Termination of Mercedes Benz – Your rights as an affected party
hire a lawyer now
Received a notice of termination? What affected Mercedes-Benz employees should know legally now.
Mercedes-Benz is cutting thousands of jobs by 2027 – officially voluntarily, with some very generous severance packages on offer. But what seems attractive is not a neutral offer. Anyone who signs up relinquishes their rights. Rogert & Ulbrich advises affected Daimler and Mercedes-Benz employees: on reviewing termination agreements, negotiating better terms, and on all matters relating to the severance program.
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 Mercedes-Benz right now
The Mercedes-Benz Group AG – formerly Daimler AG – has implemented a comprehensive cost-cutting program since 2024. The goal is to save around five billion euros per year by 2027. A significant portion of these savings is to be achieved through staff reductions: up to 20,000 jobs are to be cut in Germany, primarily in indirect areas such as administration, development, and engineering.
What's special about the situation at Mercedes-Benz is that around 91,000 employees covered by collective bargaining agreements in Germany are protected from redundancies until the end of 2034 by a company agreement. Mercedes-Benz cannot simply dismiss these employees – instead, it must incentivize them to leave voluntarily with attractive severance packages. The severance program started at the beginning of April 2025 and runs until the end of March 2026.
In practice, however, employees report internal pressure: offers of talks that feel like expectations, hints of uncertain future prospects, and a climate in which the word "voluntary" seems less neutral than it sounds.
Have you received a severance offer from Mercedes-Benz or are you feeling internal pressure to leave? Have the situation and the offer reviewed before making a decision.
We will take care of your case – quickly & with commitment.
The termination agreement: What you give up – and what is negotiable
Mercedes-Benz is opting for termination agreements instead of dismissals. This is convenient for the company: no unfair dismissal proceedings, no traditional works council consultation, and no risk of the agreement being deemed invalid. For you as an employee, a termination agreement means you end your employment by mutual consent and thereby waive all the legal protections afforded to you in the case of dismissal.
This includes, in particular: the right to continued employment, the right to file a claim for protection against unfair dismissal, and potentially a portion of the entitlement to unemployment benefits – if the employment agency imposes a waiting period. Whether a waiting period is likely depends on the specific circumstances, but can be estimated in advance.
At the same time, a termination agreement isn't a form you can simply accept or reject. It's a contractual offer that can be negotiated – regarding the severance payment, the termination date, the release from work, the reference letter, and any potential non-compete clauses. What Mercedes-Benz initially offers is not necessarily the maximum.
Received a termination agreement? Don't sign anything before you know what your options are.
Severance pay amount: What is realistic?
Mercedes-Benz is paying out very high sums in individual cases as part of its current severance program. Six-figure sums are not uncommon for long-serving employees with higher salaries – in some cases, amounts exceeding €500,000 have been reported. The specific figures depend on length of service, age, salary level, and the date of signing. Offers were particularly high during the so-called "turbo period" until July 2025; the sums were reduced thereafter.
Many affected employees are asking themselves: Is the offer fair? And: Could I get more? Both questions can only be answered once the specific offer is known and the individual circumstances – contract details, length of service, any special payments, pension entitlements – have been examined. Things like company pension plans, bonuses, and stock options are not always fully covered by severance packages and can be negotiated separately.
Want to know if Mercedes-Benz's offer is reasonable? Have the figures and the draft contract reviewed.
Internal pressure and the concept of "double voluntariness"„
Mercedes-Benz is promoting the job cuts as being based on "double voluntariness": Employees cannot be dismissed against their will, nor can they leave without the company's consent. In theory, this sounds balanced. In practice, employees paint a different picture: conversations with supervisors that feel like demands being made, hints of uncertain job prospects within the company, and a climate that penalizes hesitation.
Legally, it's important to understand that if an employer exerts pressure to reach a termination agreement—for example, by threatening a dismissal that wouldn't be legally permissible—this can render the termination agreement contestable. Unlawful duress is a recognized ground for contestation under Section 123 of the German Civil Code (BGB). This requires that the threat was specific and unlawful—but it demonstrates that even seemingly amicable contract terminations can be legally challenged.
Do you feel pressured to sign a termination agreement? Have the situation assessed before you act.
Special protection: Those who don't simply have to leave
Not all Mercedes 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
The most important principle: Don't sign anything under time pressure. Unlike with a dismissal, there's no legal deadline for a termination agreement offer that compels you to act immediately. Mercedes-Benz sets its own deadlines – but these primarily benefit the company, not you. Use the time for a thorough review.
- Secure this offer: Have the complete termination agreement offer given to you in writing. Verbal agreements are not legally binding.
- Check the entire package: It's not just the severance payment that counts. Company pension schemes, bonuses, stock options, outplacement services, and the wording of the reference letter can have considerable financial value.
- Assess the risk of the curfew: Anyone who signs a termination agreement risks a waiting period of up to twelve weeks before receiving unemployment benefits. This can be assessed beforehand – do so before you agree.
- Check your legal expenses insurance: Many legal expenses insurance policies cover employment law advice. Clarify this before your first consultation with a lawyer.
Do you want to know if and how you can improve Mercedes-Benz's offerings? Get in touch before the internal deadline expires.
FAQs – Frequently Asked Questions about the Mass Layoff at Mercedes-Benz
Rogert & Ulbrich – Your lawyers in employment law
Rogert & Ulbrich represent employees in employment law matters – including termination agreements, severance negotiations, dismissals, and all issues related to workforce reduction programs. Dr. Marco Rogert and Tobias Ulbrich advise affected employees who want to know whether an offer is fair, what is negotiable, and how they can strengthen their position.
Have you received a severance offer from Mercedes-Benz or are you feeling pressured to leave the company? 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.
