AGG (GETA) - Information for Management (Update Available)

Target Audience
Expected Duration
Lesson Objectives
Course Number

This course deals with the General Equal Treatment Act - GETA (Das Allgemeine Gleichbehandlungsgesetz – AGG) and provides information for management. The General Equal Treatment Act (GETA) entered into force on 18 August 2006 and affects both civil law and employment law. The legislature did not provide for any transition deadlines in the employment law area. This course deals with the employment law consequences of the Act. The aim of this course is to inform executives and human resources managers of the content of the GETA, and to give them specific information so that management can react appropriately to the Act. The implementation of the requirements of the Act can be seen as an opportunity for companies. Please note that this course is not Section 508 (Accessibility) compliant.

Target Audience


Expected Duration (hours)

Lesson Objectives

AGG (GETA) - Information for Management (Update Available)

  • state the purpose of the Act
  • name six characteristics in respect of which discrimination is not permitted
  • define the circle of persons affected by the General Equal Treatment Act
  • identify the employment-law scope of the Act
  • differentiate between the four different types of discrimination
  • recognise the scope of discriminatory conduct
  • recognise to what extent an occupational requirement justifies an exception to the fundamental prohibition of discrimination
  • define the circumstances in which unequal treatment on grounds of age is permissible
  • identify the scope and meaning of the prohibition of discrimination
  • explain the employment-law consequences of a violation of the prohibition of discrimination
  • identify the rights available in the event of discrimination
  • describe the pre-requisites for compensation and damages
  • assess the standard of proof in the GETA
  • name the risks for a company in the event that there is a violation of the GETA
  • explain the significance of the lower burden of proof in the GETA for the employer
  • explain which measures the GETA requires be immediately taken in companies
  • explain the catalogue of standards that should be applied to companies' job advertisements
  • identify the corporate areas which have to be checked, and possibly adjusted, on the basis of the GETA
  • explain to what extent individual corporate guidelines need to be developed or adjusted in view of the GETA
  • comply with the most important guidelines for checking that recruitment procedures are free of discrimination and organising such procedures
  • explain how job advertisements should be worded so that they are free of discrimination and apply this knowledge
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