{"id":5172,"date":"2026-08-10T22:33:36","date_gmt":"2026-08-10T20:33:36","guid":{"rendered":"https:\/\/bwlaw.de\/knowledge-base\/workplace-bullying-germany\/"},"modified":"2026-08-10T22:33:36","modified_gmt":"2026-08-10T20:33:36","slug":"workplace-bullying-germany","status":"publish","type":"page","link":"https:\/\/bwlaw.de\/en\/knowledge-base\/workplace-bullying-germany\/","title":{"rendered":"Workplace bullying in Germany: when can employees claim compensation?"},"content":{"rendered":"\r\n<div id=\"progress\" aria-hidden=\"true\"><\/div>\r\n\r\n<!-- KB article: workplace bullying in Germany (LAG MV 5 SLa 20\/25). Original text.\r\n     Sources verified 10.08.2026 on FULL texts: LAG Mecklenburg-Vorpommern,\r\n     Urteil vom 24.06.2025 - 5 SLa 20\/25 (landesrecht-mv.de, final, Rn. 1-67),\r\n     BAG 15.09.2016 - 8 AZR 351\/15 (bag-urteil.com), statutes on gesetze-im-internet.de.\r\n     BAG 8 AZR 546\/09 and 8 AZR 813\/12 cited ONLY as referenced in the LAG ruling.\r\n     Overlap check vs. full ruling text: 0 hits. GKP 10.08.2026 (Germany):\r\n     workplace harassment germany 20, workplace bullying germany 10. -->\r\n<header>\r\n  <div class=\"wrap\">\r\n    <a href=\"https:\/\/bwlaw.de\/en\/\" class=\"brand\" aria-label=\"BWLAW \u2013 home\"><img loading=\"lazy\" decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/logo-bw.png\" alt=\"BWLAW \u2013 law firm in Germany\" width=\"42\" height=\"28\"><\/a>\r\n    <nav aria-label=\"Main navigation\">\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/construction-law\/\">Construction<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/debt-collection\/\">Debt collection<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/company-formation\/\">Companies<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/\">Employment law<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/defective-car-from-germany\/\">Cars<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\" class=\"active\">Knowledge base<\/a>\r\n    <\/nav>\r\n    <div class=\"lang\" role=\"group\" aria-label=\"Language\">\r\n      <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/workplace-bullying-germany\/\" class=\"active\" lang=\"en\" hreflang=\"en\" aria-current=\"true\">EN<\/a>\r\n      <a href=\"\/wissen\/mobbing-am-arbeitsplatz-schmerzensgeld\/\" lang=\"de\" hreflang=\"de\" aria-label=\"German version of this article\">DE<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/pl\/baza-wiedzy\/mobbing-w-pracy-w-niemczech\/\" lang=\"pl\" hreflang=\"pl\" aria-label=\"Polish version of this article\">PL<\/a>\r\n    <\/div>\r\n    <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Contact a lawyer <span class=\"arr\">\u2192<\/span><\/a>\r\n    <button class=\"burger\" aria-label=\"Menu\">\u2630<\/button>\r\n  <\/div>\r\n<\/header>\r\n\r\n<section class=\"shero\" style=\"padding-bottom:3.5rem\">\r\n  <div class=\"glow\"><\/div>\r\n  <div class=\"wrap\" style=\"grid-template-columns:1fr\">\r\n    <div>\r\n      <nav class=\"crumbs\" aria-label=\"Breadcrumb\"><a href=\"https:\/\/bwlaw.de\/en\/\">Home<\/a><span>\/<\/span><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\">Knowledge base<\/a><span>\/<\/span><b>Employment law<\/b><\/nav>\r\n      <span class=\"eyebrow\">Employment law<\/span>\r\n      <h1 style=\"max-width:34ch\">Workplace bullying in Germany: when can employees claim compensation?<\/h1>\r\n      <p class=\"lead\">A nurse claimed 30,000 euros in compensation from her hospital for workplace bullying (Mobbing) and lost in two instances. The Regional Labour Court of Mecklenburg-Western Pomerania (judgment of 24 June 2025 \u2013 5 SLa 20\/25, final and binding) maps out precisely where German courts draw the line between ordinary workplace conflicts and bullying that triggers employer liability. Here is what the ruling means for employees working in Germany and how to prepare a claim so that it does not fail on the burden of proof.<\/p>\r\n      <div class=\"art-meta\">\r\n        <img decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/dr-artur-barczewski.webp\" alt=\"Dr Artur Barczewski\" width=\"46\" height=\"46\" loading=\"lazy\">\r\n        <div><b>Dr Artur Barczewski<\/b>Rechtsanwalt \u00b7 attorney (PL)<\/div>\r\n        <div style=\"margin-left:1rem;border-left:1px solid rgba(255,255,255,.25);padding-left:1rem\">\u2248 9 min read<br>updated: August 2026<\/div>\r\n      <\/div>\r\n    <\/div>\r\n  <\/div>\r\n<\/section>\r\n\r\n<article class=\"sec\">\r\n  <div class=\"wrap\">\r\n    <div class=\"prose rv\" style=\"font-size:1.02rem\">\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">What was the case before the LAG Mecklenburg-Vorpommern about?