Notice period

The notice period for employment termination in Germany is four weeks, which must expire either on the fifteenth or the last day of a calendar month. This rule applies to both employees and workers across all employment relationships governed by German labor law.

The notice period requirement is codified in the German Civil Code (Bürgerliches Gesetzbuch, or BGB), specifically Section 622. This provision establishes the minimum statutory notice period that employers and employees must observe when terminating an employment contract. The four-week notice period applies equally to both parties unless a collective bargaining agreement or individual employment contract specifies a longer notice period.

The timing rules are strict: notice must be given in writing and must be calculated so that the termination becomes effective on either the fifteenth or the last day of a calendar month. For example, if notice is given on March 10, the earliest effective termination date would be April 15 or April 30, depending on which date the employer or employee chooses. This structure provides predictability for both parties and prevents mid-month terminations.

Employers and payroll teams must ensure that any termination notice complies with these timing requirements. Failure to observe the correct notice period and effective date can render a termination invalid, leaving the employment relationship intact. Documentation of the notice date and method of delivery is essential, as disputes over whether proper notice was given are common. Organizations should maintain clear records of all termination notices and their delivery dates to demonstrate compliance with German labor law requirements.