{"id":5095,"date":"2026-07-19T13:24:39","date_gmt":"2026-07-19T11:24:39","guid":{"rendered":"https:\/\/bwlaw.de\/knowledge-base\/notice-periods-germany\/"},"modified":"2026-07-19T13:24:39","modified_gmt":"2026-07-19T11:24:39","slug":"notice-periods-germany","status":"publish","type":"page","link":"https:\/\/bwlaw.de\/en\/knowledge-base\/notice-periods-germany\/","title":{"rendered":"Notice periods in Germany: how long they are, how to count them and which deadlines follow"},"content":{"rendered":"\r\n<div id=\"progress\" aria-hidden=\"true\"><\/div>\r\n\r\n<!-- EN version of okresy-wypowiedzenia-w-niemczech. Own text, accepted by\r\n     Artur 19.07.2026 (KB-drafts docx). Sources verified 19.07.2026:\r\n     sec. 622, 623 BGB and sec. 38 SGB III on gesetze-im-internet.de,\r\n     ECJ 19.1.2010 C-555\/07 K\u00fcc\u00fckdeveci on EUR-Lex, sec. 4 KSchG verified\r\n     with earlier employment articles. -->\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\">Notice periods in Germany: how long they are, how to count them and which deadlines follow<\/h1>\r\n      <p class=\"lead\">Four weeks or seven months? Notice periods in Germany depend on who terminates, how long the employment has lasted and what the contract or a collective agreement says. We explain the rules of sec. 622 of the German Civil Code (BGB) \u2014 the basic period, the extension with seniority and the probation period \u2014 plus the strict written form requirement, how to count the deadline, what happens when the stated end date is wrong, and the two deadlines you must not miss after receiving notice.<\/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 9 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\">The basic period: four weeks to the 15th or the end of a month<\/h3>\r\n      <p>The basic rule is in sec. 622(1) BGB: an employment relationship may be terminated with four weeks\u2019 notice effective on the fifteenth or on the last day of a calendar month. Four weeks means exactly 28 days \u2014 not a month, and that difference causes regular mistakes. The notice must reach the recipient at the latest 28 days before the chosen end date. Example: a notice received on 5 July can end the employment on 15 August at the earliest, because a full four weeks no longer fit before 31 July. What counts is receipt (Zugang), not the date on the letter or the day of posting. The basic period binds both sides \u2014 employer and employee.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Seniority extends the period \u2014 but only for the employer<\/h3>\r\n      <p>The longer the employment, the longer the period the employer must observe (sec. 622(2) BGB) \u2014 always effective at the end of a calendar month:<\/p>\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)\">Length of service<\/th><th style=\"text-align:left;padding:.35rem 0;border-bottom:1px solid rgba(0,0,0,.2)\">Employer\u2019s notice period<\/th><\/tr>\r\n        <tr><td style=\"padding:.3rem 1.6rem .3rem 0\">after 2 years<\/td><td style=\"padding:.3rem 0\">1 month to the end of a month<\/td><\/tr>\r\n        <tr><td style=\"padding:.3rem 1.6rem .3rem 0\">after 5 years<\/td><td style=\"padding:.3rem 0\">2 months to the end of a month<\/td><\/tr>\r\n        <tr><td style=\"padding:.3rem 1.6rem .3rem 0\">after 8 years<\/td><td style=\"padding:.3rem 0\">3 months to the end of a month<\/td><\/tr>\r\n        <tr><td style=\"padding:.3rem 1.6rem .3rem 0\">after 10 years<\/td><td style=\"padding:.3rem 0\">4 months to the end of a month<\/td><\/tr>\r\n        <tr><td style=\"padding:.3rem 1.6rem .3rem 0\">after 12 years<\/td><td style=\"padding:.3rem 0\">5 months to the end of a month<\/td><\/tr>\r\n        <tr><td style=\"padding:.3rem 1.6rem .3rem 0\">after 15 years<\/td><td style=\"padding:.3rem 0\">6 months to the end of a month<\/td><\/tr>\r\n        <tr><td style=\"padding:.3rem 1.6rem .3rem 0\">after 20 years<\/td><td style=\"padding:.3rem 0\">7 months to the end of a month<\/td><\/tr>\r\n      <\/table>\r\n      <p>The statutory extension applies only to termination by the employer. The employee may leave with the basic four weeks even after twenty years \u2014 unless the employment contract extends the longer periods to both sides. Such clauses are common and permissible, with one limit: the employee\u2019s notice period must not be longer than the employer\u2019s (sec. 622(6) BGB).