Statutory notice periods in Germany
§ 622 BGB sets the minimum notice the employer must observe when ending the employment. The periods rise with your length of service and apply unless contract or collective agreement is more favourable to you.
The statutory notice period for an employer-issued dismissal grows with the years of service you have completed (§ 622 (2) BGB). The probationary notice is 2 weeks, then 4 weeks rising to up to 7 months after 20 years. Notice in the wrong length or to the wrong end-date makes the dismissal invalid for the period claimed — sometimes for the entire dismissal if the letter is unsalvageable.
| Length of service | Notice period | Effective date |
|---|---|---|
| During probation (≤ 6 months) | 2 weeks | any day |
| After probation, < 2 years | 4 weeks | 15th or end of month |
| ≥ 2 years | 1 month | end of month |
| ≥ 5 years | 2 months | end of month |
| ≥ 8 years | 3 months | end of month |
| ≥ 10 years | 4 months | end of month |
| ≥ 12 years | 5 months | end of month |
| ≥ 15 years | 6 months | end of month |
| ≥ 20 years | 7 months | end of month |
Note: the contract may impose longer employer notice. A contractual notice shorter than the statutory minimum is invalid; the statutory period applies. For employee-issued notice the rule is 4 weeks to the 15th or end of the calendar month, unless the contract extends it (with the limits of § 622 (5) BGB).
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