Three-week claim period
An unfair-dismissal claim generally has to be filed within three weeks after receipt.
Berlin and across Germany
Berlin and across Germany
Summary Dismissal – Lawyer
A summary dismissal requires a quick assessment because deadlines are short. I review the allegation, the dismissal letter, and the next steps.
For Summary Dismissal, these points are especially important:
- ›An unfair-dismissal claim generally has to be filed within three weeks after receipt.
- ›The alleged facts must make continuation until ordinary notice expiry unreasonable.
- ›For controllable conduct, it often matters whether a prior warning was required.
- ›An extraordinary dismissal must generally follow promptly after knowledge of the decisive facts.
The first step is to clarify: Whether the allegation supports a serious reason, whether a warning was missing, and which claim deadline applies.
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Specific issues in this Summary Dismissal case
Serious reason
The alleged facts must make continuation until ordinary notice expiry unreasonable.
Warning and proportionality
For controllable conduct, it often matters whether a prior warning was required.
Employer decision period
An extraordinary dismissal must generally follow promptly after knowledge of the decisive facts.
Frequently asked questions about Summary Dismissal
What should I document first in a Summary Dismissal case?
An unfair-dismissal claim generally has to be filed within three weeks after receipt.
Which records and information are especially important now?
The alleged facts must make continuation until ordinary notice expiry unreasonable.
What does the legal assessment of my case depend on?
For controllable conduct, it often matters whether a prior warning was required.
Which next steps make sense in my situation?
An extraordinary dismissal must generally follow promptly after knowledge of the decisive facts.
Mandant
a week ago
Highly competent and professional advice. Dr. Lerch works in a structured, efficient, and solution-oriented manner. I was particularly impressed by his ability to clearly and concisely explain complex legal issues and derive concrete courses of action from them. Agreements were reliably kept, feedback was prompt, and communication was consistently straightforward and professional. I was very satisfied with the advice and can wholeheartedly recommend Dr. Lerch!
Mandant
3 weeks ago
Dr. Lerch promptly returned my initial inquiry, and we were quickly able to schedule a personal consultation. He professionally addressed my concerns and took action. Any questions I had were answered quickly; he was friendly, empathetic, and offered a highly professional and honest opinion. I would definitely consult him again for legal advice.
Mandant
4 months ago
Mr. Lerch provided me with highly professional, calm, and dedicated support throughout my legal proceedings. I particularly appreciated his honest assessment of my case and the clear communication he maintained throughout the entire process. Thanks to his strategy and preparation, we achieved a significantly better outcome than originally anticipated in the penalty order. I felt well-advised and taken seriously at all times. I can therefore wholeheartedly recommend Mr. Lerch and thank him again for his support. B. Paal
How the initial review works
Step 1
Describe the facts
Whether the allegation supports a serious reason, whether a warning was missing, and which claim deadline applies.
Step 2
Review evidence and deadlines
An unfair-dismissal claim generally has to be filed within three weeks after receipt.
Step 3
Assess the risks
For controllable conduct, it often matters whether a prior warning was required.
Step 4
Set the next step
An extraordinary dismissal must generally follow promptly after knowledge of the decisive facts.
About Dr. Lerch
For Summary Dismissal, Dr. Philipp Lerch focuses on the specific evidence, deadlines, and a direct legal strategy.
Related pages
Employment law
Whether the allegation supports a serious reason, whether a warning was missing, and which claim deadline applies.
Dismissal
The alleged facts must make continuation until ordinary notice expiry unreasonable.
Severance pay
For controllable conduct, it often matters whether a prior warning was required.