How to respond to workplace discrimination in Germany as complaints surge
Recent data reveals a sharp increase in workplace discrimination across Germany, with new cases climbing 19 percent in 2025 compared to the previous year. For workers facing such treatment, understanding legal protections and acting promptly can prove crucial.
The Anti-Discrimination Association of Germany (advd), which represents independent anti-discrimination counselling centres nationwide, released its third Civil Society Report on Anti-Discrimination this week, covering data from 2025. The findings paint a concerning picture of discrimination trends in the country.
Rising complaint numbers
Last year, 29 counselling centres affiliated with the advd documented 4,106 new discrimination cases. This represents a 35.9 percent increase compared with 2023. Because only 29 of the advd's 40 member organisations participated in the analysis, the actual number of recorded cases is likely considerably higher.
The scale of the problem extends beyond these counselling centres. In 2024, the Federal Anti-Discrimination Agency received more than 11,000 complaints, a record number representing the highest level ever documented by the federal body, which operates within the Federal Ministry for Family Affairs, Senior Citizens, Women and Youth.
Racism and antisemitism remain the most frequently reported forms of discrimination, accounting for 54.6 percent of all documented cases in the advd report. With approximately 24.9 million people with a migration background living in Germany, this sizeable and diverse community faces disproportionate discrimination challenges. Discrimination based on gender, disability or chronic illness, sexual identity and age also increased compared with previous years.
Gender discrimination cases tell a particularly stark story. In 2024, reports of gender discrimination doubled to 2,133 cases compared to five years earlier, while women in Germany continued to earn an average of 16 percent less than men.
Workplace emerges as discrimination hotspot
The report highlights discrimination across nearly every sphere of life, including education, housing, healthcare, government services and employment. However, the workplace emerged as the most common setting for complaints.
More than a quarter of all reported cases, 26.7 percent, occurred in employment settings. Compared with 2023, the number of workplace-related cases per counselling centre surged by 54.2 percent.
Nearly half of workplace discrimination cases involved racial discrimination. Gender discrimination accounted for a quarter of cases, while approximately one in five involved disability or chronic illness. Reported experiences ranged from racist insults and sexual harassment to unfair performance evaluations, unequal pay, missed promotion opportunities and exclusion by colleagues or managers.
Legal protections under German law
Germany's General Equal Treatment Act, known as the AGG (Allgemeines Gleichbehandlungsgesetz), serves as the country's primary anti-discrimination law. In force since 18 August 2006, the legislation incorporates four EU Anti-Discrimination Directives into German law.
The AGG prohibits discrimination in the workplace on grounds including ethnic origin, race, gender, religion or belief, disability, age and sexual identity. Companies must take measures to protect employees from discrimination and provide a designated complaints mechanism through which workers can report discriminatory treatment. Employers are obliged to review complaints and may not penalise workers for making them.
Additional support may be available through a works council (Betriebsrat), staff council, disability representatives or equality officers, depending on the organisation. Works councils possess significant powers under the Works Constitution Act, including the ability to demand that employers take action against discriminating employees and co-determination rights over internal complaint procedures and anti-discrimination training programmes.
Seeking independent advice
For anyone experiencing discrimination, the advd and its counselling network recommend seeking independent advice as early as possible. The organisation's counselling centre directory helps people find specialised support locally. Counsellors can assess situations, explain legal and non-legal options and assist people in asserting their rights.
Workers who believe they are being discriminated against should keep detailed records of incidents, including dates, times, locations and exactly what happened. Relevant emails, messages, performance reviews and other documents should be preserved, while potential witnesses should be identified.
Seeking independent advice proves particularly important because many people experience discrimination in areas where the law offers limited or no protection. According to the advd report, almost one-third of documented cases occurred in public institutions such as schools, universities, government agencies, the police or courts, which largely fall outside the AGG's scope. Some forms of discrimination, including cases linked to language or nationality, may not be clearly covered by the legislation.
Independent counselling can clarify whether a case falls under the AGG, whether other legal protections may apply, including labour, civil, criminal or asylum law, and what practical steps can be taken next. Employees who successfully establish discrimination claims can typically seek compensation up to three monthly salaries for non-hiring discrimination cases, as well as damages for immaterial harm.
The critical importance of timing
Under current AGG rules, anyone seeking compensation or damages for workplace discrimination generally has only two months to make their claim in writing after becoming aware of the discriminatory act. Missing this deadline can make pursuing a legal claim significantly more difficult.
This two-month deadline has drawn criticism as one of the shortest in Europe. The Federal Anti-Discrimination Agency had originally called for at least twelve months before a compromise was reached. On 6 May 2026, the Federal Cabinet adopted a draft bill to extend the AGG claims deadline from two to four months, implementing EU requirements to strengthen discrimination protection.
The advd argues that even the extended four-month timeframe may not give victims sufficient time to process what has happened, gather evidence, seek advice and understand their options. The organisation emphasises that many people need this period to comprehend the situation and effectively enforce their rights.
Given these tight deadlines and the complexity of discrimination cases, contacting a counselling centre or legal adviser promptly remains essential for anyone experiencing workplace discrimination in Germany.
