{"id":3789,"date":"2026-02-10T11:03:41","date_gmt":"2026-02-10T10:03:41","guid":{"rendered":"https:\/\/haas-eschborn.de\/?p=3789"},"modified":"2026-02-10T11:03:41","modified_gmt":"2026-02-10T10:03:41","slug":"refusing-to-use-genders-is-grounds-for-dismissal","status":"publish","type":"post","link":"https:\/\/haas-eschborn.de\/en\/gendern-verweigern-ist-das-ein-kuendigungsgrund\/","title":{"rendered":"Refusing to use gender: Is that grounds for dismissal?"},"content":{"rendered":"<div itemscope=\"\" itemtype=\"https:\/\/schema.org\/FAQPage\">\r\n<p style=\"text-align: justify;\">Gender-equitable language not only causes conflicts in society, but increasingly also in the employment relationship. More and more frequently, the question arises as to whether employers are allowed to oblige their employees to use certain forms of language - and what the consequences are under employment law if employees refuse to do so. It becomes particularly explosive when warnings or even dismissal are issued. However, employment law sets clear limits here.<\/p>\r\n<br>\r\n<div class=\"inhaltsverzeichnis\">\r\n<p style=\"text-align: justify;\"><strong>Table of contents:<\/strong><\/p>\r\n<ul>\r\n<li style=\"text-align: justify;\"><a href=\"#tipp1\" title=\"Is there an obligation to use gender-appropriate language?\">Is there an obligation to use gender-appropriate language?<\/a><\/li>\r\n<li style=\"text-align: justify;\"><a href=\"#tipp2\" title=\"What role does the employer&#039;s right to issue instructions play?\">What role does the employer's right to issue instructions play?<\/a><\/li>\r\n<li style=\"text-align: justify;\"><a href=\"#tipp3\" title=\"Personal convictions and limits under labor law\">Personal convictions and limits under labor law<\/a><\/li>\r\n<li style=\"text-align: justify;\"><a href=\"#tipp4\" title=\"Dismissal or warning: legally permissible?\">Dismissal or warning: legally permissible?<\/a><\/li>\r\n<li style=\"text-align: justify;\"><a href=\"#tipp5\" title=\"Significance of the General Equal Treatment Act (AGG)\">Significance of the General Equal Treatment Act (AGG)<\/a><\/li>\r\n<li style=\"text-align: justify;\"><a href=\"#tipp6\" title=\"Significance for employers and employees\">Significance for employers and employees<\/a><\/li>\r\n<\/ul>\r\n<br \/>\r\n<\/div>\r\n<br>\r\n<br \/>\r\n<p style=\"text-align: center;\"><strong>Do you need legal advice on employment law? Contact us now!<\/strong><\/p>\r\n<p style=\"text-align: center;\"><a href=\"tel:+496173318170\" title=\"Call now\"><span style=\"font-size:1.3em; color:#0B1E51;\"><i class=\"fa fa-phone\" ><\/i> 06173 - 318 170<\/span><\/a><\/p>\r\n<p style=\"text-align: center;\"><a href=\"mailto:info@haas-eschborn.de\" title=\"Send e-mail\"><span style=\"font-size:1.3em; color:#050B62;\"><i class=\"fa fa-envelope-o\" ><\/i> info@haas-eschborn.de<\/span><\/a><\/p>\r\n<p style=\"text-align: center;\"><span style=\"font-size:1.3em; color:#050B62;\"><i class=\"fa fa-location-arrow\" ><\/i> Rudolf-Diesel-Str. 5, 65760 Eschborn near Frankfurt<\/span><\/p>\r\n<p style=\"text-align: center;\">\r\n\t<a href=\"\/en\/contact\/#formular\" class=\"btn get-a-quote__link\">To the contact form<\/a><\/p>\r\n<br \/>\r\n<div itemscope=\"\" itemtype=\"https:\/\/schema.org\/Question\" itemprop=\"mainEntity\">\r\n<h2 itemprop=\"name\" class=\"anker\" id=\"tipp1\">Is there an obligation in employment law to use gender-appropriate language?