Notice periods

The correct end date depends on applicable statutory, contractual and collective rules and the receipt of notice. Dispatch and receipt are not the same event.

Planning a lawful departure

Review the contract, service history, establishment size and intended termination date. General dismissal protection and special protection are separate questions. Short service does not automatically remove protections linked to pregnancy, disability or representative office. Several planned departures may also trigger collective procedures.

Work backwards from the required implementation date. Necessary consultation and authority approval must occur in the correct sequence. Document grounds, alternatives and receipt of communications. German dismissals and termination agreements are subject to statutory form requirements. A dismissal challenge generally needs to be filed within three weeks of receipt of written notice.

Documents and practical implementation

A departure arrangement should address salary, variable remuneration, holiday, release from duties, references and return of property. Tax and social security consequences require their own review. Gather all contract amendments, recent payslips, relevant correspondence and evidence of receipt. Other contractual exclusion periods may run independently of dismissal proceedings.

Four practical examples

These illustrative situations highlight the issues to examine. The outcome depends on the agreement and the facts that can be established.

Discuss your situation

We advise on the applicable German employment rules and coordinate the issues relevant to your proposed action. Send an enquiry.

Deutsch · Reviewed on 13 November 2026.