The Notice To End Employment is a crucial document in German employment law that must be prepared with utmost attention to legal requirements and formalities. It serves as the official written communication of employment termination and must comply with various German labor laws, including the Civil Code (BGB) and Protection Against Dismissal Act (KSchG). This document is used when an employer wishes to legally terminate an employment relationship, ensuring all statutory requirements are met, including proper notice periods, which vary based on length of service. The notice must be in writing with an original signature, clearly state the termination intention, specify the final working day, and address various employment-related matters such as remaining vacation days and company property. In companies with works councils, additional procedural requirements apply, and the notice must reflect proper consultation with these bodies.
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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 the notice (crucial for calculating notice periods)
4. Subject Line: Clear indication that this is a notice of termination (Kündigung)
5. Clear Statement of Termination: Unambiguous declaration of the intention to terminate the employment relationship
6. Last Working Day: Specific mention of the final day of employment, taking into account notice periods
7. Notice Period Reference: Reference to applicable notice period and its calculation
8. Return of Company Property: Request for return of all company property by the last working day
9. Outstanding Vacation: Statement regarding remaining vacation days and how they will be handled
10. Signature Block: Space for authorized signatory's original signature
1. Garden Leave: Include when the employee is to be released from duty during notice period
2. Reference Letter: Mention of the employee's right to receive a reference letter and process for requesting it
3. Final Settlement: Details of final payment calculations when including this with the termination notice
4. Works Council Reference: Required if works council was consulted, stating their position
5. Severance Offer: Include if offering severance payment as part of the termination
6. Non-Compete Reminder: Include if employment contract contains post-contractual non-compete obligations
7. Handover Instructions: Include when specific handover of duties/projects is required
1. Calculation of Final Payment: Detailed breakdown of final salary, bonuses, and other payments
2. Company Property List: Itemized list of company property to be returned
3. Handover Document: Detailed list of projects and responsibilities requiring handover
4. Severance Agreement: If applicable, detailed terms of severance payment and conditions
Relevant legal definitions
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Manufacturing
Technology
Financial Services
Retail
Healthcare
Professional Services
Construction
Education
Hospitality
Telecommunications
Automotive
Energy
Media and Entertainment
Transportation and Logistics
Real Estate
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
Administration
Corporate Services
Employee Relations
Relevant Roles
HR Director
HR Manager
Legal Counsel
Employment Lawyer
HR Business Partner
Chief Human Resources Officer
Personnel Administrator
Compliance Officer
Department Manager
Managing Director
Chief Executive Officer
Operations Manager
HR Administrator
Office Manager
General Counsel
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