<\/h2>\r\n<meta itemprop=\"answerCount\" content=\"1\"><meta itemprop=\"author\" itemtype=\"http:\/\/schema.org\/Person\" content=\"Frank Haas - Rechtsanwalt und Steuerberater\">\r\n<div itemprop=\"acceptedAnswer\" itemscope itemtype=\"http:\/\/schema.org\/Answer\">\r\n<span itemprop=\"dateCreated\" style=\"display:none\"><\/span><meta itemprop=\"url\" content=\"https:\/\/haas-eschborn.de\/gendern-verweigern-ist-das-ein-kuendigungsgrund\/\" \/>\r\n<div itemprop=\"text\">\r\n<p style=\"text-align: justify;\">There is no legal obligation to use gender-neutral language in Germany. Neither employment law nor other legal norms stipulate that employees must use gender-neutral language. Nor can such an obligation be derived from equality or anti-discrimination regulations.<\/p>\r\n<p style=\"text-align: justify;\">First of all, the omission of gender-neutral language does not in itself constitute a violation of the law.<\/p>\r\n<\/div><\/div><\/div>\r\n<br><hr><br \/>\r\n<div itemscope=\"\" itemtype=\"https:\/\/schema.org\/Question\" itemprop=\"mainEntity\">\r\n<h2 itemprop=\"name\" class=\"anker\" id=\"tipp2\">What role does the employer's right to issue instructions play?<\/h2>\r\n<meta itemprop=\"answerCount\" content=\"1\"><meta itemprop=\"author\" itemtype=\"http:\/\/schema.org\/Person\" content=\"Frank Haas - Rechtsanwalt und Steuerberater\">\r\n<div itemprop=\"acceptedAnswer\" itemscope itemtype=\"http:\/\/schema.org\/Answer\">\r\n<span itemprop=\"dateCreated\" style=\"display:none\"><\/span><meta itemprop=\"url\" content=\"https:\/\/haas-eschborn.de\/gendern-verweigern-ist-das-ein-kuendigungsgrund\/\" \/>\r\n<div itemprop=\"text\">\r\n<p style=\"text-align: justify;\">Employers may determine the content, location and type of work performance within the scope of their right to issue instructions. In principle, this can also include setting guidelines for internal or external communication - for example with regard to tone, style or corporate language.<\/p>\r\n<p style=\"text-align: justify;\">However, this right to issue instructions is not unlimited. Instructions must be based on reasonable discretion and must not interfere disproportionately with the rights of employees. It becomes particularly problematic when language requirements not only serve organizational purposes, but can also be understood as an expression of a certain ideological stance.<\/p>\r\n<\/div><\/div><\/div>\r\n<br \/><hr \/><br \/>\r\n<div itemscope=\"\" itemtype=\"https:\/\/schema.org\/Question\" itemprop=\"mainEntity\">\r\n<h2 itemprop=\"name\" class=\"anker\" id=\"tipp3\">Personal convictions and limits under labor law<\/h2>\r\n<meta itemprop=\"answerCount\" content=\"1\"><meta itemprop=\"author\" itemtype=\"http:\/\/schema.org\/Person\" content=\"Frank Haas - Rechtsanwalt und Steuerberater\">\r\n<div itemprop=\"acceptedAnswer\" itemscope itemtype=\"http:\/\/schema.org\/Answer\">\r\n<span itemprop=\"dateCreated\" style=\"display:none\"><\/span><meta itemprop=\"url\" content=\"https:\/\/haas-eschborn.de\/gendern-verweigern-ist-das-ein-kuendigungsgrund\/\" \/>\r\n<div itemprop=\"text\">\r\n<p style=\"text-align: justify;\">Employment law protects the personal convictions of employees. No one is obliged to represent a particular political, social or ideological stance in the course of their work - not even indirectly via language requirements.<\/p>\r\n<p style=\"text-align: justify;\">If an employee refuses to use gender for personal or linguistic reasons and otherwise fulfills their contractual obligations, this is generally not sufficient to justify sanctions under employment law according to current legal opinion.<\/p>\r\n<\/div><\/div><\/div>\r\n<br \/><hr \/><br \/>\r\n<div itemscope=\"\" itemtype=\"https:\/\/schema.org\/Question\" itemprop=\"mainEntity\">\r\n<h2 itemprop=\"name\" class=\"anker\" id=\"tipp4\">Dismissal or warning: legally permissible?