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 not 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.