How much severance pay does Lufthansa offer?

There’s no fixed formula: the amount depends on the specific programme, the social plan (Sozialplan), and your individual negotiation. A common reference value is the rule of thumb of 0.5 gross monthly salaries per year of employment, but this doesn’t create a legal entitlement to that exact sum. Voluntary redundancy and termination offers often allow for more. We’ll work through your specific offer with you.

Should I accept the voluntary redundancy or termination offer?

This is a calculation, not a gut decision. You need to check the amount against the social plan and the rule-of-thumb reference, the risk of a benefit suspension period on unemployment benefit (§ 159 SGB III), whether your claim is suspended if the end date comes too early (§ 158 SGB III), any waiver or settlement clauses, and the tax treatment (the one-fifth rule, payout timing). We assess exactly this in a free initial consultation.

Can Lufthansa dismiss me for operational reasons?

Where a reconciliation of interests and social plan under §§ 111, 112 BetrVG apply, an employer usually tries to achieve cuts first through voluntary departures, natural staff turnover, and partial retirement. If an operational dismissal does happen, it must still satisfy the social selection criteria and the possibility of continued employment elsewhere. If you’re dismissed, you only have 3 weeks to file an unfair dismissal claim (Kündigungsschutzklage, § 4 KSchG); this deadline is strict.

What happens to my unemployment benefit if I sign?

A termination agreement can trigger a 12-week benefit suspension period (Sperrzeit, § 159 SGB III) if no valid reason is documented. If your employment ends before the ordinary notice period expires, your claim can also be suspended (§ 158 SGB III). Both can be managed through how the agreement is worded, which is why any offer should be reviewed before you sign.

What does your advice cost?

The initial consultation costs nothing. If you instruct us, we work on a success basis through litigation funding, so you carry no upfront financial risk.

Severance Pay at Lufthansa: 4,000 Jobs to Be Cut by 2030

On 29 September 2025, the Lufthansa Group announced plans to cut around 4,000 administrative jobs by 2030, mostly in Germany (sources: ZDFheute, Handelsblatt). A further 1,500 full-time positions are to be relocated to other group sites abroad. The cuts are expected to be achieved through digitalisation, automation, and more efficient processes.

Reviewed by specialized labor lawyers · Updated: September 2026

On 29 September 2025, the Lufthansa Group confirmed it will cut around 4,000 administrative jobs by 2030, mainly in Germany (sources: ZDFheute, Handelsblatt).

The cuts are to be achieved through digitalisation, automation, and more efficient processes; around 1,500 full-time positions will also be relocated to other group sites abroad (source: ZDFheute).

For the core brand and central group divisions, a voluntary redundancy programme has been launched (initially around 550 full-time positions), partly involving termination agreements (Aufhebungsverträge) and paid leave of absence (source: aero.de).

Because the group’s Frankfurt headquarters is disproportionately affected, the cuts and relocations hit administration, IT, and central functions particularly hard.

A termination agreement (Aufhebungsvertrag) is always negotiable: the amount, the risk of a benefit suspension period (Sperrzeit), and tax determine what’s left net at the end. The standard rule of thumb is only a reference value, not an entitlement.

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

Job Cuts at Lufthansa: What’s Happening Right Now?

On 29 September 2025, the Lufthansa Group confirmed it will cut around 4,000 administrative jobs by 2030, mostly in Germany (ZDFheute; Handelsblatt). According to the group, the cuts are to be achieved through digitalisation, automation, and more efficient processes. In addition, around 1,500 full-time positions will be relocated to other group sites abroad, meaning the Frankfurt headquarters is disproportionately affected.

4,000 Administrative Jobs by 2030: What It Means for You

The areas most affected are administration, IT, and central functions. For the core brand and central group divisions, Lufthansa has launched a voluntary redundancy programme (initially around 550 full-time positions), partly involving termination agreements (Aufhebungsverträge) and paid leave of absence (aero.de). For employees, such voluntary offers are often the financially most attractive option, but only if the amount, deadlines, and tax treatment are right. The frequently cited rule of thumb of 0.5 monthly salaries per year of employment is only a reference value for orientation, not a statutory entitlement.

Your Rights: Social Plan, Deadlines, and Tax

For job cuts on this scale, a reconciliation of interests and social plan (§§ 111, 112 BetrVG) usually apply. A negotiated social plan claim is directly enforceable (§ 112 (4) BetrVG: the social plan can be enforced via the conciliation committee and takes effect like a works agreement). Separate from this is compensation for disadvantages (Nachteilsausgleich) under § 113 BetrVG: it applies if the employer carries out an operational change without having attempted a reconciliation of interests with the works council (Betriebsrat), or deviates from an agreed reconciliation of interests without compelling reason. If you receive an operational dismissal, you only have 3 weeks to file an unfair dismissal claim (Kündigungsschutzklage, § 4 KSchG); this deadline is strict and determines your negotiating position. And: a termination agreement can trigger a benefit suspension period (Sperrzeit) on unemployment benefit (§ 159 SGB III) or cause your claim to be suspended (§ 158 SGB III). For larger packages, the one-fifth rule and the timing of payment also determine the net amount.

Received a Lufthansa Offer? Check It Before You Sign

You should check: the amount against the social plan and the rule-of-thumb reference value, the risk of a benefit suspension period on unemployment benefit, the notice period (§ 158 SGB III), waiver and settlement clauses (bonuses, holiday pay, company pension) and the tax treatment (the one-fifth rule, payout timing). Upload your document and we’ll flag the critical points, 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 instruct us, negotiation via litigation funding, so you carry no upfront financial risk. See how our cost model works.

Note: Team Abfindung is an independent provider and has no affiliation with Deutsche Lufthansa AG. Any brand and company names mentioned are used solely to describe the facts.

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