English · Deutsch – Schwerbehinderung im Arbeitsverhältnis
Severe disability and qualifying equivalent status can engage additional employment rights. These include particular dismissal safeguards, participation rights and workplace-related obligations.
What needs checking
Prior Integration Office consent is generally required for an employer’s dismissal within the protected regime, but statutory exceptions must be checked. The employee’s status, length of service and the timing of notification can matter.
Practical next steps
Review support and adjustments before contemplating termination. Coordinate any authority procedure with employee representation and the dismissal timetable. Avoid assumptions based on a medical label or an incomplete personnel record.
Prepare for the review
Send the relevant contract or policy, a short chronology, the correspondence and any document showing a deadline. Explain the outcome you need and any steps already taken.
Read the full topic guide and legal sources · All services
Updated: 8 November 2026.
Further practical examples
Illustrative scenarios; these are not reports of client matters or promised outcomes.
Scenario 1
A recognised equivalent disability status becomes known before dismissal. The process is reassessed against status and timing.
Scenario 2
An employee needs technical workplace aids. Appropriate adjustments and responsibilities are coordinated.
Scenario 3
Restructuring affects a severely disabled employee. Alternative work, participation and required approvals are examined before dismissal.