{"id":2187,"date":"2019-01-31T16:59:00","date_gmt":"2019-01-31T15:59:00","guid":{"rendered":"http:\/\/www.wsk-arbeitsrecht.com\/?p=2187"},"modified":"2020-11-17T17:12:59","modified_gmt":"2020-11-17T16:12:59","slug":"auswirkungen-der-anerkennung-des-dritten-geschlechts-im-arbeitsrecht","status":"publish","type":"post","link":"https:\/\/www.wsk-arbeitsrecht.com\/en\/blog\/auswirkungen-der-anerkennung-des-dritten-geschlechts-im-arbeitsrecht\/","title":{"rendered":"Effects of the recognition of the third gender in labor law"},"content":{"rendered":"

In December 2018, the Bundestag implemented the requirements of the Federal Constitutional Court and recognized the third gender in addition to the female and male genders. Those affected who have sexual characteristics that cannot be clearly assigned biologically now have the opportunity to be entered in the civil status register as inter\/diverse. However, this option only exists if the ambiguous assignment to male or female gender can also be medically proven.
\nThis new legal regulation also has a significant impact on labor law.
\nAs of January 1, 2019, employers must pay particular attention to the following:
\nInclusion of the third gender in the job advertisement<\/strong>
\nAt the latest after the General Equal Treatment Act (AGG) comes into force, employers will state in the job advertisement that (of course) both female and male applicants are eligible. This is usually indicated by the abbreviation (m\/f)<\/em> made clear.
\nSince the legal system is now not based on the dual gender, but also expressly recognizes the third gender, this must also be taken into account in the job advertisement in order to avoid the appearance of discrimination on the basis of gender.
\nIt should not go unmentioned that in the labor law literature it is sometimes argued that by specifying (m\/f) the employer should make it sufficiently clear that gender is not important to him when hiring. However, it is very questionable whether this view will prevail in practice.
\nIn order to reduce any risks, it is therefore recommended to also include the third gender in the job advertisement and after the job title all three genders, for example using the following abbreviation (m\/f\/x)<\/em> or (m\/f\/i)<\/em> to list.
\nCheck the salutation of the employee concerned<\/strong>
\nAny appearance of discrimination should also be avoided in the existing employment relationship.
\nIf the employer is aware that employees are also employed who are neither male nor female, the desired form of address should be determined in a confidential conversation.
\nAlternatively, it is also conceivable to forego a gender-related salutation.
\nIf the employer uses forms in which the employee has to indicate their gender, all three genders must also be available to choose from.
\nCreation of separate sanitary facilities<\/strong>
\nFurthermore, employers are obliged to provide separate sanitary facilities for the affected employees; this applies at least if the employer is aware that a person is employed who can be assigned to the third gender. Therefore, sanitary facilities must be set up either only for employees of the third gender or exclusively so-called unisex toilets.
\nNew dress code<\/strong>
\nIf there is a dress code in a company that requires different clothing for male and female employees, this must be adjusted. It is recommended to also create clothing regulations for employees of the third gender so that the appearance of discrimination does not arise here either. Alternatively, there is also the option of specifying a uniform dress code for all employees - regardless of their gender.
\nThe above points only serve to raise awareness among employers and are by no means exhaustive. Rather, it is to be expected that numerous questions will arise in the near future regarding the treatment of employees who belong to the third gender, and these questions will also concern the courts.<\/p>","protected":false},"excerpt":{"rendered":"

Im Dezember 2018 hat der Bundestag die Vorgaben des Bundesverfassungsgerichts umgesetzt und neben dem weiblichen und dem m\u00e4nnlichen Geschlecht auch das dritte Geschlecht anerkannt. Nunmehr haben die betroffenen Personen, welche Geschlechtsmerkmale aufweisen, die sich biologisch nicht eindeutig zuordnen lassen, die M\u00f6glichkeit, im Personenstandsregister als inter\/divers eingetragen zu werden. Diese Option besteht jedoch nur dann, wenn […]<\/p>","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-2187","post","type-post","status-publish","format-standard","hentry","category-allgemein"],"_links":{"self":[{"href":"https:\/\/www.wsk-arbeitsrecht.com\/en\/wp-json\/wp\/v2\/posts\/2187","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.wsk-arbeitsrecht.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.wsk-arbeitsrecht.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.wsk-arbeitsrecht.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.wsk-arbeitsrecht.com\/en\/wp-json\/wp\/v2\/comments?post=2187"}],"version-history":[{"count":1,"href":"https:\/\/www.wsk-arbeitsrecht.com\/en\/wp-json\/wp\/v2\/posts\/2187\/revisions"}],"predecessor-version":[{"id":2858,"href":"https:\/\/www.wsk-arbeitsrecht.com\/en\/wp-json\/wp\/v2\/posts\/2187\/revisions\/2858"}],"wp:attachment":[{"href":"https:\/\/www.wsk-arbeitsrecht.com\/en\/wp-json\/wp\/v2\/media?parent=2187"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.wsk-arbeitsrecht.com\/en\/wp-json\/wp\/v2\/categories?post=2187"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.wsk-arbeitsrecht.com\/en\/wp-json\/wp\/v2\/tags?post=2187"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}