Can Bayer dismiss me for operational reasons?

Not until the end of 2026: operational dismissals are ruled out in Germany under the agreement with employee representatives. From 2027 the picture changes: Bayer has announced that it will, if necessary, dismiss for operational reasons employees whose position has been eliminated and who haven't left by the end of 2026 (source: Pharmazeutische Zeitung).

Should I accept Bayer's severance offer or wait until 2027?

That's the key question, and it's a calculation: in 2026 Bayer pays the voluntary uplift (factor 1,5) because it needs to avoid dismissals; in 2027 a dismissal could still be challenged legally (social selection criteria, redeployment options), but the negotiating anchor shifts. What matters is your profile, your prospects of success in a claim, and your next career step. That's exactly what we assess in an initial consultation at no upfront cost.

Who is particularly affected by Bayer's restructuring?

The restructuring under the "Dynamic Shared Ownership" model aims for flatter hierarchies. Management and administrative functions are disproportionately affected, especially at the Leverkusen, Wuppertal, Berlin and Monheim sites. Product research and production are affected to varying degrees depending on the area.

What happens to my unemployment benefit if I accept the offer?

A termination agreement (Aufhebungsvertrag) can trigger a 12-week benefit suspension period (Sperrzeit) under § 159 SGB III if no valid reason is documented, and an end date set before your notice period expires can put your claim on hold under § 158 SGB III. Both of these can be managed through how the agreement is worded. For Bayer packages of this size, tax also needs to be factored in (the one-fifth rule (Fünftelregelung) and the timing of payment).

What does your advice cost?

The initial consultation comes at no upfront cost. If you decide to instruct us, we work on a success basis via litigation funding, so you carry no upfront financial risk.

Severance pay (Abfindung) at Bayer 2026: up to 52,5 months' salary

The reported programme calculates a factor of 1,5 months' salary per year of service, capped at 52,5 months' salary for employees with at least 35 years of service (source: VDI nachrichten), three times the usual rule of thumb of 0,5. Example: €6.000 gross and 20 years works out at €180.000. We'll check with you whether your specific offer matches this.

Reviewed by specialized labor lawyers · Updated: July 2026

Since 2024, Bayer has been cutting jobs on a massive scale as part of its corporate restructuring ("Dynamic Shared Ownership"), affecting mainly administration and management levels; sites including Leverkusen, Wuppertal, Berlin and Monheim are affected (sources: Börsen-Zeitung, Pharmazeutische Zeitung).

The current severance programme pays a factor of 1,5 months' salary per year of service, capped at 52,5 months' salary (from 35 years of service) (source: VDI nachrichten).

Operational dismissals are ruled out in Germany until the end of 2026, meaning Bayer has to manage the job cuts through severance packages until then.

The flip side of this deadline: employees whose position has been eliminated and who haven't left by the end of 2026 must expect operational dismissals from 31 December 2026 onwards (source: Pharmazeutische Zeitung).

So there's a real clock ticking: in 2026 you negotiate from the strength of the dismissal ban, in 2027 you'd be negotiating from a defensive position.

We review your termination agreement (Aufhebungsvertrag) or severance offer at no upfront cost, paid only on success, so you carry no upfront financial risk.

Job cuts at Bayer: what's happening right now?

Bayer has been radically restructuring the group since 2024: the „Dynamic Shared Ownership" organisational model is designed to cut hierarchy levels and bureaucracy, with significant job cuts especially in administration and management functions (Börsen-Zeitung; Pharmazeutische Zeitung). The Leverkusen, Wuppertal, Berlin and Monheim sites are at the centre of this.

The severance programme: factor 1,5, up to 52,5 months' salary

To manage the job cuts without dismissals, Bayer is paying unusually generous packages: reports indicate a factor of 1,5 months' salary per year of service, capped at 52,5 months' salary (reached after 35 years of service) (VDI nachrichten). For comparison: the usual rule of thumb is 0,5, Bayer is paying three times that because the company depends on voluntary departures until the end of 2026.

The clock is ticking: dismissal ban only until the end of 2026

Until the end of 2026, operational dismissals are ruled out in Germany. After that, the situation shifts: Bayer has announced that it will, if necessary, dismiss for operational reasons as of 31.12.2026 the employment relationships of staff whose positions have been eliminated and who haven't left by then (Pharmazeutische Zeitung).

For those affected, this means: in 2026 you negotiate from a position of strength, Bayer needs your signature and pays for it. From 2027 onwards, an unfair dismissal claim (Kündigungsschutzklage) would still be available (any dismissal would be measured against social selection criteria and redeployment options), but the comfortable voluntary uplift is no longer guaranteed. If you have an offer, work through the numbers properly now, not just in December.

Received a Bayer offer? Check it before you sign

You should check: the amount against the reported programme formula (1,5 × years of service, capped at 52,5), the risk of a benefit suspension period (Sperrzeit) for unemployment benefit, the notice period (§ 158 SGB III, up to 7 months for long-serving Bayer employees), waiver and settlement clauses (bonuses, LTI, company pension scheme!), and tax, since for packages of this size the timing of payment can affect amounts in the tens of thousands of euros (one-fifth rule, Fünftelregelung). Upload your document, the critical points are flagged within seconds, at no cost to you.

How it works with us

An initial consultation at no upfront cost, assessment of your offer by our partner law firm specialising in employment law, and if you instruct us, negotiation funded via litigation financing, with no upfront financial risk for you. Here's how the cost model works.

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