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If you intend to lay off a large number of employees in your company, you must notify the employment agency in good time.
This form can be submitted electronically (e.g. via a secure contact form using your user account with login via the electronic ID function or the ELSTER certificate) or handwritten and signed in paper form to the responsible authority.
This form can be submitted electronically (e.g. via a secure contact form using your user account with login via the electronic ID function or the ELSTER certificate) or handwritten and signed in paper form to the responsible authority.
Are you planning a large number of redundancies in your company? Then, under certain conditions, you are obliged to notify the employment agency in writing in advance. This also applies if you
You cannot make up the notification of dismissal later. The point at which the notification obligation applies depends on the size of your company and the number of redundancies. If there is a works council in your company, you must inform it in writing of your plans before notifying the employment agency. Together with the works council, you must discuss how redundancies can be prevented and their consequences minimized.
You must provide the works council with the following information
The following are exempt from the obligation to notify redundancies:
However, if seasonal and campaign businesses make redundancies for other reasons (e.g. before the end of the season or due to closure), they are subject to the notification requirement.
If your company belongs to the construction industry and you receive seasonal short-time allowance, you must also report the redundancies.
If your company fulfills the following requirements, you are obliged to report redundancies:
Termination agreements and employees' own resignations are equivalent to redundancies if they are initiated by you as the employer.
If there is a works council:
Before the complaint:
Notification to the employment agency:
There are no costs.
None