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A Termination Notice (Kündigungsschreiben) is a formal written statement that ends a legal relationship, most commonly used to conclude employment contracts or rental agreements in Germany. It must follow strict rules under German law, including specific notice periods and formal requirements like having a physical signature.

Under German employment law (Kündigungsschutzgesetz), these notices need to clearly state the termination date and be delivered in paper form - digital versions usually don't count. For workers protected by German labor laws, employers must include valid reasons for termination and follow exact timing requirements, which vary based on employment duration and industry-specific regulations.

Use a Termination Notice when ending any formal contractual relationship in Germany, particularly for employment or rental agreements. Common situations include ending a fixed-term work contract, responding to serious misconduct, or closing a business location. German law requires sending these notices well before the intended end date - typically 4 weeks for employees and 3 months for commercial leases.

For employment terminations, timing is crucial. Send the notice before the 15th of the month to end employment by the next month's end. Longer notice periods apply based on employment duration - up to 7 months for long-term employees. Missing these deadlines can make the termination invalid and expose your company to legal challenges.

• Notice Of Non Renewal Of Lease: Used to inform landlords you won't extend an expiring lease contract
• 30 Day Notice Letter To Landlord: Standard early termination notice following German tenant protection laws
• Move Out Notice Letter: Detailed notice specifying exact move-out date and property condition expectations
• Written Notice To End Lease: Formal termination for fixed-term contracts with specific legal requirements
• End Of Lease Letter: Comprehensive notice covering final arrangements and security deposit return

• Employers: Issue Termination Notices for employee dismissals, following strict German labor law requirements and notice periods
• Landlords: Send notices to end rental agreements, especially for commercial properties or when selling buildings
• Tenants: Provide formal notice when moving out or ending lease agreements early
• Works Councils (Betriebsrat): Must be consulted before certain employment terminations become valid
• Legal Departments: Review and approve notices to ensure compliance with German employment protection laws
• HR Managers: Handle the practical aspects of employment terminations and ensure proper documentation

• Contract Details: Locate the original agreement to confirm notice periods and specific termination requirements
• Timing Check: Calculate the correct notice period based on German law and contract duration
• Cause Documentation: Gather evidence supporting termination reasons if required by German labor law
• Party Information: Compile full legal names, addresses, and contract reference numbers
• Format Selection: Use our platform's German-compliant templates to ensure all mandatory elements are included
• Delivery Method: Plan for proper service - German law often requires physical delivery with signature confirmation
• Internal Review: Have HR or department heads verify all details before finalizing

• Full Party Details: Legal names and addresses of both parties, contract reference numbers
• Clear End Date: Specific termination date following German notice period requirements
• Legal Grounds: Valid reason for termination under German law (for employment contracts)
• Notice Period: Explicit confirmation of compliance with statutory or contractual notice periods
• Signature Block: Physical signature, date, and company stamp if applicable
• Works Council Reference: Confirmation of consultation for employment terminations when required
• Return of Property: Clear instructions about company property, access cards, or documents
• Final Settlement: Information about outstanding payments, benefits, or obligations

A Termination Notice differs significantly from a Notice to Remedy Breach in German legal practice. While both documents address contract issues, they serve distinct purposes and trigger different legal consequences.

• Primary Purpose: A Termination Notice ends a legal relationship immediately or at a specified date, while a Notice to Remedy Breach gives the receiving party a chance to fix problems and continue the relationship
• Legal Effect: Termination Notices are final and typically irreversible under German law, whereas Remedy notices establish a grace period for correction
• Timing Requirements: Termination Notices must follow strict notice periods set by German law, but Remedy notices often allow flexible correction timeframes
• Content Focus: Termination documents state end dates and final arrangements, while Remedy notices detail specific breaches and required corrective actions