<\/h2>\r\n<meta itemprop=\"answerCount\" content=\"1\"><meta itemprop=\"author\" itemtype=\"http:\/\/schema.org\/Person\" content=\"Frank Haas - Rechtsanwalt und Steuerberater\">\r\n<div itemprop=\"acceptedAnswer\" itemscope itemtype=\"http:\/\/schema.org\/Answer\">\r\n<span itemprop=\"dateCreated\" style=\"display:none\"><\/span><meta itemprop=\"url\" content=\"https:\/\/haas-eschborn.de\/gendern-verweigern-ist-das-ein-kuendigungsgrund\/\" \/>\r\n<div itemprop=\"text\">\r\n<p style=\"text-align: justify;\">According to the previous assessment of the labor court, the following applies: the mere refusal to use gender-equitable language does not constitute sufficient grounds for dismissal. Neither conduct-related warnings nor ordinary dismissal can be based on this without further ado.<\/p>\r\n<p style=\"text-align: justify;\">Dismissal always requires a significant breach of duty. Simply sticking to the classic German language is not enough - especially if the communication is factually correct, respectful and non-discriminatory.<\/p>\r\n<\/div><\/div><\/div>\r\n<br \/><hr \/><br \/>\r\n<div itemscope=\"\" itemtype=\"https:\/\/schema.org\/Question\" itemprop=\"mainEntity\">\r\n<h2 itemprop=\"name\" class=\"anker\" id=\"tipp5\">Significance of the General Equal Treatment Act (AGG)<\/h2>\r\n<meta itemprop=\"answerCount\" content=\"1\"><meta itemprop=\"author\" itemtype=\"http:\/\/schema.org\/Person\" content=\"Frank Haas - Rechtsanwalt und Steuerberater\">\r\n<div itemprop=\"acceptedAnswer\" itemscope itemtype=\"http:\/\/schema.org\/Answer\">\r\n<span itemprop=\"dateCreated\" style=\"display:none\"><\/span><meta itemprop=\"url\" content=\"https:\/\/haas-eschborn.de\/gendern-verweigern-ist-das-ein-kuendigungsgrund\/\" \/>\r\n<div itemprop=\"text\">\r\n<p style=\"text-align: justify;\">The AGG protects employees from discrimination based on their gender or ideology, among other things. Although gender itself is not a protected characteristic, a dismissal can still be problematic if it is in fact linked to personal beliefs.<\/p>\r\n<p style=\"text-align: justify;\">Employers run the risk here of exerting undue pressure or exceeding the limits of equal treatment.<\/p>\r\n<\/div><\/div><\/div>\r\n<br \/><hr \/><br \/>\r\n<div itemscope=\"\" itemtype=\"https:\/\/schema.org\/Question\" itemprop=\"mainEntity\">\r\n<h2 itemprop=\"name\" class=\"anker\" id=\"tipp6\">Significance for employers and employees<\/h2>\r\n<meta itemprop=\"answerCount\" content=\"1\"><meta itemprop=\"author\" itemtype=\"http:\/\/schema.org\/Person\" content=\"Frank Haas - Rechtsanwalt und Steuerberater\">\r\n<div itemprop=\"acceptedAnswer\" itemscope itemtype=\"http:\/\/schema.org\/Answer\">\r\n<span itemprop=\"dateCreated\" style=\"display:none\"><\/span><meta itemprop=\"url\" content=\"https:\/\/haas-eschborn.de\/gendern-verweigern-ist-das-ein-kuendigungsgrund\/\" \/>\r\n<div itemprop=\"text\">\r\n<p style=\"text-align: justify;\">Employers should clearly justify language requirements, make them proportionate and not impose sanctions under employment law. Employees do not have to accept every language requirement as long as they do their work objectively, respectfully and properly.<\/p>\r\n<p style=\"text-align: justify;\">In the event of a conflict, it is advisable to obtain legal advice at an early stage before issuing or accepting warnings or dismissals.