https://www.rechtstark.org/en/blog/won-unfair-dismissal-case-still-no/ Tue, 06 Oct 2026 11:04:39 +0000 hourly 1 https://wordpress.org/?v=7.1.3 https://www.rechtstark.org/en/blog/won-unfair-dismissal-case-still-no/#comment-1662 Tue, 06 Oct 2026 11:04:39 +0000 https://www.rechtstark.org/?p=5016#comment-1662 […] some exceptions and special features that employees should know in order to assert their rights. Further information on enforcing your rights can be found on our […]

]]> https://www.rechtstark.org/en/blog/won-unfair-dismissal-case-still-no/#comment-1659 Tue, 06 Oct 2026 10:31:29 +0000 https://www.rechtstark.org/?p=5016#comment-1659 […] Many employees hesitate to make such an offer for fear of conflict. Yet it is an important signal: You show that you are willing to work and know your rights. In a dispute, this letter can be decisive. If you have already filed an unfair dismissal claim because the short-time work led to a dismissal, you should know that wage claims and dismissal protection are closely linked. Read also our article Unfair dismissal claim won — still no pay? How to enforce your claims. […]

]]> https://www.rechtstark.org/en/blog/won-unfair-dismissal-case-still-no/#comment-1657 Tue, 06 Oct 2026 08:14:49 +0000 https://www.rechtstark.org/?p=5016#comment-1657 […] For employees this means: you should not lightly decline an offer of interim employment. If the offer refers to the previous working conditions and the dismissal facts are undisputed, a court will generally consider the offer reasonable. The question of whether interim employment after termination is reasonable decides your claim to default-of-acceptance pay. Whoever rejects it then risks going empty-handed. Anyone who is unsure should urgently consult a specialist lawyer for employment law before making a declaration. Even after winning a dismissal protection proceeding there are important points to observe — for instance when enforcing wage claims, as we explain in a further article. […]

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