Bosch termination notice – your rights as an affected party
hire a lawyer now
Received a termination notice? What affected Bosch employees should know legally now.
Bosch is cutting around 22,000 jobs in Germany by 2030. Those who have received a notice of termination are often under pressure and faced with questions that need to be answered quickly. Rogert & Ulbrich represent Bosch employees in employment law matters: reviewing their termination notices, negotiating severance packages, and representing them in labor court.
Enforce legal claims in just 3 steps
Simple, convenient & fast – we enforce your rights.
commissioning
Give us your mandate easily and conveniently via online form from home.
1lawsuit & trial
We will take care of all the remaining steps for you. Sit back and relax.
2Success
We will successfully enforce your claim and you can enjoy the success immediately.
3What's happening at Bosch right now
Since 2024, Bosch Mobility has announced a wave of job cuts totaling approximately 22,000 positions at its German locations. In the second round of announcements alone, in autumn 2025, an additional 13,000 jobs were slated for elimination. The Stuttgart-Feuerbach, Schwieberdingen, Bühl, Homburg, and Schwäbisch Gmünd plants are particularly affected. Negotiations between management and the works council have stalled; they were declared a failure at the end of 2025.
For thousands of employees, this means uncertainty, termination letters, or offers of severance agreements with a short decision deadline. Both have legal consequences that can only be properly assessed if you know what to look out for.
Have you received a notice of termination or a settlement offer from Bosch? Have both reviewed before taking any action.
We will take care of your case – quickly & with commitment.
Your rights in the event of termination by Bosch
Dismissals as part of a mass layoff are not automatic. Bosch must adhere to specific procedural steps, and errors in these steps render a dismissal invalid. This applies primarily to three areas:
- Mass redundancy notification (§ 17 KSchG): Before announcing mass layoffs, Bosch must fully inform the Federal Employment Agency. If the notification is incorrect or incomplete, all affected dismissals are invalid.
- Works council consultation (§ 102 Works Constitution Act): The works council must be properly consulted before every single dismissal. Errors in the consultation process render the specific dismissal invalid – even if the job cuts themselves would be justified.
- Social selection (§ 1 para. 3 KSchG): Bosch must consider social criteria when selecting employees for dismissal: age, length of service, maintenance obligations, and disability. A flawed social selection process is a frequent point of contention in labor courts.
In addition, the following applies: unfair dismissal claim The appeal must be submitted within three weeks of receiving the notice of termination. Anyone who misses this deadline forfeits the right to contest the termination – permanently.
Received a notice of termination? The three-week deadline is approaching. Take action before it expires.
Severance pay: What are the possibilities?
The social plan that Bosch has negotiated or is still negotiating with the works council regulates the Amount of severance pay based on a formula including length of service, age, and salary. This is the minimum limit – there is no upper limit.
Those who file a wrongful dismissal claim can negotiate a higher severance payment during the proceedings. This is especially true if the dismissal has formal or substantive weaknesses – and such weaknesses are not uncommon in mass layoffs of this magnitude. Most cases do not end with a judgment, but with a settlement that is significantly more favorable for those affected than the social plan.
Bosch has offered you a severance package? Before you agree, have your financial situation reviewed to determine what is actually possible.
Termination agreement – review first, then sign
Many Bosch employees don't receive a termination letter, but rather an offer of a mutual termination agreement. This is simpler for Bosch – but comes with risks for you. You waive the right to file a claim for unfair dismissal. Furthermore, the employment agency can impose a waiting period of up to twelve weeks during which no unemployment benefits will be paid.
At the same time, a termination agreement can be negotiated: severance pay amount, termination date, release from work, wording of the reference letter. What Bosch offers first is not necessarily the last possible option.
Received a termination agreement from Bosch? Don't sign anything until you know what you're giving up and what you could potentially gain.
Special protection against dismissal – who is better protected?
Not all Bosch employees can be treated equally. Certain groups are subject to stricter requirements or even prohibitions on dismissal – regardless of the scale of the job cuts.
- Severely disabled persons: The Integration Office must give its consent before a dismissal can take place (§ 168 SGB IX). If this consent is lacking, the dismissal is invalid.
- Pregnant women: During pregnancy and until four months after childbirth, there is a legal prohibition against dismissal (§ 17 MuSchG).
- Parental leave: Dismissal during parental leave is generally prohibited (§ 18 BEEG). Exceptions are narrowly defined and require official approval.
- Works council members: Ordinary dismissals are generally excluded for members of the works council (§ 15 KSchG).
If you belong to one of these groups and have still received a notice of termination, it is highly likely to be invalid.
Special protection against dismissal And still received a termination notice? Have it checked immediately.
What you should do now
Regardless of whether you have received a notice of termination or a termination agreement: The most important rule is not to sign under time pressure or to let deadlines expire.
- Secure your deadline: When giving notice of termination, be sure to keep the three-week deadline in mind. It begins on the day you receive the notice of termination.
- Register as a job seeker: Register as a job seeker with the employment agency as early as possible – otherwise you risk a reduction in your unemployment benefits.
- Check your legal expenses insurance: Many legal expenses insurance policies cover employment law disputes. Clarify this before your first consultation with a lawyer – the insurance company will then usually cover the costs.
- Secure documents: Keep your employment contract, payslips, notice of termination or offer of termination, and all other relevant documents readily available.
Do you know if your legal expenses insurance covers employment law? That's the first question worth clarifying.
FAQs – Frequently Asked Questions about the Mass Layoff at Bosch
Rogert & Ulbrich – Your lawyers in employment law
Rogert & Ulbrich represent employees in cases of dismissal, severance negotiations, and unfair dismissal claims. Dr. Marco Rogert and Tobias Ulbrich will guide you from the initial review to a settlement – both out of court and before the labor court.
Have you received a notice of termination or a settlement offer from Bosch? Get in touch and protect your rights.
Professional advice & support
We offer you a professional and comprehensive initial consultation in the field of employment law. Take advantage of this opportunity and avoid mistakes.
