Employee Notice Period Guide 2025: Everything You Need to Know

Are you planning a job change in 2025 or facing a termination? Then you should know the employee notice period exactly in order to safely plan your next steps.

Notice periods are the key to a smooth transition and protect you from unpleasant surprises. With the right knowledge, you can avoid mistakes, secure your claims and plan your career in a targeted manner.

In this guide, you will learn everything about legal, contractual and collective bargaining agreement deadlines, receive practical examples, tips for calculation and information on special cases. Start your professional future well informed!

Notice Periods for Employees 2025: Definition & Significance

Many employees wonder how to deal with the employee notice period correctly when a job change is imminent. The importance of this period is often underestimated, but it is crucial for a regulated transition and the protection of one’s own rights.

What is a Notice Period?

The employee notice period is the period of time between receipt of the notice of termination and the last day of work. It is clearly regulated in German law (§ 622 BGB) and protects employees and employers alike.

The most important purposes of the employee notice period are:

• Planning security for both sides
• Protection against sudden unemployment
• Time for handover and reorientation

There are two central forms:

Type of termination	Period required?	Example
Ordinary termination	Yes, regulated (§ 622)	Termination on July 3, end on July 31
Extraordinary	No, only with good cause (§ 626)	Termination without notice due to theft

The ordinary employee notice period applies to regular terminations. The extraordinary termination, also termination without notice, is only permissible for serious reasons and does not require a period.

A violation of the legal or contractual periods often renders the termination ineffective. This can lead to an action for protection against dismissal. The access is always decisive: If the termination is received on July 3, the period begins to run on July 4. According to current statistics, the statutory periods apply to around 90 percent of all employment relationships.

Differences in the employee and employer notice period usually exist, but this article clearly focuses on the employee side.

Legal Bases and Current Legal Situation 2025

In 2025, the employee notice period will continue to be regulated by § 622 BGB. The statutory minimum period is four weeks to the 15th or to the end of the month. This period applies regardless of the length of service, unless a collective agreement or employment contract stipulates something more favorable for the employee.

An important point: The termination must be in writing and signed by hand (§ 623 BGB). Terminations by e-mail, WhatsApp or fax are ineffective. A shortening of the employee notice period in the employment contract is not permitted, unless a collective agreement provides for a more favorable regulation for the employee.

Current developments and judgments, such as the crediting of employment periods before the age of 25 by the ECJ, influence the calculation of the employee notice period. Collective agreements, for example in the construction industry or retail trade, can regulate deviating periods, which usually apply in favor of the employees.

Anyone who wants to find out about specific deadlines and calculation examples can find a helpful overview in this Statutory Notice Periods in Labor Law guide.

The employee notice period thus remains a central element for a legally secure and plannable job change.

Statutory Notice Periods for Employees: What Applies in 2025?

Are you thinking about a job change or facing a termination? Then you should know the employee notice period in detail. The legal regulations are clear, but there are often misunderstandings in the calculation and application. In the following, you will learn what really applies to employees in 2025.

Standard Notice Period for Employees

The standard employee notice period is regulated in the Civil Code (§ 622 para. 1 BGB). It is four weeks and ends either on the 15th or at the end of the month. Important: Four weeks correspond to 28 days, not a calendar month. This period applies regardless of how long you have been working for the company – with the exception of the probationary period.

A few examples make the calculation more tangible:

Termination received on	Start of period	Last working day
June 5	June 6	June 30
June 10	June 11	July 15

The employee notice period always begins on the day after receipt of your written notice of termination. Written form means: handwritten signature, no e-mail or WhatsApp.

This standard period applies in about 85% of all employment relationships. It gives you planning security for the change, the handover and the application for remaining vacation. You can also find more on the legal basis and helpful practical tips in the Notice Periods: What Employees Should Know.

Notice Periods During the Probationary Period

During the probationary period, a special employee notice period applies: It is only two weeks and can be pronounced on any day (§ 622 para. 3 BGB). This gives both employers and employees flexibility to exit quickly if the employment relationship does not fit.

