There are legal regulations for the wording of job advertisements that all employers must adhere to. This is regulated by the General Equal Opportunities Act (AGG), which came into force in 2006. The primary aim is to avoid any form of discrimination. No one may be discriminated against on the grounds of gender, ethnic origin, religion or belief, disability, age or sexual identity.
However, a recent court ruling shows that misconduct can still occur in the year 2025. A "digital native" was sought in a job advertisement. A rejected applicant sued the company in question and demanded compensation. The reason: he was not considered for the job due to his age. Although the company denied the misconduct, the court ultimately ordered it to pay compensation to the applicant.
The Baden-Württemberg Regional Labor Court based its ruling primarily on the use of the term "digital native", which is clearly linked to a certain age. This means that the job advertisement discriminates against people who do not fall within the age range.
To ensure that a job advertisement complies with the AGG, employers should use neutral, inclusive language. The topic of accessibility should also be addressed. Those who do not adhere to the requirements risk serious consequences. In addition to claims for compensation or damages, the company's image can also be damaged.
The wording of job advertisements requires great care. Employers should be aware of the requirements of the General Equal Treatment Act and consistently avoid discrimination. Inclusive, neutral language not only protects against legal consequences, but also strengthens the employer image and appeals to a diverse target group.
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