<\/h3>\r\n<p>A qualified geriatric nurse, employed at a hospital since October 2021 and working as a ward assistant (Stationsassistentin) from January 2023, demanded 30,000 euros from her employer for damage to her health allegedly caused by months of bullying by her supervisor and colleagues. The Labour Court of Schwerin dismissed the claim (judgment of 11 December 2024 \u2013 4 Ca 864\/24) and the Regional Labour Court of Mecklenburg-Western Pomerania upheld that decision (judgment of 24 June 2025 \u2013 5 SLa 20\/25). The judgment is final, the court did not allow an appeal to the Federal Labour Court.<\/p>\r\n<p>The employee relied on a long list of incidents from 2023 and 2024: repeated questions from the ward manager about weekend shifts, reproaches over a birthday present she had refused to buy, the question &#8220;why do you always have to argue?&#8221; asked in front of colleagues, duty rosters changed without notice, staplers hidden by co-workers, a running dispute over the room temperature, an instruction to record and countersign overtime separately, being passed over for a visit to a rehabilitation clinic and a quarrel about Christmas decorations. In January 2024 a colleague, after an incident at the lift, told her in drastic words that being ignored together with a patient &#8220;makes me sick&#8221; and that she would lose her temper if it happened again (para. 20 of the judgment). From 10 January 2024 the employee was continuously on sick leave with the diagnosis Z 60 (problems related to the social environment) and in June 2024 she terminated the employment herself for good cause (K\u00fcndigung aus wichtigem Grund).<\/p>\r\n\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">What counts as workplace bullying under German law?<\/h3>\r\n<p>German law contains no statutory definition of workplace bullying and no separate cause of action for &#8220;Mobbing&#8221;. Liability is based on the employer&#8217;s duty of consideration (R\u00fccksichtnahmepflicht) under Section 241 (2) of the German Civil Code (BGB): the employer must take account of the employee&#8217;s rights, legal interests and welfare and protect the employee against health risks, including psychological ones. The first headnote of the ruling reads:<\/p>\r\n<blockquote style=\"margin:1.6rem 0;padding:1.2rem 1.5rem;background:rgba(194,85,49,.08);border-left:3px solid var(--terra);border-radius:0 14px 14px 0\">\r\n  <p style=\"font-style:italic;margin-bottom:.7rem\">\u201eNach \u00a7 241 Abs. 2 BGB ist der Arbeitgeber verpflichtet, auf das Wohl und die berechtigten Interessen des Arbeitnehmers R\u00fccksicht zu nehmen, ihn vor Gesundheitsgefahren, auch psychischer Art, zu sch\u00fctzen und ihn keinem Verhalten auszusetzen, das bezweckt oder bewirkt, dass seine W\u00fcrde verletzt oder ein von Einsch\u00fcchterungen, Anfeindungen, Erniedrigungen, Entw\u00fcrdigungen oder Beleidigungen gekennzeichnetes Umfeld geschaffen wird.&#8221;<\/p>\r\n  <p style=\"margin-bottom:.7rem\">&#8220;Under Section 241 (2) BGB the employer is obliged to take account of the employee&#8217;s welfare and legitimate interests, to protect the employee against health risks, including psychological ones, and not to expose the employee to conduct whose purpose or effect is to violate the employee&#8217;s dignity or to create an environment characterised by intimidation, hostility, degradation, humiliation or insults.&#8221;<\/p>\r\n  <p style=\"font-size:.85rem;color:var(--ink-soft);margin:0\">LAG Mecklenburg-Vorpommern, judgment of 24 June 2025 \u2014 5 SLa 20\/25, headnote 1 \u2014 own translation<\/p>\r\n<\/blockquote>\r\n<p>This formula matches word for word the definition of harassment (Bel\u00e4stigung) in Section 3 (3) of the General Equal Treatment Act (AGG). The difference lies in the scope: Section 3 (3) AGG requires a link to a protected characteristic listed in Section 1 AGG (such as ethnic origin, gender, religion, disability or age), while the duty under Section 241 (2) BGB protects every employee regardless of such a characteristic. The court followed the established case law of the Federal Labour Court (BAG, judgment of 15 September 2016 \u2013 8 AZR 351\/15).<\/p>\r\n\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Why is the employee&#8217;s own perception not enough?