In German employment law, companies with certain ideational objects are privileged in terms of employee participation according to 118 Abs. 1 BetrVG (so called Tendenzschutz ). This special protection is extended to other areas of employment law. Although Tendenzschutz has an almost 100-year history, its application range and intensity is t yet resolved. The author analyses to what extent the application range and intensity of Tendenzschutz varies between the objects mentioned in 118 Abs. 1 BetrVG. He concludes that companies with educational, charitable and political objects are less privileged than companies with other objects mentioned in 118 Abs. 1 BetrVG (e.g. publicistic or scientific) due to differences relating to constitutional law.