Question 1

How long is the statutory notice period for employment in Germany?

Accepted Answer

The basic notice period is 4 weeks to the 15th or to the end of a calendar month (§ 622(1) BGB). It always applies to employees unless the contract says otherwise. For employers it increases to 1 month after 2 years of service and up to 7 months after 20 years, each to the end of a month (§ 622(2) BGB).

Question 2

By when must I give notice to leave my job on 31 December?

Accepted Answer

With the statutory 4 weeks, your employer must receive the notice by 3 December at the latest. The period starts the day after receipt and ends 28 days later. If you give notice on 4 December, the contract only ends on 15 January. For employers with a longer period, e.g. 3 months after 8 years, the last day is 30 September.

Question 3

Does the sending date or the date of receipt count?

Accepted Answer

Only receipt counts. Written notice is received when it reaches the recipient's sphere so that they can normally take note of it, e.g. when it is in the letter box at the usual delivery times. A postmark is not enough. If you send it by post, allow a few working days of buffer.

Question 4

What if the last day falls on a weekend or a public holiday?

Accepted Answer

For employment contracts nothing moves. According to the Federal Labour Court, § 193 BGB does not apply to notice periods because the full period is meant to benefit the recipient. The notice must therefore arrive earlier. For leases, public holidays do not count as working days, which pushes the 3rd working day back. Saturday does count as a working day there.

Question 5

How long is the notice period during probation?

Accepted Answer

During an agreed probation period of up to 6 months the notice period is 2 weeks (§ 622(3) BGB), to any day, not only to the 15th or the end of the month. It is enough for the notice to be received on the last day of probation. The employment then ends 2 weeks later, i.e. after probation.

Question 6

Do the longer periods also apply when I resign as an employee?

Accepted Answer

Not by law. The scale in § 622(2) BGB only applies to notice given by the employer. Many employment contracts, however, extend it to both sides. That is allowed, because the only rule is that employees may not have a longer period than the employer (§ 622(6) BGB). So check your contract and choose "Employment contract" in the calculator.

Question 7

How do I calculate the notice period for my rented flat?

Accepted Answer

Tenants give 3 months' notice. If the notice is received by the 3rd working day of a month, that month already counts and the tenancy ends at the end of the month after next (§ 573c(1) BGB). Example: receipt on Tuesday 5 January 2027, end on 31 March 2027. On 6 January it would only be 30 April. For landlords the period extends to 6 months after 5 years and to 9 months after 8 years.

Question 8

Do years of service before age 25 count?

Accepted Answer

Yes. § 622(2) BGB used to say that periods before the age of 25 do not count. In 2010 the European Court of Justice rejected this as age discrimination (case C-555/07), and the rule was no longer applied. On 1 January 2019 the sentence was deleted from the statute. The entire length of service counts, and according to case law usually also an apprenticeship with the same employer.

Guide: Notice Period Calculator

Calculating Notice Periods in Germany: How to Find the Last Day to Give Notice

Notice Period During Probation: Two Weeks, Calculated Correctly

Terminating a Lease in Germany: Three Months, the Third Working Day and Public Holidays

Delivering Notice: How to Prove Receipt Reliably

Termination Agreement or Notice: Which Is Better?

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