{"id":4448,"date":"2026-07-20T10:00:00","date_gmt":"2026-07-20T08:00:00","guid":{"rendered":"https:\/\/bwlaw.de\/?page_id=4448"},"modified":"2026-07-20T10:00:00","modified_gmt":"2026-07-20T08:00:00","slug":"aufhebungsvertrag-termination-agreement","status":"publish","type":"page","link":"https:\/\/bwlaw.de\/en\/knowledge-base\/aufhebungsvertrag-termination-agreement\/","title":{"rendered":"Aufhebungsvertrag in English: the German termination agreement and what to check before signing"},"content":{"rendered":"\r\n<div id=\"progress\" aria-hidden=\"true\"><\/div>\r\n\r\n<!-- EN version of aufhebungsvertrag-czy-podpisac. Own text. Published without\r\n     prior check on Artur's instruction of 19.07.2026. Sources verified\r\n     19-20.07.2026: sec. 123, 623 BGB, sec. 1a KSchG, sec. 38, 148, 158, 159\r\n     SGB III on gesetze-im-internet.de, BSG 2.5.2012 B 11 AL 6\/11 R (full text),\r\n     BAG 7.2.2019 6 AZR 75\/18 (bundesarbeitsgericht.de). Keyword Planner:\r\n     \"aufhebungsvertrag english\" (90), \"mutual termination agreement germany\" (30). -->\r\n<header>\r\n  <div class=\"wrap\">\r\n    <a href=\"\/en\/\" class=\"brand\" aria-label=\"BWLAW\"><img loading=\"lazy\" decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/logo-bw.png\" alt=\"BWLAW \u2013 law firm in Germany\" width=\"42\" height=\"28\"><\/a>\r\n    <nav aria-label=\"Main navigation\">\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/construction-law\/\">Construction law<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/debt-collection\/\">Debt collection<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/company-formation\/\">Corporate law<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/\">Employment law<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\" class=\"active\">Knowledge base<\/a>\r\n      <a href=\"\/en\/#zespol\">Team<\/a>\r\n    <\/nav>\r\n    <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Contact a lawyer <span class=\"arr\">\u2192<\/span><\/a>\r\n    <button class=\"burger\" aria-label=\"Menu\">\u2630<\/button>\r\n  <\/div>\r\n<\/header>\r\n\r\n<section class=\"shero\" style=\"padding-bottom:3.5rem\">\r\n  <div class=\"glow\"><\/div>\r\n  <div class=\"wrap\" style=\"grid-template-columns:1fr\">\r\n    <div>\r\n      <nav class=\"crumbs\" aria-label=\"Breadcrumbs\"><a href=\"\/en\/\">Home<\/a><span>\/<\/span><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\">Knowledge base<\/a><span>\/<\/span><b>Employment<\/b><\/nav>\r\n      <span class=\"eyebrow\">Employment<\/span>\r\n      <h1 style=\"max-width:32ch\">Aufhebungsvertrag in English: the German termination agreement and what to check before signing<\/h1>\r\n      <p class=\"lead\">Your employer slides a ready-made document across the table and proposes an amicable exit? If you have just searched for Aufhebungsvertrag English translation, here is the short answer: it is a mutual termination agreement ending your German employment by consent. It can be a fair deal \u2014 or an expensive trap. We explain how it differs from a dismissal, how much severance is realistic, when the employment agency imposes a twelve-week benefit suspension and which clauses to check before you sign anything.<\/p>\r\n      <div class=\"art-meta\">\r\n        <img decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/dr-artur-barczewski.webp\" alt=\"Dr. Artur Barczewski\" loading=\"lazy\">\r\n        <div><b>Dr. Artur Barczewski<\/b>Rechtsanwalt \u00b7 attorney-at-law<\/div>\r\n        <div style=\"margin-left:1rem;border-left:1px solid rgba(255,255,255,.25);padding-left:1rem\">\u2248 10 min read<br>updated: July 2026<\/div>\r\n      <\/div>\r\n    <\/div>\r\n  <\/div>\r\n<\/section>\r\n\r\n<article class=\"sec\">\r\n  <div class=\"wrap\">\r\n    <div class=\"prose rv\" style=\"font-size:1.02rem\">\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">What an Aufhebungsvertrag is \u2014 and what it is not<\/h3>\r\n      <p>An Aufhebungsvertrag (also called Aufhebungsvereinbarung or Aufl\u00f6sungsvertrag) is a contract in which employer and employee agree to end the employment relationship on a chosen date. The decisive feature is that it is mutual: nobody dismisses anybody, both sides sign a joint decision. That is exactly why the entire German dismissal protection system \u2014 the Dismissal Protection Act, the requirement of a valid reason, review by the labour court \u2014 simply does not apply. There is no dismissal to challenge.