Svenja Plonski

In its judgement of 30 January 2025 (case no. 2 AZR 68/24), the Federal Labour Court ruled that the proof of posting and the status of a notice of termination sent as a registered letter are not suitable for establishing prima facie evidence of receipt of a notice of termination.

In its judgment of 4 October 2024, the Court of Justice of the European Union ruled that an apology may be sufficient as reasonable compensation for non-material damage under Art. 82 GDPR (ECJ, judgment of 4.10.2024, Ref. C-507/23).

In a ruling dated 15 February 2024 (case reference: 3 Ca 625/23), the Nordhausen Labour Court ruled that deliberate, unprovoked video surveillance in the workplace constitutes a significant violation of the right to informational self-determination and the dignity of employees and can justify termination without notice.

In its judgement of 26 September 2024, the Duisburg Labour Court ruled that an employee is entitled to compensation in accordance with Art 82 GDPR in the amount of EUR 10,000.00 because his employer passed on health data to third parties without authorisation (Duisburg Labour Court, judgement of 26 September 2024, Ref. 3 Ca 77/24)