The probationary period may last a maximum of six months. After expiry, the regular period automatically applies. Another advantage: During the probationary period, you do not have to state a reason for termination.

A practical example:

• Your probationary period ends on September 30. You resign on September 29. The employment contract then ends on October 13.
• Attention: The shortened employee notice period only applies if it has been expressly agreed in the employment contract.

This regulation is particularly relevant for young professionals and trainees. It enables an uncomplicated start to the world of work.

Deviations Due to Employment and Collective Agreements

The employee notice period can be extended by employment or collective agreement. However, a reduction to the detriment of the employee is legally excluded. Many industries – such as construction, retail or care – apply special collective agreements that often provide for longer periods.

Example: A collective agreement provides for a notice period of six weeks to the end of the quarter. This means that the termination can no longer take effect on the 15th or the end of the month, but only at the end of a quarter.

Important practical tips:

• Always check whether a collective agreement applies to your employment relationship.
• Collective bargaining regulations take precedence if they are more favorable for employees.
• In case of uncertainty, it is advisable to seek advice from an expert in labor law.

This is how you always keep track and avoid mistakes in the employee notice period.

Step-by-step: Calculate the Notice Period Correctly

Keeping track of the employee notice period is crucial for a successful job change. With this step-by-step guide, you can avoid typical mistakes and ensure that your employment relationship ends correctly and in a plannable manner.

Step 1: which Period Applies – Statutory, Contractual or Collective Bargaining Agreement?

In the first step, check which employee notice period applies to your employment relationship. Look at your employment contract: Are there any special regulations regarding the notice period? If so, these are only valid if they are more favorable for you as an employee than the law provides.

If a collective agreement exists, you should also check it. Collective bargaining periods take precedence over statutory periods if they are more advantageous for employees. If nothing is regulated in either the contract or the collective agreement, the statutory employee notice period according to § 622 BGB automatically applies.

Pay attention to exceptions: In small businesses with fewer than 20 employees or in the event of insolvency, special regulations may apply. If in doubt, check whether your company or your contract is affected by this.

Step 2: Determine Receipt of Termination

Now it depends on the exact receipt of the termination by the employer. The employee notice period only begins to run on the day after receipt – not on the day you send the letter.

Important: Access only occurs when the notice of termination is actually available to the employer. A deposit in the mailbox after closing time only counts on the next working day. For maximum security, the following is recommended:

• Personal handover with confirmation of receipt
• Registered mail with return receipt
• Witnesses when depositing in the mailbox

Do not forget to document the receipt of the employee notice period. This can be crucial in the event of a dispute.

Step 3: Calculate Period Duration and End Date

Now calculate the exact employee notice period. The standard period is four weeks to the 15th or end of the month – i.e. 28 calendar days, not just one month. The decisive factor is when the termination is received.

Example table: Period calculation

Receipt of termination	Start of period	End of period
November 2	November 3	November 30
June 10	June 11	July 15
January 15	January 16	February 15

Pay attention to remaining vacation or exemption: These can influence the actual end of work. However, the employee notice period always remains the calculated period – the end of the contract must be clear.

Step 4: Consider Special Cases

The standard regulation for the employee notice period does not always apply. During the probationary period, the period is only two weeks to any day, provided that this is stated in the employment contract. In the case of severe disability, the approval of the Integration Office must be obtained before termination, which can extend the actual notice period.

In the public sector or in certain industries (e.g. construction, care), longer or deviating periods often apply. Therefore, always check whether special regulations apply to you. If you are unsure, you should have the employee notice period legally checked in case of doubt.

Step 5: Clarify Last Working Day and Vacation Entitlement

Before leaving, you should clarify how remaining vacation and overtime affect your last working day. The vacation entitlement remains in place even during the employee notice period and can either be taken or paid out.

• Apply for remaining vacation and take it in time
• Agree on overtime reduction
• Reduction of working days until the end of the contract

A conversation with the employer helps to avoid misunderstandings. This is how you make optimal use of the employee notice period and can concentrate on your next career step.

