Notice period

In Germany, the statutory notice period for employment termination is four weeks, which may be given to either the fifteenth or the last day of a calendar month. This rule applies to both employees and workers under German employment law and establishes the minimum advance notice required before an employment contract can be lawfully terminated.

The notice period is governed by the Bürgerliches Gesetzbuch (BGB), specifically Section 622, which sets out the foundational requirements for contract termination in Germany. The four-week notice period has remained the standard statutory requirement under German law for many years and continues to apply unless a collective bargaining agreement or individual employment contract specifies a longer notice period.

Employers and employees must observe the timing rules carefully: notice given on any date becomes effective only at the end of a two-week period following the fifteenth or the last day of a calendar month. For example, notice given on the tenth of a month is effective at the end of the following month. This structure ensures both parties have adequate time to prepare for the employment relationship's conclusion.

Payroll and human resources teams must track notice dates precisely to ensure compliance with German employment law. Failure to observe the correct notice period can render a termination invalid, leaving the employment relationship intact. Employment contracts may stipulate longer notice periods for either party, but they cannot reduce the statutory four-week minimum. Employers should document all termination notices with exact dates and delivery methods to maintain clear records for potential disputes.