Workplace discrimination is an issue that affects employees across Germany — and expats and immigrants can be particularly exposed, whether because of their national origin, language, ethnicity or religion. Figures released recently suggest that workplace discrimination is becoming more common in Germany, according to a report by The Local. If you have experienced unfair treatment at work, knowing what protections exist and moving quickly can make a real difference to the outcome. This guide walks through the key things to understand and the practical steps to take.
Germany has a dedicated anti-discrimination law — the Allgemeines Gleichbehandlungsgesetz, or AGG — which prohibits discrimination in the workplace on a number of grounds. These include ethnic origin, race, gender, religion, disability, age and sexual orientation. For many expats, the most relevant grounds are ethnic origin and religion, though the law covers a wide range of situations.
Discrimination can take many forms beyond outright dismissal. It can include being passed over for promotion without justification, receiving lower pay than comparable colleagues, being subjected to harassment or hostile comments, or being excluded from opportunities available to others. The key is that the unfair treatment is connected to one of the protected characteristics under the AGG.
One of the most important things to understand about German anti-discrimination law is that deadlines apply. The AGG sets time limits on when you can bring a claim, which means that if you wait too long, you may lose the right to pursue the matter legally — even if the discrimination was clear. Consulting a legal adviser or a recognised anti-discrimination counselling service as soon as possible after an incident is strongly recommended.
Documentation is equally critical. From the moment you experience or witness discriminatory behaviour, start keeping a written record: note the date, time, location, what was said or done, and who was present. Save any relevant emails, messages or documents. This evidence base can be essential if you decide to pursue a formal complaint or legal action later.
Here is a practical sequence to follow if you believe you have experienced workplace discrimination in Germany:
Document everything immediately. Write down what happened as soon as possible while the details are fresh. Include names, dates, what was said and any witnesses.
Check your employment contract and company policies. Many employers have internal grievance or complaints procedures. Using these formally — in writing — creates a paper trail and may be a required first step before external action.
Seek advice from a specialist. Germany has anti-discrimination counselling organisations that can advise you on your options without charge. The Antidiskriminierungsstelle des Bundes (Federal Anti-Discrimination Agency) is the national body responsible for this area — look up its official contact details to find the right support for your situation.
Consider legal representation. A lawyer specialising in employment law (Arbeitsrecht) can assess the strength of your case and advise whether a formal claim is worth pursuing. Many offer an initial consultation.
Know the time limits. Under the AGG, claims generally must be brought within a specific period from the discriminatory act. Seek advice quickly so you do not inadvertently let a deadline pass.
Several organisations in Germany support people who face discrimination. The Antidiskriminierungsstelle des Bundes offers free counselling and can help you understand whether your situation falls within the scope of the AGG. Trade unions (Gewerkschaften) are another avenue — if you are a union member, your union may provide legal support and representation.
For expats who are not yet fluent in German, many counselling services have multilingual staff or interpreters available. It is worth asking when you make first contact.
Be cautious about informal advice from colleagues or social media — the specifics of German employment and anti-discrimination law are technical, and what applies in one case may not apply in another.
The AGG applies to employees working in Germany regardless of their nationality or citizenship status. Your rights under this law are not conditional on holding a German passport or a specific type of residence permit. That said, the specifics of any situation depend on the facts, so it is advisable to seek proper legal or counselling advice rather than relying on general assurances.
The AGG places an obligation on employers to protect their employees from discrimination, including harassment by colleagues. If you report discriminatory behaviour by a colleague to your employer and the employer fails to act, the employer itself may bear responsibility. This is another reason why making complaints formally and in writing matters — it creates a record that you raised the issue.
German law provides protection against retaliation for employees who in good faith report discrimination or bring a claim under the AGG. However, the details of how this protection applies depend on the specific circumstances. If you are concerned about your job security as a result of making a complaint, discuss this with a lawyer or a counselling service before taking action.
Workplace discrimination is not something you have to accept as part of working life in Germany. The legal framework exists to protect you — but it rewards those who act promptly and document carefully. If you believe you have been discriminated against, the two most important things you can do right now are to start writing down what happened and to contact a specialist for advice. Look up the Antidiskriminierungsstelle des Bundes and your trade union if you are a member, and consider speaking to an employment lawyer about your specific situation.
Source: The Local
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