Tools and Aids for Period Calculation

In order to avoid errors in the calculation of the employee notice period, various digital tools are available to you. Online calculators offer fast and reliable support by simply entering your data and having the correct period calculated.

A recommended tool is the Notice Period Calculator 2025, which is specially designed for current legal and contractual regulations. In case of uncertainty, it is also recommended to seek labor law advice.

This ensures that the employee notice period is observed and your departure runs smoothly.

Special Regulations & Exceptions to Notice Periods

Special regulations for the employee notice period are particularly important, as they deviate from the legal standard in certain situations. Anyone who knows these exceptions can avoid mistakes and better protect their rights. In the following, you will find the most important exceptional cases that you should know for 2025.

Termination in Case of Severe Disability

Severely disabled employees have special protection against dismissal. An employee notice period also applies here, but in addition, the approval of the Integration Office according to § 168 SGB IX is mandatory. Without this approval, the termination is ineffective, even if the period is observed.

An example: If the employer terminates an employee with a degree of disability of 50, the Integration Office must approve this in advance. According to the Federal Ministry of Labor, around 2,500 terminations in connection with severe disability were reported in 2024.

The employee notice period remains in place, but the procedure is effectively extended. Important: Employees should seek legal advice immediately upon receipt of a termination.

Public Service & Special Industries

In the public sector and in certain industries, longer or deviating notice periods often apply to employees. For example, the collective agreement for the public service (TVöD) provides for an employee notice period of six months to the end of the quarter after 15 years of service.

Also in industries such as construction, retail or care, industry-specific collective agreements regulate special periods. These are usually more favorable for the employee and take precedence over legal regulations.

An overview of typical periods:

Industry	Notice Period Employee
TVöD (15 years)	6 months
Construction	1 month
Retail	4 weeks to 3 months

Always check whether a collective agreement applies to determine the correct employee notice period.

Small Businesses and Special Cases

In companies with fewer than 20 employees, a special employee notice period applies: Termination is possible on any day with a period of 4 weeks. This gives employees and employers more flexibility.

Seasonal work, fixed-term contracts or trainees are also subject to special regulations. For example, fixed-term employment contracts can usually only be terminated extraordinarily, while special protection regulations apply to trainees after the probationary period.

Anyone working in a small business should check the employee notice period in the contract carefully and seek advice in case of uncertainty.

Extraordinary (Termination without Notice)

An extraordinary or termination without notice is only possible for an important reason, such as theft or gross breach of duty. In such cases, the employee notice period is completely waived, the employment relationship ends immediately.

The written form is mandatory, and the termination must take place within two weeks of knowledge of the reason for termination. A practical example: After a physical attack, the employer can terminate without notice.

More on when a termination without notice is permissible in labor law can be found in the Termination without Notice in Labor Law guide.

Parental Leave, Maternity Protection, Care Leave

During parental leave, maternity protection or care leave, there is special protection against dismissal. This means: An employee notice period can only take effect after the expiry of these protection periods. Terminations in these phases are generally ineffective.

After the end of the protection period, the regular employee notice period begins. Employees should inform themselves early on in order to optimally design transitions and not lose claims.

Common Mistakes & Legal Pitfalls in Termination

Anyone who does not comply with their employee notice period correctly risks serious problems. Many employees underestimate the importance of form and period. Even small mistakes can lead to the termination being ineffective and the employment relationship continuing unexpectedly.

Typical Mistakes in the Employee Notice Period

Many employees make similar mistakes repeatedly:

• Non-compliance with the written form: Termination by email, WhatsApp, or fax is not sufficient. The employee’s notice period only begins with a signed, written notice of termination.
• Incorrect end date: Those who miscalculate the deadline often set an ineffective or incorrect termination date.
• Access not guaranteed: The termination is only valid when it actually reaches the employer. If it arrives too late, the end of the contract is postponed.
• Inadmissible deadlines in the contract: Shortened deadlines that are detrimental to the employee are generally ineffective.
• Special regulations ignored: Special deadlines are often overlooked, especially in the case of probationary periods, severe disabilities, or collective bargaining agreements.