<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Years of service before the age of 25 count as well<\/h3>\r\n      <p>Sec. 622(2) BGB still contains a sentence excluding periods of employment before the employee\u2019s 25th birthday from the calculation. That rule must not be applied: the Court of Justice of the EU held it to be age discrimination contrary to EU law and obliged national courts to disapply it (judgment of 19 January 2010, C-555\/07, K\u00fcc\u00fckdeveci). Service therefore counts from day one \u2014 whoever started at 18 and worked ten years has a full ten years. If the employer calculated otherwise, the stated notice period is too short.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Probation: two weeks, effective on any day<\/h3>\r\n      <p>During an agreed probation period, for no longer than the first six months, either side may terminate with two weeks\u2019 notice (sec. 622(3) BGB) \u2014 with no fixed end date, the termination simply takes effect fourteen days after receipt. Two caveats. First, probation must be agreed \u2014 the mere fact that the employment is younger than six months does not shorten the period. Second, protection against dismissal is a separate question: the Dismissal Protection Act generally applies only after six months, while the periods of sec. 622 BGB apply from day one.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">The contract and collective agreements can change the rules<\/h3>\r\n      <p>Longer contractual periods are possible with practically no limit \u2014 the boundary is the ban on binding the employee to a longer period than the employer. Shortening is allowed only exceptionally: for temporary help hired for up to three months and in small businesses with generally no more than 20 employees, where the period may be reduced to four weeks without fixed end dates (sec. 622(5) BGB). A collective agreement may provide different \u2014 including shorter \u2014 periods (sec. 622(4) BGB), which matters in construction, among others. The first step is therefore always to read the contract and to check whether a collective agreement applies.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Written form or nothing \u2014 sec. 623 BGB<\/h3>\r\n      <p>A termination of employment requires written form to be valid, and electronic form is expressly excluded (sec. 623 BGB). That means paper with a handwritten signature \u2014 notice by e-mail, scan, text message or messenger is void and starts no deadlines. The same applies to a termination agreement (Aufhebungsvertrag) \u2014 when to sign such a document at all is covered in our article on the <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/aufhebungsvertrag-termination-agreement\/\">Aufhebungsvertrag<\/a>. In practice receipt is decisive: the notice takes effect the moment it reaches the recipient in such a way that they can take note of it \u2014 dropping the letter into the mailbox is enough.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">A wrong end date does not automatically invalidate the notice<\/h3>\r\n      <p>Employers regularly miscalculate \u2014 stating a date that is too early or impossible, such as mid-month where an extended period applies. Such a notice is generally not invalid for that reason: labour courts usually construe it as a termination effective on the next permissible date. Do not count on the date error alone to defeat the dismissal. Its practical meaning lies elsewhere \u2014 pay is owed until the correct date, and the dispute over the date is best combined with a challenge to the dismissal itself.