und Arbeitgeber \u2013 gilt: Fristen einhalten, Fakten strukturiert aufbereiten, Beteiligungsrechte beachten. 1) Die ersten Schritte: Fristen, Unterlagen, Kommunikation 3-Wochen-Frist: Eine K\u00fcndigungsschutzklage muss binnen drei Wochen ab Zugang der K\u00fcndigung beim Gericht eingehen. Das ist f\u00fcr Arbeitnehmer die zentrale Frist; Arbeitgeber sollten darauf achten, Zugang und Datum dokumentierbar zu gestalten Unterlagen b\u00fcndeln: Arbeitsvertrag, Nachtr\u00e4ge, Abmahnungen, Leistungs-\/KPI-Auswertungen, Einsatz-\/Dienstpl\u00e4ne, Anh\u00f6rungsschreiben an Betriebs-\/Personalrat, BEM-Protokolle. Arbeitgeber sollten die Personalakte pr\u00fcff\u00e4hig ordnen; Arbeitnehmer sollten eigene Belege sichern. Kommunikation steuern: Keine vorschnellen Unterschriften unter Aufhebungsvertr\u00e4ge. Arbeitgeber vermeiden \u00fcberhastete Schreiben; besser pr\u00fcff\u00e4hige Begr\u00fcndung und Beteiligungsverfahren sauber abschlie\u00dfen. Annahmeverzug im Blick: Widerspr\u00fcchliche Signale \u2013 etwa fristlose K\u00fcndigung und gleichzeitiges Angebot zur Weiterbesch\u00e4ftigung \u2013 k\u00f6nnen zu Annahmeverzug f\u00fchren (BAG, Urt. v. 29.03.2023, 5 AZR 255\/22). F\u00fcr beide Seiten ist hier Klarheit entscheidend. 2) Abfindung &amp; Einigung: Realistische Bandbreiten statt Wunschwerte Eine Abfindung gibt es in der Regel nicht automatisch. In Bremen werden Abfindungen h\u00e4ufig im Vergleich verhandelt \u2013 oft schon im G\u00fctetermin. Arbeitnehmer-Sicht: Verhandlungsposition speist sich aus Prozessrisiken des Arbeitgebers (z. B. formale Fehler, schwache K\u00fcndigungsgr\u00fcnde, Auswahlrichtlinien) und aus Faktoren wie Betriebszugeh\u00f6rigkeit oder Besch\u00e4ftigungschancen. Arbeitgeber-Sicht: Einigung ist sinnvoll, wenn sich Risiken abzeichnen (z. B. strittige Sozialauswahl, BEM l\u00fcckenhaft). Wichtig sind klare Vergleichsbedingungen (Beendigungsdatum, Zeugnis, Freistellung, R\u00fcckgabepflichten, Wettbewerbs-\/Verschwiegenheitsklauseln) 3) Form &amp; Verfahren: Beteiligungsrechte als Stolperstein oder Schutzschirm F\u00fcr die Region Bremen besonders relevant: Personalrats-\/Betriebsratsbeteiligung. Fehler bei der Anh\u00f6rung oder beim Personalvertretungsverfahren k\u00f6nnen eine K\u00fcndigung kippen . Arbeitnehmer sollten Anh\u00f6rungsunterlagen anfordern und Zeitabl\u00e4ufe dokumentieren (Einladung, Stellungnahme, Beschlusslage). Arbeitgeber sollten das Verfahren nachweisbar und fristgerecht gestalten (Adressat, vollst\u00e4ndige Tatsachen, richtige Beteiligungsform). 4) Bremer Praxis: \u201ePerforma-Nord\u201c und die Grenze der Minderleistung Das Arbeitsgericht Bremen-Bremerhaven hat fristlose K\u00fcndigungen zweier Servicemitarbeiter des B\u00fcrgertelefons gehalten, weil \u00fcber Monate deutlich zu geringe Telefoniezeiten belegt waren (ArbG Bremen-Bremerhaven, Pressemitteilung v. 14.12.2023). F\u00fcr Arbeitnehmer: \u201eMinderleistung\u201c ist kein Automatismus. Entscheidend ist, ob messbare, belastbare Daten vorliegen und ob Vergleichsgruppen und Rahmenbedingungen (Schulung, Zuweisung von Anrufen, Technik) ber\u00fccksichtigt wurden. F\u00fcr Arbeitgeber: Leistungsdefizite m\u00fcssen konkret dokumentiert und steuerbar sein (Hinweise, Zielvereinbarungen, ggf. Abmahnung). Ohne belastbare Vergleichbarkeit wird es schwierig. 