<\/p>\r\n      <p>Other safeguards disappear for the same reason. The works council (Betriebsrat) does not have to be heard. Special protection for pregnant employees or severely disabled persons does not bite \u2014 the official approval required for a dismissal is not needed for a mutual agreement. The end date can be set freely, even ignoring the notice period. Each of these points can be an advantage or a risk, depending on which side of the table you sit on and what exactly the document says.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Dismissal or agreement \u2014 the essential differences<\/h3>\r\n      <table style=\"border-collapse:collapse;margin:.4rem 0 1.2rem\">\r\n        <tr><th style=\"text-align:left;padding:.35rem 1.6rem .35rem 0;border-bottom:1px solid rgba(0,0,0,.2)\">K\u00fcndigung (dismissal)<\/th><th style=\"text-align:left;padding:.35rem 0;border-bottom:1px solid rgba(0,0,0,.2)\">Aufhebungsvertrag (agreement)<\/th><\/tr>\r\n        <tr><td style=\"padding:.3rem 1.6rem .3rem 0\">unilateral declaration<\/td><td style=\"padding:.3rem 0\">contract of both parties<\/td><\/tr>\r\n        <tr><td style=\"padding:.3rem 1.6rem .3rem 0\">court review, claim within 3 weeks<\/td><td style=\"padding:.3rem 0\">no review of the merits<\/td><\/tr>\r\n        <tr><td style=\"padding:.3rem 1.6rem .3rem 0\">statutory notice periods<\/td><td style=\"padding:.3rem 0\">end date freely negotiable<\/td><\/tr>\r\n        <tr><td style=\"padding:.3rem 1.6rem .3rem 0\">works council must be heard<\/td><td style=\"padding:.3rem 0\">works council bypassed<\/td><\/tr>\r\n        <tr><td style=\"padding:.3rem 1.6rem .3rem 0\">official approval where specially protected<\/td><td style=\"padding:.3rem 0\">no approvals needed<\/td><\/tr>\r\n        <tr><td style=\"padding:.3rem 1.6rem .3rem 0\">benefits usually without suspension<\/td><td style=\"padding:.3rem 0\">risk of a 12-week suspension<\/td><\/tr>\r\n      <\/table>\r\n      <p>The table explains why employers like these agreements so much: they buy certainty. The risk of losing an unfair dismissal case, of a defective delivery or of a works council that was not heard vanishes overnight. That certainty has a price \u2014 and the price is called severance. How long the notice periods are that an employer would otherwise have to observe is covered in our article on <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/notice-periods-germany\/\">notice periods in Germany<\/a>.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Written form \u2014 and no right to change your mind<\/h3>\r\n      <p>Ending an employment relationship by contract requires written form, and electronic form is expressly excluded (sec. 623 BGB). Only paper with handwritten signatures of both sides is valid \u2014 a document signed by e-mail, scan or e-signature has no effect. The flip side is less comfortable: once signed, the agreement generally cannot be revoked. The withdrawal rights known from consumer contracts do not exist here, and regret \u2014 even the very next day \u2014 changes nothing. One rule therefore matters more than all others: do not sign on the spot. No provision obliges you to decide immediately, and asking for a few days to review the draft is entirely normal.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Severance: what you can negotiate<\/h3>\r\n      <p>Contrary to popular belief, German law grants no general entitlement to severance pay. Severance under a termination agreement is purely a matter of negotiation \u2014 the employer pays for avoiding litigation risk. The market reference point is the formula of sec. 1a of the Dismissal Protection Act: half a gross monthly salary for each year of service, with periods over six months rounded up to a full year. That is a starting point, not a ceiling. The weaker the employer&#8217;s position in a hypothetical court case \u2014 long service, doubtful reasons, special protection, formal mistakes \u2014 the more can be achieved. In practice, severance ranges from 0.25 to well over 1.0 monthly salary per year of service.<\/p>\r\n      <p>No social security contributions are due on severance, but it is fully subject to income tax in the year of payment. The progression is softened by the so-called F\u00fcnftelregelung \u2014 how it works and what remains net is calculated step by step in our article on <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/severance-pay-tax-germany\/\">severance pay tax in Germany<\/a>.