<\/h3>\r\n<p>German labour courts assess the conduct of supervisors and colleagues from the standpoint of an objective observer, not through the eyes of the person who feels bullied. The third headnote of the ruling puts it plainly:<\/p>\r\n<blockquote style=\"margin:1.6rem 0;padding:1.2rem 1.5rem;background:rgba(194,85,49,.08);border-left:3px solid var(--terra);border-radius:0 14px 14px 0\">\r\n  <p style=\"font-style:italic;margin-bottom:.7rem\">\u201eOb die R\u00fccksichtnahmepflicht verletzt ist, richtet sich danach, wie das Verhalten des Arbeitgebers, von Vorgesetzten oder von Kollegen bei objektiver Betrachtung zu bewerten ist, nicht aber danach, wie der betroffene Arbeitnehmer dies subjektiv empfindet.&#8221;<\/p>\r\n  <p style=\"margin-bottom:.7rem\">&#8220;Whether the duty of consideration has been breached depends on how the conduct of the employer, of supervisors or of colleagues is to be assessed objectively, not on how the affected employee subjectively perceives it.&#8221;<\/p>\r\n  <p style=\"font-size:.85rem;color:var(--ink-soft);margin:0\">LAG Mecklenburg-Vorpommern, judgment of 24 June 2025 \u2014 5 SLa 20\/25, headnote 3 \u2014 own translation<\/p>\r\n<\/blockquote>\r\n<p>For affected employees this objective test has an uncomfortable consequence: genuine, medically documented distress does not by itself create a claim. What matters is whether a neutral third party would classify the individual incidents as degradation, hostility or exclusion. This is exactly where the claim failed: in the court&#8217;s assessment the incidents reflected everyday workplace tensions, not a campaign directed against the employee.<\/p>\r\n\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Where is the line between an ordinary conflict and bullying?<\/h3>\r\n<p>Conflicts, differences of opinion and legitimate criticism are part of working life and, according to the case law, do not normally breach the duty of consideration even if they continue over a longer period (headnote 2 of the ruling). The line is crossed only where conduct has the purpose or effect of violating the employee&#8217;s dignity and creating a hostile environment. The courts apply an overall assessment (Gesamtschau): individual acts that are neutral in isolation can amount to a violation when taken together (BAG, judgment of 28 October 2010 \u2013 8 AZR 546\/09, and BAG, judgment of 15 September 2016 \u2013 8 AZR 351\/15).<\/p>\r\n<p>The reasoning of the judgment shows how strictly this standard is applied. Instructions to record overtime separately or to coordinate holidays with the substitute were classified as ordinary organisational rules within the employer&#8217;s right to issue instructions (Direktionsrecht, Section 106 of the Trade Regulation Act, GewO), not as harassment (para. 59). Criticism from the ward manager was permissible because it addressed the employee&#8217;s work, not her person (para. 58). Information gaps, such as a roster changed without notice, breach the duty only where information is deliberately withheld in order to obstruct the employee&#8217;s work (para. 60).<\/p>\r\n<p>The court&#8217;s treatment of the colleague&#8217;s drastic language after the lift incident is particularly instructive. The wording was rude, but the court did not regard it as an insult: the colleague vented her anger at the situation and did not attack the employee personally, as would have been the case with wording aimed directly at her as a person (para. 64). At the same time the court made clear that deliberately and repeatedly misspelling someone&#8217;s name can be a means of degradation. That allegation failed only because the employee did not specify who had intentionally misspelled her first name, when and on what occasion (para. 55). This detail shows how much depends on the quality of the factual submission.<\/p>\r\n\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">What claims are available in a genuine bullying case?<\/h3>\r\n<p>Where bullying is established, the employer is liable on several grounds. The contractual claim follows from Section 280 (1) sentence 1 BGB in conjunction with Section 241 (2) BGB. In the event of damage to health the employee can demand fair monetary compensation for non-material damage (billige Entsch\u00e4digung in Geld, colloquially Schmerzensgeld) under Section 253 (2) BGB. In parallel, tort claims under Section 823 (1) BGB and Section 831 (1) BGB come into consideration.