Workplace Trust Erodes as Sick Notes Rise and Dismissals Take Ten Minutes
10.06.2026 - 06:15:43 | boerse-global.de
New data shows that in 2025, employees averaged 17 sick days per person — up from 13 in 2021. A YouGov survey suggests that not all of those absences are genuine. According to a study by the Pronova BKK health insurer, 60% of respondents admitted to calling in sick at least once despite feeling well enough to work.
Experts warn that repeated false sick notes can trigger legal consequences for employees. Employers carry a heavy burden of proof, however, and successful challenges remain rare.
Termination Meetings Clock in at Under Ten Minutes
A separate study by HR WORKS, published in April 2026, paints a bleak picture of how employers handle dismissals. Among more than 6,000 participants, 63% reported that their termination meeting lasted no longer than ten minutes. Only about a third were given a real opportunity to present their side of the story. Fewer than half considered the reasons given for their dismissal to be understandable.
While German firms face growing scrutiny over rushed dismissals, UK employers must also watch their step — especially when it comes to health & safety documentation. Missing risk assessments or outdated checklists can lead to hefty fines and legal action. A free toolkit provides ready-to-use templates that help you stay compliant with UK regulations. Download the free Health & Safety Toolkit
The findings raise questions about fairness and due process in corporate termination procedures.
TV Comments Cost Public Employee His Job
One high-profile case illustrates how quickly employers can act. A long-serving employee of Bremen’s job center was fired without notice in June 2026 after appearing in a television documentary. During the broadcast, he claimed that a significant portion of benefit recipients submit false information. He also said the agency’s main function was simply disbursing money.
The city of Bremen justified the termination by pointing to an unauthorized interview and what it called defamation of an entire population group. The responsible social senator stated that the employee’s assertions were completely baseless. The former employee plans to challenge the decision in court.
Spanish and Turkish Courts Uphold Dismissals for Time Fraud
Beyond Germany, court rulings have reinforced strict standards on workplace honesty. A labor court in Alicante, Spain, upheld the firing of a logistics worker who had repeatedly clocked in well before her shift started over several months, despite prior warnings. The court ruled the practice amounted to insubordination and time theft — by starting early and stamping in, she aimed to leave earlier even though she wasn't working.
In a similar vein, Turkey’s Court of Cassation confirmed the dismissal of a human resources manager who marked a colleague’s time card as present when that colleague was absent. In both cases, the judges found the trust between employer and employee so badly damaged that continuing the working relationship was no longer tolerable.
Just as courts across Europe are upholding strict standards on workplace honesty, UK employers must ensure their health & safety compliance is equally robust. The Health & Safety at Work Act 1974 sets clear legal duties — and falling short can be costly. A free toolkit offers nine practical tools, including risk assessments and checklists, to help you meet your obligations. Get the free Health & Safety at Work Act 1974 Toolkit
Courts Clarify Rules for Special Employment Situations
German labor courts have also delivered important decisions governing specific workplace scenarios:
- Apprenticeship termination: The Federal Labor Court ruled that an apprenticeship can be ended on strong suspicion of a criminal offense — for example, unexplained cash shortages. The exact topic of a termination hearing does not have to be disclosed in advance when the dismissal is based on suspicion.
- Warning limits: A ruling by the Berlin Regional Court established that an employer’s right to terminate a contract can be "consumed." If the employer previously issued a formal warning for a particular incident, a later dismissal based on the same facts is generally invalid.
- Minimum wage protections: The Berlin Labor Court decided that terminations are invalid if their sole purpose is to count bonuses or special payments toward the statutory minimum wage. The minimum wage compensates regular work time — offsetting it against extra benefits is not allowed.
