After the merger between Paramount Global and Skydance Media, Layoffs at Paramount Germany are imminent. Up to 3,000 jobs are at risk worldwide. Odds are that employees in Berlin/Germany, won’t be spared. While only a few hundred positions are directly affected, early signals suggest that Berlin will also see cuts. Employees who receive notice have just three weeks to decide if they want to challenge a dismissal in court.
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Key takeaways
- Employees in Germany have only three weeks after receiving a termination notice to file a dismissal protection claim (“Kündigungsschutzklage”).
- Paramount cannot simply terminate employees because of the merger. Under German law, dismissals require valid operational reasons and a proper social selection.
- Errors in the social selection process or failures to consult the works council can make a dismissal invalid and improve employees’ chances of negotiating severance pay.
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Background: Merger of Paramount and Skydance
The Federal Communications Commission recently gave the green light for Skydance to take over Paramount. Just before that, Paramount paid Donald Trump a USD 16 million settlement — officially unrelated to the deal, according to the FCC. In any case, the new group now bundles heavyweights like Paramount Pictures, CBS, Paramount+, Pluto TV, Nickelodeon, and MTV. And Germany is part of the mix too, with channels and streaming services like Nickelodeon, MTV, Paramount+, and Pluto TV firmly established here (think Mission Impossible or Jack Reacher – one of our personal favorites, just saying).
And as always, after a merger, the buzzword is “synergies.” Which in plain English translates into cost-cutting. Management wants to save more than USD 2 bn a year, mostly by slashing headcount. Reports suggest the axe will fall quickly: between 2,000 and 3,000 jobs could disappear by early November 2025. CEO David Ellison has already announced those savings publicly.
What About Germany?
Experts expect the impact here to be smaller, but still painful. Fewer than 500 people work for Paramount in Germany — mostly at Nickelodeon, MTV, Comedy Central, Paramount+, and Pluto TV Europe in Berlin. So yes, the cuts won’t be nearly as dramatic as in the U.S., but insiders say the first layoff notices are already rolling out.
Laid Off by Paramount in Germany – Now what?
If you’re working in Germany and get a termination letter, don’t panic — check your rights. Unlike in the U.S., a company here can’t just fire people because a merger “business plan” demands cost savings. German law is stricter, and the Federal Labor Court has confirmed this in multiple rulings (for example, in a landmark decision on 27 September 2012).1
A dismissal for operational reasons is only valid in Germany if:
- There are urgent business reasons (like restructuring, outsourcing, or site closures).
- No other role within the company is available.
- A proper *social selection* is carried out (protecting those with longer tenure, dependents, or disabilities), and
- The works council is consulted.
That “social selection” step is often where employers stumble. If they get it wrong, the dismissal can be overturned. Employees might then keep their jobs — or negotiate a fair severance package instead.
The key point being: Speed is king! You only have three weeks from the day you receive notice to file a wrongful dismissal claim (*Kündigungsschutzklage*) in the labor court. That’s why getting legal advice right away is crucial — whether from a specialist employment lawyer or through your union. If you’ve got legal insurance, it may cover the costs. Just keep in mind that new policies often have waiting periods.
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Can Paramount simply terminate employees in Germany because of the merger?
No. Under German employment law, a merger alone does not automatically justify dismissals. Paramount must prove specific operational reasons for each termination, such as restructuring, downsizing, or the elimination of certain positions.
Do employees automatically receive severance pay
Not automatically. German law generally does not provide an automatic right to severance pay after a dismissal. However, severance payments are often negotiated in practice — especially in larger restructuring processes or unfair dismissal proceedings.
What is a “social selection” (“Sozialauswahl”)?
If several comparable employees could potentially be dismissed, the employer must select employees according to social criteria such as:
length of service,
age,
maintenance obligations (e.g. children), and
severe disability.
Mistakes in this process are a common reason why dismissals become vulnerable in court.
How long do employees have to challenge a dismissal in Germany?
Only three weeks. Employees must file an unfair dismissal claim (“Kündigungsschutzklage”) within three weeks after receiving the termination notice. Missing this deadline usually means the dismissal automatically becomes legally valid.
Can employees continue working during a dismissal lawsuit?
Usually yes. In many cases, employees remain employed until the court proceedings end — unless the employer places them on paid garden leave (“Freistellung”)
Is a works council involved in layoffs?
Yes. If a works council exists, Paramount must consult it before issuing dismissals. In larger restructuring projects, the works council may also negotiate a reconciliation of interests (“Interessenausgleich”) and a social plan (“Sozialplan”).