Legal Consequences of Errors

Anyone who disregards the employee’s notice period must expect serious consequences:

• Invalidity of the termination: The employment relationship remains in effect.
• Right to continued employment: Employees must continue to work or can sue for continued employment.
• Protection against dismissal action: Employers risk a lawsuit if they make mistakes.
• Claims for damages: In the event of late departure, the employer may face financial claims.

Source of error	Possible consequence
Written form missing	Termination ineffective
Deadline incorrect	Extension of the employment relationship
Access delayed	Deadline start postponed
Collective agreement ignored	Dispute over deadline

Practical Examples & Statistics

A common mistake: Termination by fax. Many courts, such as the Berlin Labor Court, have ruled that this does not meet the legal requirements. The employee’s notice period only begins when the original is available.

According to current data from Personio, about 20% of all terminations lead to disputes due to deadline errors. This shows how important it is to perform all steps correctly.

Tips for Avoiding Mistakes

To prevent problems with the employee’s notice period, these measures will help:

• Always sign in writing and by hand.
• Check the deadline with digital deadline calculators or through legal advice.
• Document access (e.g. registered mail or confirmation of receipt).
• Check special regulations in the contract and collective agreement.
• If you are unsure, seek professional support early on, e.g. through employment law advice for employees.

With care and good preparation, you can avoid typical pitfalls and protect your rights as an employee.

Notice Periods in International Comparison & Current Developments 2025

The employee’s notice period is not only an important topic in Germany, but there are also exciting differences internationally. Anyone planning a job change abroad or working as a cross-border commuter should be familiar with the respective regulations. Especially in 2025, it is worth taking a look beyond the national borders, because new judgments and reforms could also bring changes in Germany.

Differences to other Countries (Focus on Switzerland, Austria)

Compared to Germany, the employee’s notice period in Switzerland and Austria often differs significantly. In Switzerland, a notice period of one month to the end of the month usually applies. From the second year of service, this extends to two months, and from the ninth year even to three months. In Austria, the deadlines depend on the collective agreement, usually between one and three months.

Country	Standard notice period	Special regulations
Germany	4 weeks to the 15th or end of the month	Probation period, collective agreements
Switzerland	1 month (from 2nd year: 2 months)	No approval from integration office required
Austria	1–3 months according to collective agreement	Protection against dismissal varies

A striking difference: In Switzerland, no approval from the integration office is required in the event of severe disability. Further details and practical tips on Swiss labor law can be found in the Guide to Swiss Labor Law.

Current Changes in the Law and Case Law

2025 brings some news that also affects the employee’s notice period. Particularly relevant is the ECJ ruling on the crediting of employment periods before the age of 25. According to the ruling, these periods must be included in the calculation of the notice period in the future. This can lead to longer deadlines for many employees.

There is also a trend towards longer notice periods in collective agreements. More and more industries are relying on extended deadlines to create planning security. At the same time, digitization makes it easier to calculate deadlines: digital tools and deadline calculators help to avoid errors.

Anyone who wants to find out about all the developments and planned changes in the law can find the latest information at Current Labor Law 2025: Legislation, Legislative Projects, Reforms.

Relevance for Employees in Germany & Outlook for the Future

The employee’s notice period will remain a central topic in 2025 for everyone who is active internationally or is considering a move abroad. For cross-border commuters, the more favorable law often applies, which makes planning more flexible. Expatriates and remote workers benefit from familiarizing themselves with the different regulations in advance.

In Germany, there is currently a discussion about making notice periods more flexible. Experts expect that further reforms could follow in 2025/2026, such as simplifying the deadlines or improving compatibility with digital work models. It is worth actively following developments in order to always be up to date on the employee’s notice period.