<\/p>\r\n<br \/><h3>Conclusion<\/h3>\r\n<p style=\"text-align: justify;\">Dismissal solely because of a refusal to use gender-neutral language is generally not tenable under employment law. The employer's right to issue instructions reaches its limits where personal convictions are affected and no primary contractual obligations are breached. Both employers and employees should handle the issue sensitively and with legal certainty in order to avoid unnecessary escalation.<\/p>\r\n<\/div><\/div><\/div>\r\n<br \/><hr \/><br \/>\r\n<h2>Advice and representation in labor law<\/h2>\r\n<p style=\"text-align: justify;\">Do you need individual advice?<\/p>\r\n<p style=\"text-align: justify;\">We are at your side for all labor law issues.<\/p>\r\n<br \/>\r\n<p style=\"text-align: center;\"><strong>Contact the law firm Haas und Kollegen now:<\/strong><\/p><br>\r\n<p style=\"text-align: center;\"><a href=\"tel:+496173318170\" title=\"Call now\"><span style=\"font-size:1.3em; color:#0B1E51;\"><i class=\"fa fa-phone\" ><\/i> 06173 - 318 170<\/span><\/a><\/p>\r\n<p style=\"text-align: center;\"><a href=\"mailto:info@haas-eschborn.de\" title=\"Send e-mail\"><span style=\"font-size:1.3em; color:#050B62;\"><i class=\"fa fa-envelope-o\" ><\/i> info@haas-eschborn.de<\/span><\/a><\/p>\r\n<p style=\"text-align: center;\"><span style=\"font-size:1.3em; color:#050B62;\"><i class=\"fa fa-location-arrow\" ><\/i> Rudolf-Diesel-Str. 5, 65760 Eschborn near Frankfurt<\/span><\/p>\r\n<p style=\"text-align: center;\">\r\n\t<a href=\"\/en\/contact\/#formular\" class=\"btn get-a-quote__link\">To the contact form<\/a><\/p>\r\n<p style=\"text-align: justify;\"><img decoding=\"async\" src=\"https:\/\/haas-eschborn.de\/wp-content\/uploads\/2020\/10\/Daumen-hoch.webp\" alt=\"Lawyers and specialist lawyers in Eschborn near Frankfurt\" width=\"800\" height=\"600\" class=\"aligncenter size-full wp-image-3304\" \/><\/p>\r\n<\/div>","protected":false},"excerpt":{"rendered":"Gender-equitable language not only causes conflicts in society, but increasingly also in the employment relationship. More and more frequently, the question arises as to whether employers are allowed to oblige their employees to use certain forms of language - and what the consequences are under employment law if employees refuse to do so. It becomes particularly explosive when warnings or even dismissal are issued. This is where employment law","protected":false},"author":2,"featured_media":3790,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[44,43],"tags":[],"class_list":["post-3789","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-arbeitsrecht","category-tipps-ratgeber"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Gendern verweigern: Ist das ein K\u00fcndigungsgrund? - Haas und Kollegen GmbH<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/haas-eschborn.de\/en\/refusing-to-use-genders-is-grounds-for-dismissal\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Gendern verweigern: Ist das ein K\u00fcndigungsgrund? - Haas und Kollegen GmbH\" \/>\n<meta property=\"og:description\" content=\"Geschlechtergerechte Sprache sorgt nicht nur gesellschaftlich, sondern zunehmend auch im Arbeitsverh\u00e4ltnis f\u00fcr Konflikte. Immer h\u00e4ufiger stellt sich die Frage, ob Arbeitgeber ihre Besch\u00e4ftigten verpflichten d\u00fcrfen, bestimmte Sprachformen zu verwenden \u2013 und welche arbeitsrechtlichen Konsequenzen drohen, wenn Mitarbeitende dies ablehnen. Besonders brisant wird es, wenn Abmahnungen oder sogar eine K\u00fcndigung ausgesprochen werden. Das Arbeitsrecht setzt hier\" \/>\n<meta property=\"og:url\" content=\"https:\/\/haas-eschborn.de\/en\/refusing-to-use-genders-is-grounds-for-dismissal\/\" \/>\n<meta property=\"og:site_name\" content=\"Haas und Kollegen GmbH\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/Haas-und-Kollegen-112930413897262\" \/>\n<meta property=\"article:published_time\" content=\"2026-02-10T10:03:41+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/haas-eschborn.de\/wp-content\/uploads\/2026\/02\/gendern-arbeitsrecht-kuendigung.