A Kündigung (termination) ends the employment relationship through a one-sided declaration by one party. Germany distinguishes the ordinary termination with notice (ordentliche Kündigung) from the extraordinary, immediate termination for cause (außerordentliche or fristlose Kündigung). Every Kündigung requires written form with a handwritten signature; a termination by email or messenger is invalid. Whether you need a reason depends on statutory dismissal protection (Kündigungsschutz).
At a glance
- Two basic forms: ordinary termination with notice, and extraordinary (immediate) termination for good cause (§ 626 BGB)
- Mandatory written form with a handwritten signature (§ 623 BGB); email, fax, or messenger are void
- An extraordinary termination must be declared within two weeks of learning of the cause (§ 626 (2) BGB)
- A reason is required only where dismissal protection applies; a conduct-based dismissal also usually needs a prior Abmahnung
- The employee may file an unfair-dismissal claim within three weeks of receipt (§ 4 KSchG)
FAQ
Who may sign the termination?
Only someone authorised to terminate. If a representative signs without an attached power of attorney (Vollmacht), the recipient may reject it without delay (§ 174 BGB), so attach the original authority.
How do you serve a termination safely?
It only takes effect on receipt (Zugang). Safe options are handing it over in person with a witness, or a courier who confirms delivery and time, so that receipt can later be proven.
What happens if the claim deadline passes?
If the three-week deadline is missed, the termination is generally treated as valid regardless of whether a reason existed. The deadline is therefore critical.
Last updated: August 2026
This article provides general information and is not a substitute for legal advice in individual cases.