<\/p>\r\n<p>Of particular practical importance is Section 278 sentence 1 BGB: the employer is also liable for culpable violations committed by supervisors and colleagues whom it uses as agents in performing its obligations (Erf\u00fcllungsgehilfen). The requirement is a close substantive connection between the harmful conduct and the tasks assigned. The case law regularly affirms this connection where the perpetrator has authority to give instructions to the affected employee (para. 48 of the judgment, referring to BAG, judgment of 15 September 2016 \u2013 8 AZR 351\/15). An employee bullied by their own supervisor can therefore claim directly against the employer.<\/p>\r\n<p>If the hostile conduct is linked to a protected characteristic under Section 1 AGG, an additional compensation claim arises under Section 15 (2) AGG. Here speed is essential: the claim must be asserted in writing within two months (Section 15 (4) AGG), unless a collective agreement provides otherwise.<\/p>\r\n\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">How is bullying proven before a German labour court?<\/h3>\r\n<p>The burden of presentation and proof (Darlegungs- und Beweislast) for all elements of the claim lies with the employee. The employee must describe the individual incidents specifically and place them in time (para. 52 of the judgment, referring to BAG, judgment of 14 November 2013 \u2013 8 AZR 813\/12). Sweeping descriptions of a &#8220;poisoned atmosphere&#8221; are not sufficient. How proceedings before a German labour court work in general is explained in our article on <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/german-labour-court\/\">the German labour court<\/a>.<\/p>\r\n<p>The case also corrects a widespread misconception: a bullying diary (Mobbingtagebuch) is no guarantee of success. The employee had submitted such a diary and still lost, because the documented incidents did not amount to a violation when assessed objectively. The diary secures the factual basis, but it cannot replace the legal quality of the incidents themselves. In addition, the employee must establish causation between the violations and the damage to health. The first-instance court had already criticised the absence of medical findings supporting that link. Anyone seeking compensation therefore needs meaningful medical documentation alongside a complete record of the incidents.<\/p>\r\n\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">What should affected employees do now?<\/h3>\r\n<p>Anyone who feels systematically targeted at work should document every incident promptly and precisely: date, time, place, participants, witnesses, the wording used as literally as possible and their own reaction. Relevant e-mails, chat messages, rosters and minutes should be preserved. This documentation later determines whether the submission before the court reaches the required level of detail.<\/p>\r\n<p>In parallel, employees have a right of complaint under Section 84 (1) of the Works Constitution Act (BetrVG): every employee may complain to the competent bodies of the establishment if they feel disadvantaged or treated unjustly, and may involve a member of the works council (Betriebsrat). No disadvantages may arise from raising the complaint (Section 84 (3) BetrVG). Health effects should be treated by a doctor from an early stage so that diagnoses and their course are documented.<\/p>\r\n<p>Deadlines require close attention. Many employment and collective agreements contain preclusion periods (Ausschlussfristen) of only a few months, after which claims lapse. The standard limitation period is three years (Sections 195, 199 (1) BGB). For claims under the AGG, the short two-month period of Section 15 (4) AGG applies. Before resigning because of bullying, employees should seek legal advice: a self-termination can trigger a benefit suspension period (Sperrzeit) for unemployment benefit and does not improve the evidential position. A negotiated exit is sometimes the better route \u2014 see our article on the <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/aufhebungsvertrag-termination-agreement\/\">termination agreement (Aufhebungsvertrag)<\/a>.<\/p>\r\n\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">What does the ruling mean for employers?<\/h3>\r\n<p>For employers the decision confirms that professional conflict management reduces liability risks. The hospital could show that the head of nursing responded to every complaint, offered meetings and requested written statements, and that an external psychological consultant had been engaged to work on the conflicts on the ward. An employer who takes complaints seriously, moderates conflicts and documents its own steps builds a strong position for litigation. The reverse also holds: complete inaction in the face of indications of systematic hostility can itself give rise to liability under Section 280 (1) BGB in conjunction with Section 241 (2) BGB.