<\/p>\r\n\r\n      <h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Two deadlines you must not miss<\/h3>\r\n      <p>First: three weeks from receipt of the notice to file an unfair dismissal claim (sec. 4 of the Dismissal Protection Act). After that, the dismissal is generally deemed effective \u2014 even a plainly defective one. How the procedure works is described in our article on the <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/german-labour-court\/\">German labour court<\/a>. Second: registering as a jobseeker with the Agentur f\u00fcr Arbeit \u2014 at the latest three months before the employment ends, and if you learn of the end date later, within three days of receiving notice (sec. 38 of the Social Code III). The duty exists regardless of whether you challenge the dismissal in court. A late registration can cost you a benefit suspension period. And where the employer terminates without any notice period \u2014 fristlose K\u00fcndigung \u2014 different rules apply, including a two-week deadline on the employer\u2019s side, covered in our article on <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/summary-dismissal-germany\/\">summary dismissal<\/a>.<\/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>Notice in hand \u2014 the first steps<\/h3>\r\n      <p>Note the day of receipt \u2014 every deadline runs from it. Check the form: paper and a handwritten signature, otherwise the notice is void. Count your service from day one, including years before age 25, and compare the stated date with sec. 622 BGB, the contract and any collective agreement. Remember the three weeks for the court claim and the jobseeker registration within three days. Do not sign any termination agreement on the spot. When in doubt, have the letter reviewed by a lawyer \u2014 the date and the validity of the dismissal are one analysis.<\/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>How long is the basic notice period in Germany?<\/strong><br>Four weeks (28 days), effective on the fifteenth or the last day of a calendar month (sec. 622(1) BGB). During probation, two weeks.<\/p>\r\n      <p><strong>Which period applies after 10 years of service?<\/strong><br>The employer must observe four months to the end of a month (sec. 622(2) BGB). The employee keeps the basic period unless the contract extends the longer periods to both sides.<\/p>\r\n      <p><strong>Do years worked before age 25 count?<\/strong><br>Yes. The provision excluding them must be disapplied after the ECJ judgment C-555\/07 \u2014 service counts from day one.<\/p>\r\n      <p><strong>Is a notice by e-mail or text message valid?<\/strong><br>No. Sec. 623 BGB requires written form and excludes electronic form \u2014 paper with a handwritten signature is needed.<\/p>\r\n      <p><strong>What if the employer miscalculated the date?<\/strong><br>The notice generally takes effect on the next permissible date, and pay is owed until then. The date error alone rarely defeats the dismissal \u2014 its validity needs checking too.<\/p>\r\n      <p><strong>How much time do I have to sue?<\/strong><br>Three weeks from receipt (sec. 4 Dismissal Protection Act). After that the dismissal is generally deemed effective.<\/p>\r\n      <p><strong>When must I register with the Agentur f\u00fcr Arbeit?<\/strong><br>At the latest three months before the employment ends, or within three days of learning the end date if less time remains (sec. 38 Social Code III).<\/p>\r\n\r\n      <p style=\"font-size:.85rem;color:var(--ink-soft)\">This overview is based on sec. 622 and sec. 623 BGB, sec. 4 of the Dismissal Protection Act and sec. 38 of the Social Code III, as well as the ECJ judgment of 19 January 2010, C-555\/07 (K\u00fcc\u00fckdeveci). 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>Notice letter in your mailbox?<\/b><span style=\"color:var(--ink-soft);font-size:.92rem\">Send us the letter and your employment contract \u2014 we will check the date, the form and the prospects of a claim. Remember: the unfair dismissal claim has a three-week deadline. 