There are doubts whether the sanctions imposed in practice by § 15 and § 21 AGG meet the requirement of European law to be “effective, proportionate” and “dissuasive”. It is recommended to include the requirements "effective, proportionate and dissuasive" in the wording of §§ 15 and 21 AGG and to develop a guideline which helps the courts to impose sufficient dissuasive sanction payments. Factors to be taken into account in the calculation could include the size and revenue of the discriminating company, previous convictions due to discrimination, multiple discrimination, intentional behavior and, in the case of indirect discrimination, the number of persons affected. In the labour law provision of the AGG (§ 15 AGG), the severity of a violation of personality as such, and not the income, should be the focus for determining the amount of compensation.