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"850\" \/>\n\t<meta property=\"og:image:height\" content=\"500\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Frank Haas\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@kanzlei_haas\" \/>\n<meta name=\"twitter:site\" content=\"@kanzlei_haas\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Frank Haas\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"1 minute\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/haas-eschborn.de\\\/gendern-verweigern-ist-das-ein-kuendigungsgrund\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/haas-eschborn.de\\\/gendern-verweigern-ist-das-ein-kuendigungsgrund\\\/\"},\"author\":{\"name\":\"Frank Haas\",\"@id\":\"https:\\\/\\\/haas-eschborn.de\\\/#\\\/schema\\\/person\\\/c654db025cf66484dab4bf892bc6f59f\"},\"headline\":\"Gendern verweigern: Ist das ein K\u00fcndigungsgrund?\",\"datePublished\":\"2026-02-10T10:03:41+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/haas-eschborn.de\\\/gendern-verweigern-ist-das-ein-kuendigungsgrund\\\/\"},\"wordCount\":678,\"commentCount\":0,\"image\":{\"@id\":\"https:\\\/\\\/haas-eschborn.de\\\/gendern-verweigern-ist-das-ein-kuendigungsgrund\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/haas-eschborn.de\\\/wp-content\\\/uploads\\\/2026\\\/02\\\/gendern-arbeitsrecht-kuendigung.jpg\",\"articleSection\":[\"Arbeitsrecht\",\"Tipps &amp; Ratgeber\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/haas-eschborn.de\\\/gendern-verweigern-ist-das-ein-kuendigungsgrund\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/haas-eschborn.de\\\/gendern-verweigern-ist-das-ein-kuendigungsgrund\\\/\",\"url\":\"https:\\\/\\\/haas-eschborn.de\\\/gendern-verweigern-ist-das-ein-kuendigungsgrund\\\/\",\"name\":\"Gendern verweigern: Ist das ein K\u00fcndigungsgrund? - Haas und Kollegen GmbH\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/haas-eschborn.de\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/haas-eschborn.de\\\/gendern-verweigern-ist-das-ein-kuendigungsgrund\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/haas-eschborn.de\\\/gendern-verweigern-ist-das-ein-kuendigungsgrund\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/haas-eschborn.de\\\/wp-content\\\/uploads\\\/2026\\\/02\\\/gendern-arbeitsrecht-kuendigung.jpg\",\"datePublished\":\"2026-02-10T10:03:41+00:00\",\"author\":{\"@id\":\"https:\\\/\\\/haas-eschborn.de\\\/#\\\/schema\\\/person\\\/c654db025cf66484dab4bf892bc6f59f\"},\"breadcrumb\":{\"@id\":\"https:\\\/\\\/haas-eschborn.de\\\/gendern-verweigern-ist-das-ein-kuendigungsgrund\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/haas-eschborn.de\\\/gendern-verweigern-ist-das-ein-kuendigungsgrund\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/haas-eschborn.de\\\/gendern-verweigern-ist-das-ein-kuendigungsgrund\\\/#primaryimage\",\"url\":\"https:\\\/\\\/haas-eschborn.de\\\/wp-content\\\/uploads\\\/2026\\\/02\\\/gendern-arbeitsrecht-kuendigung.jpg\",\"contentUrl\":\"https:\\\/\\\/haas-eschborn.de\\\/wp-content\\\/uploads\\\/2026\\\/02\\\/gendern-arbeitsrecht-kuendigung.jpg\",\"width\":850,\"height\":500,\"caption\":\"Gender-Pflicht im Arbeitsrecht? 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