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A Notice of Termination (Kündigungsschreiben) is a formal written statement that legally ends an employment relationship in Germany. It must clearly state the termination date and follow strict requirements under German labor law, including proper notice periods based on length of service and position.

German employers need to deliver this notice in writing - electronic forms like email aren't valid. The notice must respect protection periods, especially for long-term employees, pregnant workers, and works council members. Both employers and employees can issue these notices, but employers face stricter rules and must prove valid reasons for termination under the Protection Against Dismissal Act.

Use a Notice of Termination when ending any employment relationship in Germany, including regular resignations, retirement transitions, or dismissals for business reasons. The notice becomes essential during company restructuring, performance-related dismissals, or when an employee decides to leave voluntarily.

Timing matters critically - German law requires specific notice periods based on employment duration. For example, a basic four-week notice period applies to most positions, extending up to seven months for long-term employees. Send the notice early enough to comply with these periods and special protection rules for certain employee groups, like those on parental leave or severely disabled workers.

• Letter To Vacate: Standard form for ordinary dismissal (ordentliche Kündigung) with basic notice periods
• Notice To Vacate Apartment: Immediate termination (außerordentliche Kündigung) for serious misconduct
• Notice To Vacate Letter To Landlord: Change-of-terms termination (Änderungskündigung) offering continued employment under new conditions
• Move Out Notice To Landlord: Mass redundancy notice for business-related terminations
• Leaving Lease Letter: Employee resignation notice with standard notice periods

• Employers: Must issue the Notice of Termination in writing, ensure legal compliance, and maintain proper documentation of delivery
• Employees: Can submit resignation notices and must receive termination notices personally or via registered mail
• Works Councils: Must be consulted before certain terminations, especially in larger companies with established worker representation
• HR Departments: Handle the practical aspects of termination notices, ensure compliance with notice periods, and maintain personnel records
• Legal Advisors: Review notices for compliance with German labor law, particularly for complex cases or mass layoffs

• Employee Details: Gather full name, position, start date, and current salary information
• Notice Period: Calculate the legally required notice period based on employment duration and contract terms
• Termination Date: Specify the last working day, considering notice periods and protection rules
• Reason Documentation: Compile evidence supporting the termination reason, especially for performance-based dismissals
• Works Council Status: Check if consultation is required and document any prior discussions
• Delivery Method: Plan for proper written delivery, as email notifications aren't legally valid in Germany
• Template Selection: Use our platform's German-compliant templates to ensure all mandatory elements are included

• Basic Information: Full names and addresses of both employer and employee, job title, and employment start date
• Clear Intent: Explicit statement of termination (Kündigung) with unambiguous language
• Termination Date: Specific last day of employment, accounting for notice periods
• Notice Period Reference: Citation of applicable notice period under contract or law
• Signature Block: Space for authorized representative's original signature and date
• Company Details: Official company name, legal form, and registered address
• Optional Elements: Garden leave provisions, reference letter mention, or return of company property instructions

A Notice of Termination differs significantly from a Disciplinary Action Notice in German employment law. While both documents address workplace issues, they serve distinct purposes and have different legal implications.

• Legal Effect: A Notice of Termination ends the employment relationship entirely, while a Disciplinary Action Notice serves as a formal warning without ending employment
• Timing Requirements: Termination notices must follow strict notice periods based on employment duration; disciplinary notices can be issued immediately after an incident
• Procedural Requirements: Termination requires works council consultation and specific delivery methods; disciplinary actions need only document the misconduct and desired correction
• Legal Consequences: Termination triggers final payment calculations and employment certificate requirements; disciplinary notices become part of the personnel file for future reference
• Reversibility: Termination permanently ends the relationship unless challenged in court; disciplinary actions can be addressed through improved behavior