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Dismissal Trap: These tricks can help you get fired

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Many employees are covered by legal protection against dismissal and cannot simply be kicked out by the company. Actually. Because bosses and employers can be resourceful when it comes to getting rid of employees. In fact, there are a few nasty tricks that can be used to fire unwelcome employees. Not directly - but via detours that don't look like it at all. Here you can find out which termination traps are used to terminate employment relationships and how you should react ...

➠ Content: This is what awaits you

➠ Content: This is what awaits you

Dismissal trap: why do employers use such tricks?

First of all, the question arises: Why do employers even use termination traps? The employment relationship of an affected employee could ultimately also be terminated in the normal way. Or? Fortunately for employees, it is not that easy to unilaterally terminate an employment contract. Rather, the boss needs - as long as the legal protection against dismissal applies, which is the case with a company with more than ten employees and a period of employment of more than six months - a valid reason to issue a notice of termination.

According to the law, it can be an operational, personal, behavioral or, in exceptional cases, immediate termination.

The problem from the employer's point of view: not every employee who would like to terminate provides sufficient reasons to justify, for example, a personal termination or termination without notice. In addition, layoffs can be a very costly affair for companies. Depending on the length of service, severance payments of several thousand euros are due, which companies would like to save.

If it is not to be expected that an employee who is to be put in front of the door will quit on his own and thus all further considerations are superfluous, employers like to dig deep into the common bag of tricks and try to dissolve the employment relationship with a variety of termination traps . We introduce you to the most common termination traps, which often occur in combination to influence employees and obtain a termination.

Dismissal trap: employers use this tricky approach

Elicit insults

If the employee does not provide a reason for a termination without notice, some employers try a particularly devious trick: In order to be able to justify the dismissal without notice and thus even avoid any severance pay or labor disputes, the employee should insult the boss or companies are elicited.

For this purpose, those affected are specifically provoked in a direct conversation and brought to the palm. If you don't have a good grip on yourself in such a situation, you may not only be close to tears, but also grasp your tone - exactly what the boss was hoping for. You should also be careful when choosing the person to talk to when ventilating your frustration with your boss and your workplace. If you tell a colleague at work what a moron is sitting in the executive chair, you never know exactly who this information about you will end up with.

Dish out lies

Another dismissal trap are various lies and fabricated stories or supposed facts that employees are confronted with. Here, companies take advantage of the nervousness and ignorance of many employees in matters of labor law. For example, a termination is issued as absolutely lawful and sold as an already final decision, although it is not legally justifiable at all and could be challenged at any time. Here, however, employees are deliberately surprised and presented with seemingly accomplished facts and pressured to agree.

Psychological pressure is also built up by saying, for example, that colleagues regularly complain about the employee concerned or that the employee is increasingly becoming a burden for the entire team. This is intended to cause the employee to dismiss or to provoke to the extent that insulting words are used and make dismissal possible.

Targeted bullying

Bullying is also used very specifically to drive unpleasant employees out of your own company. Constant overtime, dull and boring or, on the other hand, unsolvable tasks with far too high expectations should lead to employees no longer seeing any point in their employment and leaving the company.

A termination trap that can be particularly stressful and frustrating for workers as the bullying comes from the executive floor (also known as "bossing"), who are usually turned to when problems of this type arise. If an employee is on the verge of desperation, he usually quits himself in order to get out of the professional situation.

Issue threats

Some employers also rely on specific threats, for example that an employee will face legal action, bear the costs or be liable for something if he or she disrupts the termination. While these threats are usually completely meaningless, they create enormous pressure that not everyone can withstand. For fear of possible consequences and uncertainty as to how much truth there might be behind such a threat, employees give in and accept the conditions set by the company.

Make cuts

Christmas bonus? Canceled this year. The agreed bonus? You can forget too. When companies want to get rid of an employee, they like to tighten the financial thumbscrews and reduce everything that is possible to a minimum. In any case, the satisfaction of the employee does not matter if it is to be achieved that he leaves the company. Employees either accept suggestions out of financial concern or submit the termination themselves, completely frustrated and annoyed by the employer - both scenarios with which employers willing to terminate can live very well.

Submit termination agreement

Probably one of the most common traps: the termination agreement. Employees are asked for an interview at short notice and asked to sign a termination agreement that will terminate the employment relationship in a timely manner. The person concerned is put under pressure and urged to sign immediately, otherwise the offer would be withdrawn. Anything but serious. If someone threatens you and holds out the prospect of consequences if you do not sign a contract right away, you can safely assume that it is not in your best interests to sign it.

Dismissal trap: how should you react?

If your employer tries to lure you into a termination trap, first of all do not get involved! That is easier said than done. But remember, the law is on your side. It is the aim of your employer to urge you to make an ill-considered decision and, if necessary, to help so that the employment relationship is terminated as far as possible on the terms that are most lucrative for the company. So first keep calm, don't sign anything and seek advice on labor law.

So you are on the safe side for now. At this point, however, it is also clear that you will soon start a new job, as the relationship with the current boss is probably so broken that you do not want to stay there long - but you should never show this to your current employer. This not only gives you time to look for the next job from a position that has not been terminated, but also defends your claim to a possible severance payment.

As long as you don't get involved in the resignation traps or any games on the part of your boss, you still have the upper hand and should be aware of this position of power - it is in your hands to determine the rules for how you leave the employment relationship .

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