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">The benefit suspension: twelve weeks without unemployment benefit \u2014 and a smaller total pot<\/h3>\r\n      <p>The most frequent and most expensive mistake concerns unemployment benefit. Whoever signs a termination agreement has, in the eyes of sec. 159(1) sentence 2 no. 1 of the Social Code III, ended the employment relationship themselves \u2014 just as if they had resigned. Without good cause (wichtiger Grund) this triggers a suspension: for twelve weeks the Agentur f\u00fcr Arbeit pays no benefit, and the total benefit entitlement is cut by at least one quarter (sec. 148(1) no. 4 Social Code III). With a twelve-month entitlement, three months of benefit are lost \u2014 irretrievably.<\/p>\r\n      <p>The suspension can be avoided. The Federal Social Court has held that an employee has good cause if the employer had firmly announced a dismissal for operational reasons (betriebsbedingte K\u00fcndigung) effective on the same date, the agreed end date is not earlier than the notice period allows, and the severance stays within the limits of sec. 1a of the Dismissal Protection Act, i.e. up to 0.5 monthly salaries per year of service \u2014 in that case the agency does not even examine whether the announced dismissal would have been lawful (BSG, judgment of 2 May 2012, B 11 AL 6\/11 R). With a higher severance the agency does examine the hypothetical dismissal, and where the reasons lie in the employee&#8217;s conduct there is normally no good cause. The practical lesson: a well-drafted agreement contains a preamble stating that it is concluded to avoid an otherwise unavoidable dismissal for operational reasons \u2014 and it respects the notice period.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">The second trap: a shortened end date (sec. 158 Social Code III)<\/h3>\r\n      <p>Independently of the suspension, a second mechanism applies. If the agreement shortens the notice period and provides for severance, the benefit entitlement rests (ruht) \u2014 at the latest until the day on which the employment would have ended had the proper notice period been observed (sec. 158 Social Code III). The agency treats part of the severance as pay for the shortened period and pays nothing in the meantime. Both sanctions can add up. The end date in the agreement should therefore, as a rule, match at least the date that would apply under an ordinary dismissal \u2014 an earlier exit costs twice.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Unfair negotiation: when a signed agreement can be overturned<\/h3>\r\n      <p>A signed agreement is not always the end of the story. The Federal Labour Court set aside an agreement signed by a sick employee whom the employer&#8217;s representative had surprised in her flat \u2014 a violation of the principle of fair negotiation (Gebot fairen Verhandelns) renders the agreement ineffective (BAG, judgment of 7 February 2019, 6 AZR 75\/18). This concerns situations in which the employer exploits a recognisable weakness: illness, surprise, the pressure of the moment. A separate route is rescission of a declaration obtained by deceit or unlawful threat (sec. 123 BGB) \u2014 for instance where the employer threatens a summary dismissal that no reasonable employer would even consider in the situation. These are, however, exceptions requiring proof, not the rule. A related scenario, in which the employer gives in to pressure from the workforce, is covered in our article on <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/druckkuendigung-dismissal-under-pressure\/\">Druckk\u00fcndigung<\/a>.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Deadlines with the Agentur f\u00fcr Arbeit<\/h3>\r\n      <p>After signing, the same duties run as after a dismissal: register as a jobseeker at the latest three months before the agreed end of employment, and if less time remains \u2014 within three days of signing (sec. 38 Social Code III). Being late costs an additional one-week suspension. Register immediately, whether or not you already have a new job in sight \u2014 the registration decides nothing and protects your benefit.