The Requesting Termination Letter From Employer is a crucial document in German employment relationships, used when an employer wishes to formally end an employment relationship. It must strictly adhere to German labor law requirements, including proper notice periods as specified in the German Civil Code (BGB) and compliance with the Protection Against Dismissal Act (KSchG). The document is used in situations where employment needs to be terminated for various reasons such as business restructuring, performance issues, or other valid grounds under German law. It must include specific components like clear termination statements, notice periods, and final settlement terms. In companies with works councils, additional consultation procedures may be required before issuing the termination letter. The document serves as a legal record of the termination and must be delivered in written form with an original signature, as electronic delivery is not valid under German law.
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1. Sender Details: Full company name, address, and legal representative details
2. Recipient Details: Employee's full name and address
3. Date: Date of letter issuance - crucial for notice period calculations
4. Subject Line: Clear indication that this is a termination notice (Kündigung)
5. Employment Information: Reference to position, start date, and current role
6. Termination Statement: Clear and unambiguous statement of employment termination
7. Notice Period: Specific end date of employment based on applicable notice period
8. Return of Company Property: Request for return of all company belongings
9. Final Settlement: Reference to final salary payment and outstanding vacation days
10. Signature Block: Space for authorized signatory with full name and title
1. Garden Leave: Include when employee is to be released from duties during notice period
2. Reference Letter: Mention of providing a reference letter (Arbeitszeugnis) if agreed
3. Works Council: Reference to works council consultation if applicable
4. Non-Compete Reminder: Include if employment contract contains post-contractual non-compete clauses
5. Severance Offer: Include if company is offering a severance package
6. Handover Instructions: Include if specific project/responsibility handover is required
1. Employment Contract Copy: Copy of original employment contract referenced
2. Works Council Statement: If applicable, documentation of works council consultation
3. Severance Agreement: If applicable, detailed terms of severance package
4. Handover Checklist: List of items, accounts, and responsibilities to be transferred
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