<\/p>\r\n    <\/div>\r\n\r\n    <div class=\"hl rv\" style=\"max-width:760px\">\r\n<span class=\"eyebrow\">Checklist<\/span>\r\n  <h3>Documentation that holds up in court<\/h3>\r\n  <p>Record every incident as it happens: date, time, place, participants, witnesses and the wording used, as literally as possible, together with the context. Preserve e-mails, chats, duty rosters and minutes. Submit complaints in writing and keep copies (Section 84 BetrVG) \u2014 no disadvantages may arise from raising a complaint. Start medical treatment and collect diagnoses and certificates, because without them you cannot establish the causal link between the incidents and the damage to your health. Check the preclusion periods in your contract and any collective agreement, and remember the two-month period of Section 15 (4) AGG where a protected characteristic is involved. Obtain a legal assessment before resigning or filing a claim.<\/p>\r\n    <\/div>\r\n\r\n    <div class=\"prose rv\" style=\"font-size:1.02rem\">\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Frequently asked questions<\/h3>\r\n<p><strong>Is workplace bullying a separate legal claim in Germany?<\/strong><br>No. German law has no statutory definition of bullying and no separate cause of action. Claims arise from general rules, above all from Section 280 (1) BGB in conjunction with the duty of consideration under Section 241 (2) BGB, from Section 823 (1) BGB and, in discrimination cases, from Section 15 AGG.<\/p>\r\n<p><strong>How much compensation can be awarded for workplace bullying in Germany?<\/strong><br>There are no fixed rates. Section 253 (2) BGB provides for fair monetary compensation, the amount of which the court determines according to the severity, duration and consequences of the violation. In the case decided, the employee claimed 30,000 euros and received nothing, because no breach of duty was established at all.<\/p>\r\n<p><strong>Is a bullying diary sufficient evidence?<\/strong><br>A bullying diary (Mobbingtagebuch) helps to present incidents specifically and with dates, but on its own it is not enough. The documented incidents must objectively amount to a violation of dignity or a hostile environment, and the damage to health must be medically documented and causally linked to the incidents.<\/p>\r\n<p><strong>What deadlines apply to bullying claims in Germany?<\/strong><br>First check the preclusion periods in the employment contract and any collective agreement, which are often only a few months. The standard limitation period is three years (Sections 195, 199 (1) BGB). Compensation claims under Section 15 (2) AGG must be asserted in writing within two months (Section 15 (4) AGG).<\/p>\r\n<p><strong>Can I resign because of bullying?<\/strong><br>An extraordinary termination by the employee is possible in the event of serious breaches of duty, but it is risky. The employee bears the burden of proving good cause and the employment agency may impose a benefit suspension period (Sperrzeit). In the case before the LAG Mecklenburg-Vorpommern the employee resigned herself and her compensation claim still failed. Always obtain legal advice before taking this step.<\/p>\r\n\r\n<p style=\"font-size:.85rem;color:var(--ink-soft)\">This article is for information purposes only and does not replace legal advice in an individual case.<\/p>\r\n    <\/div>\r\n\r\n    <div class=\"mini-cta rv\"><b>Experiencing bullying at your workplace in Germany?<\/b><span style=\"color:var(--ink-soft);font-size:.92rem\">Whether documented incidents cross the threshold into bullying that triggers liability can only be assessed case by case. Send us your records \u2014 we will evaluate the prospects of a compensation claim and represent you before the employer, the works council and the court. In English, German and Polish.