<\/p>\r\n    <\/div>\r\n\r\n    <div class=\"hl rv\" style=\"max-width:760px\">\r\n      <span class=\"eyebrow\">Checklist<\/span>\r\n      <h3>Termination agreement on the table \u2014 what to check before signing<\/h3>\r\n      <p>Do not sign on the spot \u2014 ask for a few days. Compare the end date with the notice period that would apply to a dismissal. Check the preamble: separation to avoid an operational dismissal, not because of conduct. Calculate the severance \u2014 0.5 salaries per year is the starting point, not the maximum. Release from work (Freistellung): with or without crediting holidays and overtime? A reference letter with an agreed grade, ideally with the right to draft it. Bonuses and annual payments \u2014 make sure the end date does not cut you off just before they fall due. A settlement clause (Abgeltungsklausel) extinguishes all claims \u2014 settle overtime and arrears first. Register with the Agentur f\u00fcr Arbeit within three days. When in doubt, show the draft to a lawyer before signing \u2014 afterwards there is almost no room left to move.<\/p>\r\n    <\/div>\r\n\r\n    <div class=\"prose rv\" style=\"font-size:1.02rem\">\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Frequently asked questions<\/h3>\r\n      <p><strong>What is an Aufhebungsvertrag in English?<\/strong><br>A mutual termination agreement: employer and employee end the employment by consent on an agreed date, usually against severance pay. It is not a dismissal and is not reviewed by the labour court.<\/p>\r\n      <p><strong>Is a termination agreement signed by e-mail or e-signature valid?<\/strong><br>No. Sec. 623 BGB requires written form and excludes electronic form \u2014 paper with handwritten signatures of both sides is needed.<\/p>\r\n      <p><strong>Can I revoke a signed Aufhebungsvertrag?<\/strong><br>Generally no \u2014 there is no withdrawal right. Exceptionally the agreement can be overturned for unfair negotiation (BAG 6 AZR 75\/18) or rescinded for deceit or unlawful threat (sec. 123 BGB).<\/p>\r\n      <p><strong>How much severance is usual?<\/strong><br>There is no statutory entitlement. The reference point is 0.5 gross monthly salaries per year of service (sec. 1a Dismissal Protection Act), and the outcome depends on the employer&#8217;s litigation risk.<\/p>\r\n      <p><strong>Will I receive unemployment benefit after a termination agreement?<\/strong><br>Yes, but usually only after a twelve-week suspension (Sperrzeit, sec. 159 Social Code III), and the total entitlement is cut by at least one quarter. On top of that, with a shortened end date the benefit rests under sec. 158 Social Code III.<\/p>\r\n      <p><strong>When does no suspension apply?<\/strong><br>When the employer had firmly announced an operational dismissal for the same date, the notice period is respected and the severance does not exceed 0.5 salaries per year of service (BSG B 11 AL 6\/11 R).<\/p>\r\n      <p><strong>Do I have to sign immediately?<\/strong><br>No. Pressure to sign on the spot is a warning sign. Ask for time to consider and have the draft reviewed \u2014 that is standard, not an affront.<\/p>\r\n\r\n      <p style=\"font-size:.85rem;color:var(--ink-soft)\">This overview is based on sec. 123 and sec. 623 BGB, sec. 1a of the Dismissal Protection Act and sec. 38, 148, 158 and 159 of the Social Code III, as well as the judgments of the BSG of 2 May 2012, B 11 AL 6\/11 R, and of the BAG of 7 February 2019, 6 AZR 75\/18. Legal position: July 2026. This article is for information purposes and does not replace legal advice in an individual case.<\/p>\r\n    <\/div>\r\n\r\n    <div class=\"mini-cta rv\"><b>Termination agreement on the table?<\/b><span style=\"color:var(--ink-soft);font-size:.92rem\">Send us the draft before you sign \u2014 we will check the severance, the end date, the clauses and the benefit suspension risk. After signing there is almost no room left. In English, German and Polish.<\/span><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Describe your case <span class=\"arr\">\u2192<\/span><\/a><\/div>\r\n    <div class=\"prose rv\" style=\"margin-top:1.5rem\">\r\n      <h3 style=\"font-size:1.1rem\">Related topics<\/h3>\r\n      <div class=\"chips\" style=\"margin-top:.8rem\">\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/severance-pay-tax-germany\/\">Severance pay tax in Germany \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/notice-periods-germany\/\">Notice periods in Germany \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/druckkuendigung-dismissal-under-pressure\/\">Druckk\u00fcndigung \u2014 dismissal under pressure \u2192<\/a>\r\n      <\/div>\r\n    <\/div>\r\n  <\/div>\r\n<\/article>\r\n\r\n<section class=\"sec alt\">\r\n  <div class=\"wrap\">\r\n    <div class=\"lawyer rv\">\r\n      <img decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/dr-artur-barczewski.webp\" alt=\"Dr. Artur Barczewski \u2013 author\" loading=\"lazy\">\r\n      <div>\r\n        <b>Dr. Artur Barczewski<\/b>\r\n        <div class=\"role\">Rechtsanwalt \u00b7 attorney-at-law<\/div>\r\n        <p>Author of this article. Negotiates termination agreements and handles unfair dismissal claims across Germany. <a href=\"https:\/\/bwlaw.de\/en\/team\/artur-barczewski\/\">View profile \u2192<\/a><\/p>\r\n      <\/div>\r\n    <\/div>\r\n  <\/div>\r\n<\/section>\r\n\r\n<section class=\"cta-end\">\r\n  <div class=\"glow\"><\/div>\r\n  <div class=\"wrap\">\r\n    <span class=\"eyebrow rv\">Contact<\/span>\r\n    <h2 class=\"rv d1\">Does your situation look similar?