The correct termination of an employment relationship is linked to many formalities and correct procedures.

Notices of termination of employment relationships can be either planned or unplanned. At this point, a planned dismissal means that the employment was limited in time from the outset and this was also recorded in the employment contract. This is not actually a dismissal in the classic sense.

If employers or employees do not see any possibility of continuing the employment relationship, both sides have the right to give notice in accordance with the periods of notice stipulated in the employment contract. Reasons for this can be e.g. the general work situation, economic reasons on the part of the employer, repeated offences against the work contract and much more besides.

Notice of termination must always be given in writing and in due time. The reasons, whether by the employee or employer expressed, are for the time being for it all the same. The indication of reasons for termination is only necessary if the termination is extraordinary, e.g. for reasons of labour law, which may also mean the cancellation of the notice period.

There are groups of persons who have special protection against dismissal, e.g. : Pregnant women and mothers up to four months after childbirth, persons on parental leave, persons on nursing leave, severely disabled persons, representatives of severely disabled persons and others.

Since the legal regulations in labour law in Germany can be very complex, you should always seek help from qualified advisors in the event of termination. You will find these advisers, for example, at the Employment Agency, at employee associations and trade unions as well as at various aid organisations and associations.