When an employment relationship in Germany ends, the first concept to check is the Kündigungsfrist — the notice period. The statutory base period under § 622 BGB is four weeks, effective on the 15th or the end of a calendar month. For the employer the period grows with the employee's seniority: one month after two years of service, two months after five, four months after ten, and up to seven months after twenty years.
The employment contract or a collective agreement (Tarifvertrag) may provide different periods — but shortening below the statutory minimums to the employee's detriment is generally not permitted. During the probation period (maximum six months) a reduced two-week period applies.
If you have received notice, the most critical deadline is three weeks: an unfair dismissal claim (Kündigungsschutzklage) must be filed within three weeks of receiving the notice. Miss it, and the dismissal is generally deemed valid.
Late registration with the Agentur für Arbeit can also lead to cuts in unemployment benefits — register as a jobseeker within three days of receiving notice. And never sign a termination agreement (Aufhebungsvertrag) or any waiver before obtaining legal advice.
The content of this website is for general information only and does not constitute legal advice.
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