<\/h2>\r\n    <p class=\"rv d2\">Every case has details that change the outcome. 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It is not a dismissal and is not reviewed by the labour court.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Is a termination agreement signed by e-mail or e-signature valid?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"No. Sec. 623 BGB requires written form and excludes electronic form \u2014 paper with handwritten signatures of both sides is needed.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Can I revoke a signed Aufhebungsvertrag?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"Generally no \u2014 there is no withdrawal right. Exceptionally the agreement can be overturned for unfair negotiation (BAG 6 AZR 75\/18) or rescinded for deceit or unlawful threat (sec. 123 BGB).\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"How much severance is usual?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"There is no statutory entitlement. The reference point is 0.5 gross monthly salaries per year of service (sec. 1a Dismissal Protection Act), and the outcome depends on the employer's litigation risk.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Will I receive unemployment benefit after a termination agreement?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"Yes, but usually only after a twelve-week suspension (Sperrzeit, sec. 159 Social Code III), and the total entitlement is cut by at least one quarter. With a shortened end date the benefit additionally rests under sec. 158 Social Code III.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"When does no suspension apply?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"When the employer had firmly announced an operational dismissal for the same date, the notice period is respected and the severance does not exceed 0.5 salaries per year of service (BSG B 11 AL 6\/11 R).\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Do I have to sign immediately?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"No. Pressure to sign on the spot is a warning sign. Ask for time to consider and have the draft reviewed \u2014 that is standard, not an affront.\" }\r\n        }\r\n      ]\r\n    }\r\n  ]\r\n}\r\n<\/script>\r\n","protected":false},"excerpt":{"rendered":"<p>Construction law Debt collection Corporate law Employment law Knowledge base Team Contact a lawyer \u2192 \u2630 Home\/Knowledge base\/Employment Employment Aufhebungsvertrag in English: the German termination agreement and what to check before signing Your employer slides a ready-made document across the table and proposes an amicable exit? If you have just searched for Aufhebungsvertrag English translation, [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":4417,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"template-bwlaw-page.php","meta":{"footnotes":"","rank_math_title":"Aufhebungsvertrag in English: termination agreement | BWLAW","rank_math_description":"Aufhebungsvertrag explained in English: how Germany's mutual termination agreement works, the usual 0.5 salary severance and the unemployment benefit traps.","rank_math_focus_keyword":"Aufhebungsvertrag English","rank_math_robots":[]},"class_list":["post-4448","page","type-page","status-publish","hentry"],"bwlaw_import":{"lang":"en","template":"template-bwlaw-page.php"},"_links":{"self":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/4448","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/comments?post=4448"}],"version-history":[{"count":5,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/4448\/revisions"}],"predecessor-version":[{"id":4843,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/4448\/revisions\/4843"}],"up":[{"embeddable":true,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/4417"}],"wp:attachment":[{"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/media?parent=4448"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}