Termination at Bosch in Stuttgart – Your rights as an affected party
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What Bosch employees in Stuttgart and the surrounding region now need to know legally
Bosch is cutting around 22,000 jobs by 2030 – the majority of which are in the greater Stuttgart area. Those who have received a notice of termination or a severance offer in Stuttgart-Feuerbach, Schwieberdingen, or another location in the region are often under considerable time pressure. Rogert & Ulbrich represent Bosch employees in employment law matters: reviewing their termination notices and negotiating higher compensation. severance pay and before the Stuttgart Labour Court.
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3What's currently happening at Bosch in Stuttgart and the region
Stuttgart and the surrounding economic center of Baden-Württemberg are at the heart of Bosch's job cuts. Thousands of jobs at the Stuttgart-Feuerbach site – the company's historic main plant – as well as in Schwieberdingen and the adjacent Rems-Murr district are affected by the planned reductions. Since 2024, Bosch Mobility has announced a total of around 22,000 job cuts for German locations in several rounds of announcements; 13,000 of these were added in the second round alone, in autumn 2025.
Negotiations between management and the works council were declared to have failed at the end of 2025. For employees in the Stuttgart area, this means: termination letters or offers of severance agreements with short deadlines for a decision. Both have legal consequences that are difficult to assess reliably without legal review.
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's possible for Bosch employees in Stuttgart
The social plan that Bosch has negotiated, or is still negotiating, with the works council establishes a severance payment formula based on length of service, age, and salary. This is the minimum – not the maximum.
Anyone filing a wrongful dismissal claim with the Stuttgart Labor Court can negotiate a higher severance payment during the proceedings. This is especially true if the dismissal has formal or substantive weaknesses – not uncommon in mass layoffs of this scale. Most of these cases end with a court settlement that is significantly more favorable for the affected employees than the standard social plan payment.
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 at the Stuttgart locations are not receiving a termination letter, but rather an offer of a mutual termination agreement. This is simpler for Bosch from an organizational standpoint – but it comes with specific risks for you. You are waiving the right to file a claim for unfair dismissal. Furthermore, the Federal 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 on key points: severance pay amount, termination date, release from work, and the 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
Whether it's a termination or a settlement agreement: the most important rule is neither to sign under time pressure nor to let deadlines expire.
- Secure your deadline: When giving notice of termination, keep the three-week deadline in mind immediately. 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, pay slips, notice of termination or severance offer 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 Terminating Your Contract at Bosch
Rogert & Ulbrich – Your lawyers in employment law
Rogert & Ulbrich represent employees nationwide in cases of dismissal, severance negotiations, and unfair dismissal claims – including Bosch employees at locations in the greater Stuttgart area. Dr. Marco Rogert and Tobias Ulbrich will guide you from the initial legal review to the final settlement.
The law firm represents clients both out of court and in labor court. Whether it's a wrongful dismissal claim, negotiating a higher severance payment, or reviewing a termination agreement: Rogert & Ulbrich handles all relevant steps for you.
Have you received a notice of termination or a settlement offer from Bosch? Get in touch and protect your rights.
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