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Leiharbeitsfirmen müssen mangelnde Einsatzmöglichkeiten nachweisen « JurBlog.de

Leiharbeitsfirmen müssen mangelnde Einsatzmöglichkeiten nachweisen

23. Mai 2006 | Von E. S. | Kategorie: Leitartikel | Keine Kommentare | Artikel versenden


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Eine Kündigung ist aus dringenden betrieblichen Erfordernissen iSv. § 1 Abs. 2 KSchG sozial gerechtfertigt, wenn der Arbeitsanfall und damit der Beschäftigungsbedarf dauerhaft so zurückgegangen ist, dass zukünftig das Bedürfnis für eine Weiterbeschäftigung eines oder mehrerer Arbeitnehmer weggefallen ist. Allerdings muss der Arbeitgeber den dauerhaften Rückgang des Beschäftigungsvolumens im Kündigungsschutzprozess nachvollziehbar darstellen. Dazu reicht bei einer Arbeitnehmerüberlassung regelmäßig der Hinweis des Verleihers nicht aus, der bisherige Auftrag, in dessen Rahmen der Leiharbeitnehmer eingesetzt worden sei, sei beendet und es lägen keine Anschlussaufträge vor. Kurzfristige Auftragslücken gehören zum typischen Unternehmensrisiko eines Verleiharbeitgebers und sind nicht geeignet, eine betriebsbedingte Kündigung zu rechtfertigen.

Im Entscheidungsfall hat deshalb der Zweite Senat das der Kündigungsschutzklage stattgebende Urteil der Vorinstanzen bestätigt, die angenommen hatten, der beklagte Verleiharbeitgeber habe keine greifbaren Anhaltspunkte für die Annahme eines dauerhaft gesunkenen Beschäftigungsvolumens dargelegt.

Der Kläger war seit 1998 bei der Beklagten, die Arbeitnehmerüberlassung betreibt, als Organisationsprogrammierer beschäftigt. Seit 1999 war er ununterbrochen beim Kunden V. eingesetzt und mit der sog. “Clipper-Programmierung” betraut. Das Auftragsverhältnis zwischen der Beklagten und V. endete am 31. Januar 2004. Mit Schreiben vom 20. Januar 2004 kündigte die Beklagte das Arbeitsverhältnis des Klägers zum 31. März 2004.

Der Kläger hat sich mit seiner Kündigungsschutzklage gegen diese Kündigung gewandt und geltend gemacht, die Beklagte hätte ihn bei einem anderen Kunden mit einer anderen Tätigkeit einsetzen können. Er beherrsche auch andere Programmiersprachen. Die Beklagte habe seit längerer Zeit von dem Auslaufen des Auftrags gewusst und hätte rechtzeitig für eine anderweitige Unterbringung Vorsorge treffen müssen. Die Beklagte hat zur Begründung ausgeführt, sie habe den Kläger nach dem Wegfall des V-Auftrags nicht anderweitig einsetzen können, da die Programmiersprache “Clipper” veraltet sei und von keinem anderen Kunden mehr verwendet werde. Für einen anderen Einsatz sei der Kläger nicht qualifiziert.

Vorinstanz: Landesarbeitsgericht Köln, Urteil vom 3. Juni 2005 - 11 Sa 1014/04 -

Quelle: Bundesarbeitsgericht, Urteil vom 18. Mai 2006 - 2 AZR 412/05 -

Ekrem Senol - Köln, 23.05.2006

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