Kündigungsfristen (notice periods) set how much time must pass between a dismissal reaching the other side and the end of the employment relationship. The basic notice period under § 622 (1) BGB is four weeks to the 15th or the end of a month. For employers, the periods lengthen with rising length of service in stages up to seven months (§ 622 (2) BGB).
At a glance
- Basic notice period: four weeks to the 15th or the end of a calendar month (§ 622 BGB)
- For employers, the periods lengthen with length of service in stages, from one month up to seven months to the end of a month
- During probation (Probezeit) a shortened period of two weeks applies
- Collective agreements can set different, and even shorter, periods
- Under case law of the European Court of Justice, periods of service before the age of 25 may no longer be excluded from the extended periods
The extended employer periods under § 622 BGB
- from 2 years of service: 1 month to the end of a month
- from 5 years: 2 months to the end of a month
- from 8 years: 3 months to the end of a month
- from 10 years: 4 months to the end of a month
- from 12 years: 5 months to the end of a month
- from 15 years: 6 months to the end of a month
- from 20 years: 7 months to the end of a month
FAQ
Do the extended periods also apply when the employee resigns?
No. The staggering applies only to dismissals by the employer. If the employee resigns, the basic period of four weeks to the 15th or the end of a month applies in principle, unless the employment contract or a collective agreement provides otherwise.
What does "four weeks to the 15th or the end of a month" mean?
Four weeks is exactly 28 days, not one month. The dismissal can take effect only on two fixed dates: the 15th of a month or the last day of a month. A full 28 days must therefore lie before the chosen end date.
Do periods of service before the age of 25 count?
Yes. By its wording the law states that such periods are not counted, but the European Court of Justice found this rule to be age-discriminatory. It is therefore no longer applied, so early periods of service also count towards the staggering.
Can the employment contract shorten the periods freely?
Only to a limited extent. Shorter periods than the statutory ones are permissible in an individual contract only in narrow exceptions, such as for casual staff. Deviations, including shorter periods, are mainly possible through collective agreements. No longer period may apply to the employee than to the employer.
Last updated: August 2026
This article provides general information and is not a substitute for legal advice in individual cases.