<\/span><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Send documents for review <span class=\"arr\">\u2192<\/span><\/a><\/div>\r\n    <div class=\"prose rv\" style=\"margin-top:1.5rem\">\r\n      <h3 style=\"font-size:1.1rem\">Related topics<\/h3>\r\n      <div class=\"chips\" style=\"margin-top:.8rem\">\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/german-labour-court\/\">The German labour court \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/immediate-dismissal-germany\/\">Summary dismissal in Germany \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/aufhebungsvertrag-termination-agreement\/\">Termination agreement \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/notice-periods-germany\/\">Notice periods in Germany \u2192<\/a>\r\n      <\/div>\r\n    <\/div>\r\n  <\/div>\r\n<\/article>\r\n\r\n<section class=\"sec alt\">\r\n  <div class=\"wrap\">\r\n    <div class=\"lawyer rv\">\r\n      <img decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/dr-artur-barczewski.webp\" alt=\"Dr Artur Barczewski\" loading=\"lazy\">\r\n      <div>\r\n        <b>Dr Artur Barczewski<\/b>\r\n        <div class=\"role\">Rechtsanwalt \u00b7 attorney (PL)<\/div>\r\n        <p>Author of this article. Represents clients across Germany in English, German and Polish. <a href=\"https:\/\/bwlaw.de\/en\/team\/artur-barczewski\/\">View profile \u2192<\/a><\/p>\r\n      <\/div>\r\n    <\/div>\r\n  <\/div>\r\n<\/section>\r\n\r\n<section class=\"cta-end\">\r\n  <div class=\"glow\"><\/div>\r\n  <div class=\"wrap\">\r\n    <span class=\"eyebrow rv\">Contact<\/span>\r\n    <h2 class=\"rv d1\">Does your situation look similar?<\/h2>\r\n    <p class=\"rv d2\">Every case has details that change the outcome. Describe yours \u2014 you will receive a specific answer and a fee estimate.<\/p>\r\n    <div class=\"row rv d3\">\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Describe your case <span class=\"arr\">\u2192<\/span><\/a>\r\n      <a href=\"tel:+4933555310969\" class=\"phone\">\u260e +49 335 553 10969<\/a>\r\n    <\/div>\r\n  <\/div>\r\n<\/section>\r\n\r\n<footer>\r\n  <div class=\"wrap\">\r\n    <div class=\"foot-grid\">\r\n      <div>\r\n        <div class=\"foot-brand\"><img loading=\"lazy\" decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/logo-bw.png\" alt=\"BWLAW logo\" width=\"38\" height=\"26\"><\/div>\r\n        <p>Kanzlei Dr. Barczewski &amp; Dr. Wr\u00f3blewska GbR<br>Rudolf-Breitscheid-Stra\u00dfe 10<br>15230 Frankfurt (Oder), Germany<br><a href=\"tel:+4933555310969\">+49 335 553 10969<\/a> \u00b7 <a href=\"mailto:info@bwlaw.de\">info@bwlaw.de<\/a><\/p>\r\n      <\/div>\r\n      <div>\r\n        <div class=\"foot-h\">Practice areas<\/div>\r\n        <ul>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/construction-law\/\">Construction law and VOB\/B<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/\">Dismissal in Germany<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/debt-collection\/\">Debt collection in Germany<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/company-formation\/\">Companies and incorporation<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/defective-car-from-germany\/\">Defective car from Germany<\/a><\/li>\r\n        <\/ul>\r\n      <\/div>\r\n      <div>\r\n        <div class=\"foot-h\">Information<\/div>\r\n        <ul>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/\">Home<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\">Knowledge base<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/impressum\/\">Imprint<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/privacy-policy\/\">Privacy policy<\/a><\/li>\r\n        <\/ul>\r\n      <\/div>\r\n    <\/div>\r\n    <div class=\"foot-bottom\">\r\n      <span>\u00a9 2026 BWLAW \u00b7 Kanzlei Dr. Barczewski &amp; Dr. Wr\u00f3blewska GbR<\/span>\r\n      <span>Rechtsanw\u00e4lte \u00b7 attorneys \u00b7 Frankfurt (Oder)<\/span>\r\n    <\/div>\r\n  <\/div>\r\n<\/footer>\r\n\r\n<div class=\"sticky-cta\">\r\n  <a href=\"tel:+4933555310969\" class=\"call\">\u260e Call<\/a>\r\n  <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"book\">Describe your case<\/a>\r\n<\/div>\r\n\r\n<script type=\"application\/ld+json\">\r\n{\r\n  \"@context\": \"https:\/\/schema.org\",\r\n  \"@graph\": [\r\n    {\r\n      \"@type\": \"Article\",\r\n      \"headline\": \"Workplace bullying in Germany: when can employees claim compensation?\",\r\n      \"description\": \"Workplace bullying (Mobbing) and harassment in Germany: ruling 5 SLa 20\/25 shows the objective test, burden of proof and deadlines for compensation claims.\",\r\n      \"inLanguage\": \"en\",\r\n      \"author\": {\r\n        \"@type\": \"Person\",\r\n        \"name\": \"Dr Artur Barczewski\",\r\n        \"url\": \"https:\/\/bwlaw.de\/en\/team\/artur-barczewski\/\"\r\n      },\r\n      \"publisher\": {\r\n        \"@type\": \"LegalService\",\r\n        \"name\": \"BWLAW \u2013 Kanzlei Dr. Barczewski & Dr. Wroblewska GbR\",\r\n        \"url\": \"https:\/\/bwlaw.de\/\"\r\n      },\r\n      \"datePublished\": \"2026-08-10\",\r\n      \"dateModified\": \"2026-08-10\",\r\n      \"mainEntityOfPage\": \"https:\/\/bwlaw.de\/en\/knowledge-base\/workplace-bullying-germany\/\"\r\n    },\r\n    {\r\n      \"@type\": \"FAQPage\",\r\n      \"mainEntity\": [\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Is workplace bullying a separate legal claim in Germany?