When terminating permanent contracts of employment, certain notice periods are required by law. The determination of the minimum statutory period depends on whether the employee or employer is seeking to terminate the contract.
Employer and employee usually agree on a probation period of up to six months, during which either side may terminate the employment with only two weeks' notice.
In other cases, an employee must submit a notice with a minimum notice period of four weeks, effective either on the 15th or end of a calendar month.
For the employer, the minimum notice period depends on the duration of employment. After the probationary period of a new employment contract has ended, the initial notice period is four weeks to the 15th or to the end of a calendar month. This continuously increases in several steps to seven months after 20 years of job tenure in the same company.
Individual notice periods can be agreed upon, but these must comply with minimum statutory notice period requirements. Notice periods for the employee must not be longer than for the employer.
Every notice of termination must always be issued in writing - notice of termination in electronic form is insufficient.