The Dismissal Notice is a crucial document in German employment law, used when an employer wishes to formally terminate an employment relationship. It must strictly comply with German legal requirements, including the written form requirement under § 623 BGB and, where applicable, the Protection Against Dismissal Act (Kündigungsschutzgesetz). The document serves as official notification of employment termination and must include specific elements such as clear termination intent, notice period, and last working day. In companies with works councils, prior consultation is mandatory. The notice must be signed by authorized representatives and delivered properly to be legally effective. Special considerations apply for protected employees (e.g., pregnant women, severely disabled persons) and in cases of immediate termination for cause.
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1. Sender Details: Full company name, address, and authorized representative details
2. Recipient Details: Employee's full name and address
3. Date: Date of issuing the dismissal notice
4. Clear Statement of Termination: Unambiguous declaration of employment termination (Kündigungserklärung)
5. Last Working Day: Specific mention of the last day of employment, considering notice periods
6. Notice Period Reference: Reference to applicable notice period and its calculation
7. Return of Company Property: Request for return of all company property
8. Signature: Original signature of authorized representative(s)
1. Reason for Termination: Include only if specifically required or if it's a termination for cause
2. Garden Leave: Include if employee is to be released from duty during notice period
3. Final Settlement: Include if addressing final salary, vacation days, or other compensation
4. Reference Letter: Include if offering to provide a reference letter
5. Works Council Reference: Include if works council was consulted, mandatory in companies with works councils
6. Severance Offer: Include if offering severance payment
7. Legal Remedy Instructions: Include information about legal remedies (Rechtsmittelbelehrung), recommended especially for larger companies
1. Works Council Consultation Document: Attach if works council was consulted
2. Calculation of Outstanding Payments: Detailed calculation of final payments, vacation days, etc.
3. Severance Agreement: If severance is offered, attach detailed terms
4. Handover Protocol Template: Template for documenting the return of company property
5. Certificate of Employment: Simple confirmation of employment (einfaches Arbeitszeugnis)
Relevant legal definitions
Notice Period
Termination Date
Last Working Day
Company Property
Garden Leave
Works Council
Employment Relationship
Severance Payment
Final Settlement
Outstanding Vacation Days
Confidential Information
Non-Compete Obligations
Employment Contract
Company Premises
Handover Protocol
Reference Letter
Employment Certificate
Social Security Benefits
Bonus Entitlements
Corporate Access Rights
Termination Date
Last Working Day
Company Property
Garden Leave
Works Council
Employment Relationship
Severance Payment
Final Settlement
Outstanding Vacation Days
Confidential Information
Non-Compete Obligations
Employment Contract
Company Premises
Handover Protocol
Reference Letter
Employment Certificate
Social Security Benefits
Bonus Entitlements
Corporate Access Rights
Clauses
Termination Declaration
Notice Period
Final Working Day
Company Property Return
Confidentiality Obligations
Non-Compete Obligations
Final Settlement
Outstanding Vacation
Garden Leave
Reference Letter
Data Protection
Post-Employment Obligations
Works Council Consultation
Severance
Legal Remedies
Handover Requirements
Final Payment
Corporate Access Rights
Employment Certificate
Social Insurance
Notice Period
Final Working Day
Company Property Return
Confidentiality Obligations
Non-Compete Obligations
Final Settlement
Outstanding Vacation
Garden Leave
Reference Letter
Data Protection
Post-Employment Obligations
Works Council Consultation
Severance
Legal Remedies
Handover Requirements
Final Payment
Corporate Access Rights
Employment Certificate
Social Insurance
Relevant Industries
Manufacturing
Technology
Financial Services
Retail
Healthcare
Professional Services
Construction
Education
Hospitality
Transportation
Energy
Telecommunications
Real Estate
Media and Entertainment
Public Sector
Non-Profit Organizations
Agriculture
Automotive
Chemical Industry
Consumer Goods
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Personnel Administration
Employee Relations
Corporate Governance
Risk Management
Relevant Roles
Human Resources Manager
HR Director
Legal Counsel
Employment Lawyer
HR Business Partner
Personnel Administrator
Compliance Officer
Managing Director
Department Head
HR Operations Manager
Chief Human Resources Officer
Personnel Development Manager
HR Specialist
Human Resources Generalist
Employee Relations Manager
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