German labor law allows an employer to dismiss an employee because of a suspicion alone. This is the Verdachtskündigung, the dismissal on suspicion. The employer does not have to prove the offense. The Federal Labor Court accepts that the suspicion of serious misconduct can by itself destroy the trust needed to continue the job. The conditions are strict. The suspicion must be dringend, urgent. Before the dismissal, the employer must hear the employee and give him a chance to answer. In a ruling of 25 April 2018, the court said that the employee must be able to see which facts the employer wants to clear up. If his innocence is shown later, he may have a right to be hired again.