The Arbeitszeugnis (job reference) is a written assessment that employees can demand when the employment relationship ends (§ 109 GewO). A simple reference states the type and duration of the work, while a qualified reference also evaluates performance and conduct on request. It must be truthful yet benevolent, and issuing it in electronic form is excluded.
At a glance
- Right to a written reference when employment ends (§ 109 GewO)
- A simple reference (einfaches Zeugnis) states the type and duration of the work; a qualified reference (qualifiziertes Zeugnis) also assesses performance and conduct, but only on request
- Principle of truth and goodwill; the reference must be clearly and intelligibly worded and must contain no hidden codes
- Written form with a handwritten signature; issuing the reference in electronic form is expressly excluded
- Right to an interim reference (Zwischenzeugnis) where there is a legitimate reason, such as a change of supervisor or role, even during ongoing employment
- For grading levels (Notenstufen) and the burden of proof on assessments, see the separate entry Qualifiziertes Arbeitszeugnis
FAQ
When does the right arise and how quickly must the reference be issued?
The right arises when the employment ends; in practice the reference is often issued on request once notice of termination (Kündigung) has been given. It must be provided promptly, and delay can trigger claims for damages.
What is the difference between a simple and a qualified reference?
The simple reference states only the type and duration of the work. The qualified reference additionally assesses performance and conduct and is issued only on express request.
May the reference be issued by email or as a PDF?
No. The law expressly excludes electronic form. A signed document in paper form is required.
Is there a right to an interim reference?
Yes, where there is a legitimate reason, such as a change of supervisor, a transfer, a longer interruption, or the employee's own job search. The Zwischenzeugnis is not separately codified but follows from the employer's duty of care under the employment contract.
Last updated: August 2026
This article provides general information and is not a substitute for legal advice in individual cases.
