Notice period

In Germany, the statutory notice period for employment termination is fourteen days, applicable to both employers and employees under standard circumstances. This foundational rule governs how much advance warning must be given before an employment contract ends, ensuring both parties have adequate time to prepare for the separation.

The notice period is codified in the German Civil Code (Bürgerliches Gesetzbuch, or BGB), specifically Section 622. The BGB establishes that either party may terminate an employment relationship with a notice period of four weeks to the fifteenth or to the end of a calendar month. This means the earliest an employment can end is four weeks from the date notice is given, and only on those specified calendar dates.

However, the statutory minimum of fourteen days applies in certain circumstances, particularly during probationary periods or when termination occurs for cause. During the probationary period (typically up to six months), either party may terminate with just two weeks' notice to any day.

For cause terminations (außerordentliche Kündigung), the notice period is even shorter—two weeks from the end of a calendar day—provided there is a valid reason such as serious misconduct or breach of contract.

Employers and payroll teams must carefully track notice dates and ensure compliance with these calendar-based deadlines. Failure to observe the correct notice period can render a termination invalid, potentially extending the employment relationship beyond the intended end date. Documentation of notice delivery is essential for legal protection, and many organizations use registered mail or documented email to establish proof of timely notification.