FAQ: Frequently Asked Questions about the Notice Period for Employees

Do you have questions about the employee’s notice period? Here you will find compact and practical answers to the most important topics that are particularly frequently asked when changing jobs in 2025. Use this overview to avoid uncertainties and act in a legally compliant manner.

What is the Difference between Ordinary and Extraordinary Termination?

The ordinary employee’s notice period is the regular termination of the employment relationship in compliance with the statutory, contractual or collective bargaining agreement deadline. Extraordinary termination (without notice) only occurs for serious reasons such as theft or gross breach of duty – without notice, but with immediate effect in accordance with § 626 BGB.

Type of termination	Deadline required?	Reason needed?
Ordinary	Yes	No
Extraordinary	No (immediately)	Yes (important reason)

How Do You Calculate the Employee’s Notice Period Exactly?

First, check whether a collective bargaining agreement or employment contract contains special rules. If there is no such regulation, the statutory employee’s notice period of four weeks to the 15th or end of the month applies. The deadline begins on the day after receipt of the written notice of termination. Digital tools help to avoid errors.

What Deadline Applies During the Probationary Period?

During the probationary period, a shortened period of two weeks applies to the employee’s notice period on any day (§ 622 Para. 3 BGB). The probationary period may last a maximum of six months. After that, the regular deadline automatically applies. A reason is not required for the termination.

What Happens if the Termination is Received Late?

If the termination is received late by the employer, the start of the employee’s notice period is postponed to the next possible date. This unintentionally extends the employment relationship. It is therefore advisable to hand over the termination in person or send it by registered mail with a return receipt.

Can the Employer Insist on a Longer Deadline?

Yes, a longer employee’s notice period can be agreed in the employment contract. However, a reduction to your disadvantage is not permitted by law. Collective agreements can also provide for longer deadlines, but these only apply if they are more favorable for employees.

What Rights Do I Have if I Have a Severe Disability?

In the event of severe disability, special protection against dismissal applies to the employee’s notice period. The employer requires the approval of the integration office before each termination. The deadline remains in place, but without this approval the termination is ineffective.

Does the Employee’s Notice Period also Apply to Fixed-Term Contracts?

In the case of fixed-term employment contracts, the employment relationship generally ends automatically on the agreed date. An employee’s notice period only applies if an ordinary termination has been expressly agreed in the contract. Otherwise, early termination is usually excluded.

What to Do if the Employment Contract States a Shorter Deadline?

If the employment contract states a shorter employee’s notice period than is legally permitted, this regulation is generally ineffective. The statutory minimum period according to § 622 BGB then automatically applies. In case of doubt, legal review is recommended to avoid disadvantages.

How Does Remaining Vacation Affect the End of Employment?

Remaining vacation can either be taken or paid out during the employee’s notice period, provided that there is an exemption. The remaining vacation entitlement does not shorten the deadline, but only affects your last working days. Tip: Submit your vacation request in good time and coordinate with your employer.

What Special Features Apply in the Public Sector?

In the public sector, collective agreements such as TVöD or TV-L often regulate longer employee’s notice periods. These depend on the length of service and can be up to six months. Check your contract and contact the human resources department if you are unsure.

Which Digital Tools Help with Deadline Calculation?

Numerous online deadline calculators exist for the employee’s notice period, for example from Personio or Smartrechner. These tools calculate the exact end date after entering the termination access. This helps you avoid errors when calculating deadlines and ensures a smooth process.

When should You Seek Legal Help?

Legal advice is useful if there are ambiguities regarding the employee’s notice period, special cases such as severe disability, parental leave or deviating contractual clauses. For a legally secure termination, the guide How to terminate contracts correctly, which guides you step by step through the process, is recommended.

You can see how many details and special cases there are regarding notice periods – and a small mistake can quickly lead to unnecessary stress. If you are not entirely sure about your deadline or need support with your termination, you can easily contact experienced lawyers. This is even possible online: Via GETYOURLAWYER you describe your situation and receive non-binding offers from specialized experts – transparently and at a fixed price. This way you are on the safe side and can plan your next career step in a relaxed manner.
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