5) Verfahren in Bremen: G\u00fcte- und Kammertermin pragmatisch nutzen G\u00fctetermin: Ziel ist eine einvernehmliche L\u00f6sung. Hier lassen sich Abfindung, Beendigungsdatum, Zeugnis und Freistellung sachlich festziehen. Arbeitgeber sichern Planungssicherheit; Arbeitnehmer Klarheit und ggf. Zahlung. Kammertermin: Wenn keine Einigung, folgt Beweisaufnahme (Zeugen, Dokumente, Auswertungen). F\u00fcr beide Seiten gilt: stringenter Sachvortrag, chronologisch, mit Belegen. Eilverfahren: In besonderen Konstellationen (z. B. Weiterbesch\u00e4ftigungsinteresse) kann einstweiliger Rechtsschutz sinnvoll sein. 6) Typische Angriffs- und Verteidigungspunkte in Bremer K\u00fcndigungsf\u00e4llen Formalien\/Beteiligung: Fehler bei Betriebs-\/Personalratsbeteiligung k\u00f6nnen durchschlagen. Krankheitsbedingte K\u00fcndigung: Unterbliebenes oder l\u00fcckenhaftes BEM spricht gegen Verh\u00e4ltnism\u00e4\u00dfigkeit \u2013 Arbeitnehmer pr\u00fcfen, Arbeitgeber dokumentieren. Sozialauswahl (betriebsbedingt): Auswahlkriterien und Vergleichsgruppen plausibel darlegen; Ausnahmen begr\u00fcnden. Fristlose K\u00fcndigung &amp; Weiterbesch\u00e4ftigung: Widerspruchsfreie Strategie, um Annahmeverzugsrisiken zu vermeiden. Minderleistung: Messbarkeit und Vergleichbarkeit sind der Schl\u00fcssel; pauschale Vorw\u00fcrfe reichen nicht. 7) Checklisten \u2013 kurz &amp; praxisnah F\u00fcr Arbeitnehmer Frist notieren (21 Tage ab Zugang). Belege sichern (Vertrag, Abmahnungen, KPI, Dienstpl\u00e4ne, E-Mails). Ziele kl\u00e4ren (Weiterbesch\u00e4ftigung, Abfindung, Zeugnis). Aufhebungsvertr\u00e4ge pr\u00fcfen lassen \u2013 keine schnellen Unterschriften. Termin vereinbaren \u2013 gerne vor Ort oder online. F\u00fcr Arbeitgeber Dokumentation ordnen (Gr\u00fcnde, Abmahnungen, Auswahlkriterien, BEM-Akte). Beteiligung korrekt durchf\u00fchren (Betriebs-\/Personalrat, Fristen, Inhalte). Zugang der K\u00fcndigung beweissicher gestalten. Prozessrisiken realistisch bewerten; Vergleichsoptionen vorbereiten. Kommunikationsleitfaden intern abstimmen (Ansprechpartner, Nachfragen, Zeugnisse). Fazit: In Bremen gelingt eine solide L\u00f6sung, wenn beide Seiten fr\u00fch strukturiert vorgehen: Fristen beachten, Beteiligungsrechte sauber einhalten und die Faktenlage (insbesondere Leistungs-\/Krankheits-\/Betriebsdaten) pr\u00fcff\u00e4hig machen. Der Bremer Praxisfall zur Minderleistung zeigt die Bandbreite \u2013 nicht als Automatismus, sondern als Hinweis auf die Bedeutung valider Messgr\u00f6\u00dfen (ArbG Bremen-Bremerhaven, PM v. 14.12.2023). Erg\u00e4nzend ist die Linie des BAG zu Annahmeverzug bei widerspr\u00fcchlichem Verhalten zu beachten. 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! +49 421 3288220<\/p>","protected":false},"author":4,"featured_media":6219,"parent":182,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_yoast_wpseo_focuskw":"K\u00fcndigung Arbeitsrecht Bremen Fachanwalt","_yoast_wpseo_title":"K\u00fcndigung in Bremen | Fristen, Rechte, Abfindung | Arbeitsrecht","_yoast_wpseo_metadesc":"K\u00fcndigung in Bremen? 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