\",\r\n          \"acceptedAnswer\": {\r\n            \"@type\": \"Answer\",\r\n            \"text\": \"No. German law has no statutory definition of bullying and no separate cause of action. Claims arise from general rules, above all from Section 280 (1) BGB in conjunction with the duty of consideration under Section 241 (2) BGB, from Section 823 (1) BGB and, in discrimination cases, from Section 15 AGG.\"\r\n          }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"How much compensation can be awarded for workplace bullying in Germany?\",\r\n          \"acceptedAnswer\": {\r\n            \"@type\": \"Answer\",\r\n            \"text\": \"There are no fixed rates. Section 253 (2) BGB provides for fair monetary compensation, the amount of which the court determines according to the severity, duration and consequences of the violation. In the case decided, the employee claimed 30,000 euros and received nothing, because no breach of duty was established at all.\"\r\n          }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Is a bullying diary sufficient evidence?\",\r\n          \"acceptedAnswer\": {\r\n            \"@type\": \"Answer\",\r\n            \"text\": \"A bullying diary (Mobbingtagebuch) helps to present incidents specifically and with dates, but on its own it is not enough. The documented incidents must objectively amount to a violation of dignity or a hostile environment, and the damage to health must be medically documented and causally linked to the incidents.\"\r\n          }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"What deadlines apply to bullying claims in Germany?\",\r\n          \"acceptedAnswer\": {\r\n            \"@type\": \"Answer\",\r\n            \"text\": \"First check the preclusion periods in the employment contract and any collective agreement, which are often only a few months. The standard limitation period is three years (Sections 195, 199 (1) BGB). Compensation claims under Section 15 (2) AGG must be asserted in writing within two months (Section 15 (4) AGG).\"\r\n          }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Can I resign because of bullying?\",\r\n          \"acceptedAnswer\": {\r\n            \"@type\": \"Answer\",\r\n            \"text\": \"An extraordinary termination by the employee is possible in the event of serious breaches of duty, but it is risky. The employee bears the burden of proving good cause and the employment agency may impose a benefit suspension period (Sperrzeit). In the case before the LAG Mecklenburg-Vorpommern the employee resigned herself and her compensation claim still failed. Always obtain legal advice before taking this step.\"\r\n          }\r\n        }\r\n      ]\r\n    }\r\n  ]\r\n}\r\n<\/script>\r\n","protected":false},"excerpt":{"rendered":"<p>Construction Debt collection Companies Employment law Cars Knowledge base EN DE PL Contact a lawyer \u2192 \u2630 Home\/Knowledge base\/Employment law Employment law Workplace bullying in Germany: when can employees claim compensation? A nurse claimed 30,000 euros in compensation from her hospital for workplace bullying (Mobbing) and lost in two instances. The Regional Labour Court of [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":4417,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"template-bwlaw-page.php","meta":{"footnotes":"","rank_math_title":"Workplace bullying & harassment in Germany: claims | BWLAW","rank_math_description":"Workplace bullying (Mobbing) and harassment in Germany: ruling 5 SLa 20\/25 shows the objective test, burden of proof and deadlines for compensation claims.","rank_math_focus_keyword":"workplace bullying germany","rank_math_robots":[]},"class_list":["post-5172","page","type-page","status-publish","hentry"],"bwlaw_import":{"lang":"en","template":"template-bwlaw-page.php"},"_links":{"self":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/5172","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/comments?post=5172"}],"version-history":[{"count":0,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/5172\/revisions"}],"up":[{"embeddable":true,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/4417"}],"wp:attachment":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/media?parent=5172"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}