Can Lanxess dismiss me for operational reasons?

Lanxess has explicitly not ruled out dismissals for operational reasons (betriebsbedingte Kündigung); the cuts are meant to be handled as fairly as possible together with employee representatives, but no dismissal ban, as seen in some other social plans, has been communicated. If you receive a dismissal for operational reasons, you have only three weeks from the day you receive it to file an unfair dismissal claim (Kündigungsschutzklage) under § 4 KSchG. After that, the dismissal is deemed effective. Severance pay is often negotiated in the course of these proceedings.

Am I entitled to severance pay at Lanxess?

In Germany, there is generally no automatic statutory entitlement to severance pay. However, a claim can arise from a social plan (Sozialplan) (in the case of a change of operations (Betriebsänderung) under §§ 111, 112 BetrVG), from an individually negotiated termination agreement, or from a court settlement in unfair dismissal proceedings. Since the job cuts at Lanxess are likely to constitute a change of operations, the works council (Betriebsrat) and the company are required to negotiate a reconciliation of interests (Interessenausgleich) and a social plan; if necessary, the social plan can be enforced via the conciliation committee under § 112(4) BetrVG.

How much severance pay can I expect at Lanxess?

A reliable figure will only emerge from the specific social plan or your individual offer. The widely used rule of thumb (0.5 gross monthly salaries per year of service) is only a rough reference value, not a legal basis for a claim. In the chemicals and administrative sectors, social plan factors are, in our experience, often higher, topped up with base amounts and hardship payments. What's realistic for you depends on your age, length of service, role, and negotiating position, we'll work through this with you.

What about the 35-hour week and my salary?

In February 2026, Lanxess temporarily introduced a 35-hour week for collectively-agreed employees (initially until the end of the year); for non-tariff employees, there was a salary freeze instead. Measures like these don't change your rights in a later round of job cuts, quite the opposite: they show the economic pressure under which offers are made. So have any termination agreement or severance offer checked before you sign.

What does advice from you cost?

The initial consultation comes at no upfront cost. If you engage us, we work on a success basis through litigation funding, so you bear no upfront cost risk.

Severance Pay (Abfindung) at Lanxess 2026: Job Cuts & Your Rights

The announced figure is around 550 jobs, roughly two-thirds of them in Germany. According to the company, administrative functions are particularly affected; no site-by-site breakdown has been made public. This is an announced target figure from the tightened cost-cutting programme of 19 March 2026, how many jobs will actually be cut, and through which means, will only become clear in the negotiations with employee representatives (sources: finanzen.net, onvista, kunststoffweb.de).

Reviewed by specialized labor lawyers · Updated: September 2026

On 19 March 2026, alongside its 2025 annual results, Lanxess announced a tightened cost-cutting programme: the reduction of around 550 jobs, roughly two-thirds of them in Germany (source: finanzen.net / onvista ROUNDUP, 19 March 2026).

According to the company, administrative functions are mainly affected; no site-by-site breakdown of the roughly 550 jobs has been made public (the group is headquartered in Cologne). This is an announced target figure, not dismissals that have already taken place.

By 2028, the programme is meant to deliver additional annual savings of around €100 million; combined with the previously announced network optimisation (around €50 million), this adds up to a target of about €150 million by the end of 2028.

Unlike at some other groups, Lanxess has not ruled out dismissals for operational reasons (betriebsbedingte Kündigung); the cuts are meant to be handled as fairly as possible and in consultation with employee representatives.

To cut costs in the short term, Lanxess already introduced a temporary 35-hour week for collectively-agreed employees in February 2026 (initially until the end of the year).

We review your termination agreement (Aufhebungsvertrag) or severance offer with no upfront cost, paid only on success.

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

On 19 March 2026, the speciality chemicals group Lanxess announced a tightened cost-cutting programme alongside its 2025 annual results: the reduction of around 550 jobs, roughly two-thirds of them in Germany (finanzen.net, 19 March 2026; KunststoffWeb). By 2028, the programme is meant to deliver additional annual savings of around €100 million; combined with the previously announced optimisation of the production network (around €50 million), the target adds up to roughly €150 million by the end of 2028. The background is a persistently weak environment for the chemicals sector and growing competition from Asia; revenue fell by 10.9% in 2025. Important: this is an announced target figure, not dismissals that have already taken place (as of September 2026).

Affected areas & locations

According to the company, administrative functions are mainly affected; the group's CEO is Matthias Zachert, and its headquarters is in Cologne (onvista, 19 March 2026).
No individual plant closures or site-specific targets were made public alongside the announcement; the breakdown will become clearer during negotiations with employee representatives.
To ease pressure in the short term, a temporary 35-hour week has applied to collectively-agreed employees since February 2026 (initially until the end of the year).

Your rights during the cuts: the starting point

Lanxess has not ruled out dismissals for operational reasons. If you receive a dismissal, one deadline matters most: from the day you receive it, you have only three weeks to file an unfair dismissal claim (Kündigungsschutzklage) under § 4 KSchG; after that, the dismissal is deemed effective. Since the cuts are likely to constitute a change of operations (Betriebsänderung), the works council and the company are required to negotiate a reconciliation of interests and a social plan (§§ 111, 112 BetrVG); if necessary, the social plan can be enforced via the conciliation committee under § 112(4) BetrVG. Compensation for disadvantages (Nachteilsausgleich) under § 113 BetrVG is a separate option if the employer proceeds without attempting a reconciliation of interests. There is, however, no automatic statutory entitlement to severance pay; the rule of thumb (0.5 monthly salaries per year) is only a reference value.

Received an offer or termination agreement? Get it checked first

Things worth checking: the amount against the social plan formula and your profile, the risk of a benefit suspension period (Sperrzeit) for unemployment benefit (a termination agreement can trigger a benefit suspension period under § 159 SGB III, distinct from the suspension of your claim (Ruhen) under § 158 SGB III if the notice period wasn't observed), waiver and settlement clauses, and tax: since 1 January 2025, the one-fifth rule (Fünftelregelung) (§ 34 EStG) is only granted as part of your income tax assessment, no longer automatically via payroll tax deduction, and it requires a bunching of income. Upload your document, and the critical points will be flagged in seconds, at no upfront cost.

How it works with us

An initial consultation at no upfront cost, an assessment of your offer by our partner law firm specialising in employment law, and, if you engage us, arrangements for litigation funding, with no upfront cost risk for you. Here's how the cost model works.

Note: Team Abfindung is an independent provider and has no connection to LANXESS AG. Only publicly reported information about the job cuts is referenced here.

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