The Limits of April Fools’ Pranks in the German Workplace

Quick Hits

• Even “just for fun” April Fools’ jokes and pranks must not violate the rights of others or disrupt workplace harmony; in cases of serious violations, German labor law sanctions up to and including termination without notice are possible.
• Content that discriminates against or demeans others may constitute harassment—employers have duties to protect and prevent such behavior.

What counts as an April Fools’ prank?

April Fools’ jokes are defined as deliberately misleading or surprising actions and communications “for fun.” Under labor law, the form, content, context, and effects of such pranks are decisive: If the prank causes significant disruptions (e.g., production downtime, safety risks) or unreasonably infringes on the personal rights of third parties, the interest in protecting the company and those affected generally prevails—the general duty of consideration under Section 241 (2) of the German Civil Code (Bürgerliches Gesetzbuch (BGB)) sets limits here.

What is still okay—and what is no longer?

Harmless, short-lived pranks that do not relate to discriminatory characteristics, do not expose individual persons, and do not create safety risks generally remain permissible. In any case, the following are prohibited: deceptions related to safety or compliance (e.g., faked emergencies, technical interference with IT systems); content of an offensive, sexist, racist, or inflammatory nature; and “pranks” that ridicule colleagues. The Schleswig-Holstein Regional Labor Court (Landesarbeitsgericht (LAG)) ruled on such statements that even in supposedly “private” chat groups, dismissal may be justified in individual cases involving severely derogatory remarks—the intent to be humorous does not provide protection in such cases (Judgment of August 19, 2025 – 1 Sa 104/25).

When do warnings or termination become a risk?

Employers generally understand jokes. But if a joke or prank crosses the line of good-natured humor, it is usually a short step to a breach of employment contract obligations, which may warrant a warning or a formal reprimand. If there is good cause, extraordinary termination may be considered in extreme cases; these include, for example, gross insults, discriminatory content, or significant operational and safety impairments.

Takeaway

April Fools’ jokes do not take place in a legal vacuum. To ensure that everyone can enjoy them, employers may want to remind employees that crude, discriminatory, and safety-related jokes can lead to serious consequences, up to and including termination of employment.

Andre Appel is a partner in Ogletree Deakins’ Berlin office.

Pauline von Stechow, a law clerk in Ogletree Deakins’ Berlin office, contributed to this article.

Ogletree Deakins’ Berlin and Munich offices will continue to monitor developments and will post updates on the Cross-Border and Germany blogs as additional information becomes available.

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