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A Notice Period Notice (Kündigungsfrist-Mitteilung) tells employees exactly how much advance warning they must give before leaving their job under German labor law. It's a formal document that clearly states the required notice period based on an employee's length of service and position within the company.

German employers commonly issue these notices alongside employment contracts to prevent confusion about termination rules. The notice periods typically range from 4 weeks for newer employees to 7 months for long-term staff, following Section 622 of the German Civil Code (BGB). This document helps both sides avoid disputes and ensures proper workforce planning.

Issue a Notice Period Notice right when you hire new employees in Germany, ideally as part of their onboarding paperwork. This timing helps set clear expectations from day one and prevents misunderstandings about notice requirements that could lead to costly disputes later.

Companies also need to provide updated Notice Period Notices when an employee's mandatory notice period changes - typically after longer periods of service. For example, when staff members reach the 2, 5, 8, 10, 12, 15, or 20-year marks, their notice periods increase under German law. Proactively managing these changes helps maintain compliance and good employee relations.

• Basic Statutory Notice: The standard form stating minimum legal notice periods under German labor law, typically used for regular employees with up to 2 years of service
• Extended Service Notice: Used for employees with 2-20 years of service, detailing graduated notice periods that increase with tenure
• Executive Level Notice: Specialized versions for management positions (Leitende Angestellte), often including longer notice periods and additional provisions
• Collective Agreement Notice: Modified versions aligned with specific industry tariff agreements (Tarifverträge), reflecting sector-specific notice requirements

• HR Departments: Draft and issue Notice Period Notices, ensure compliance with German labor law, and maintain documentation of notice periods
• Legal Teams: Review and update notices to align with changes in employment law and collective agreements
• Employees: Must follow the stated notice periods when resigning, typically ranging from 4 weeks to 7 months based on tenure
• Department Managers: Help enforce notice periods and plan for staff transitions
• Works Councils: Review notices to ensure they comply with workplace agreements and represent employee interests

• Employee Details: Gather the employee's start date, position level, and any special contractual terms affecting notice periods
• Legal Requirements: Check Section 622 BGB for statutory notice periods and any applicable collective agreements
• Company Policies: Review internal policies and works council agreements that might affect notice periods
• Document Format: Our platform generates legally compliant Notice Period Notices customized to your specific situation
• Distribution Plan: Prepare to issue copies to the employee, HR department, and personnel file
• Review Process: Set up internal validation steps with HR and department heads before finalizing

• Employee Information: Full name, position title, start date, and current employment status
• Notice Period Details: Clear statement of the applicable notice period length based on service duration
• Legal Basis: Reference to Section 622 BGB and any relevant collective agreements
• Calculation Method: Explanation of how notice periods are calculated and when they begin
• Special Provisions: Any company-specific or role-based variations to standard notice periods
• Acknowledgment Section: Space for employee signature and date of receipt
• Company Details: Official company name, address, and authorized representative's signature

People often confuse a Notice Period Notice with a Notice of Termination in German employment law, but they serve distinctly different purposes. A Notice Period Notice outlines the mandatory waiting time before employment ends, while a Notice of Termination actually initiates the end of employment.

• Timing of Use: Notice Period Notices are given at the start of employment or when service milestones change notice requirements; Notice of Termination is only used when ending employment
• Legal Effect: Notice Period Notices inform and document requirements but don't trigger any action; Notice of Termination actively starts the termination process
• Content Focus: Notice Period Notices detail timeframes based on tenure and position; Notice of Termination must include specific termination grounds and final working date
• Duration: Notice Period Notices remain valid throughout employment; Notice of Termination applies only to a single termination event