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\/summary-dismissal-germany\/\">Summary dismissal in Germany \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/german-labour-court\/\">The German labour court \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/aufhebungsvertrag-termination-agreement\/\">Aufhebungsvertrag \u2014 should you sign \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. Handles employment law matters and 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. Describe yours \u2014 you will receive a concrete answer and a fee estimate.<\/p>\r\n    <div class=\"row rv d3\">\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Describe your case <span class=\"arr\">\u2192<\/span><\/a>\r\n      <a href=\"tel:+4933555310969\" class=\"phone\">\u260e +49 335 553 10969<\/a>\r\n    <\/div>\r\n  <\/div>\r\n<\/section>\r\n\r\n<footer>\r\n  <div class=\"wrap\">\r\n    <div class=\"foot-grid\">\r\n      <div>\r\n        <div class=\"foot-brand\"><img loading=\"lazy\" decoding=\"async\" src=\"\/wp-content\/themes\/bwlaw-child-1\/assets\/img\/logo-bw.png\" alt=\"Logo BWLAW\" width=\"38\" height=\"26\"><\/div>\r\n        <p>Kanzlei Dr. Barczewski &amp; Dr. Wr\u00f3blewska GbR<br>Rudolf-Breitscheid-Stra\u00dfe 10<br>15230 Frankfurt (Oder), Germany<br><a href=\"tel:+4933555310969\">+49 335 553 10969<\/a> \u00b7 <a href=\"mailto:info@bwlaw.de\">info@bwlaw.de<\/a><\/p>\r\n      <\/div>\r\n      <div>\r\n        <div class=\"foot-h\">Practice areas<\/div>\r\n        <ul>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/construction-law\/\">Construction law and VOB\/B<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/\">Employment law<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/debt-collection\/\">Debt collection in Germany<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/company-formation\/\">Corporate law and company formation<\/a><\/li>\r\n        <\/ul>\r\n      <\/div>\r\n      <div>\r\n        <div class=\"foot-h\">Information<\/div>\r\n        <ul>\r\n          <li><a href=\"\/en\/\">Home<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\">Knowledge base<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/impressum\/\">Imprint<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/privacy-policy\/\">Privacy policy<\/a><\/li>\r\n        <\/ul>\r\n      <\/div>\r\n    <\/div>\r\n    <div class=\"foot-bottom\">\r\n      <span>\u00a9 2026 BWLAW \u00b7 Kanzlei Dr. Barczewski &amp; Dr. Wr\u00f3blewska GbR<\/span>\r\n      <span>Rechtsanw\u00e4lte \u00b7 attorneys \u00b7 Frankfurt (Oder)<\/span>\r\n    <\/div>\r\n  <\/div>\r\n<\/footer>\r\n\r\n<div class=\"sticky-cta\">\r\n  <a href=\"tel:+4933555310969\" class=\"call\">\u260e Call us<\/a>\r\n  <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"book\">Describe your case<\/a>\r\n<\/div>\r\n\r\n<script type=\"application\/ld+json\">\r\n{\r\n  \"@context\": \"https:\/\/schema.org\",\r\n  \"@graph\": [\r\n    {\r\n      \"@type\": \"Article\",\r\n      \"headline\": \"Notice periods in Germany: how long they are, how to count them and which deadlines follow\",\r\n      \"description\": \"Notice periods in Germany: four weeks to the 15th or month-end, up to seven months with seniority, strict written form and a three-week deadline to sue.\",\r\n      \"inLanguage\": \"en\",\r\n      \"author\": { \"@type\": \"Person\", \"name\": \"Dr. Artur Barczewski\", \"url\": \"https:\/\/bwlaw.de\/en\/team\/artur-barczewski\/\" },\r\n      \"publisher\": { \"@type\": \"LegalService\", \"name\": \"BWLAW \u2013 Kanzlei Dr. Barczewski & Dr. Wr\u00f3blewska GbR\", \"url\": \"https:\/\/bwlaw.de\/\" },\r\n      \"datePublished\": \"2026-07-19\",\r\n      \"dateModified\": \"2026-07-19\",\r\n      \"mainEntityOfPage\": \"https:\/\/bwlaw.de\/en\/knowledge-base\/notice-periods-germany\/\"\r\n    },\r\n    {\r\n      \"@type\": \"FAQPage\",\r\n      \"mainEntity\": [\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"How long is the basic notice period in Germany?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"Four weeks (28 days), effective on the fifteenth or the last day of a calendar month (sec. 622(1) BGB). During probation, two weeks.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Which period applies after 10 years of service?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"The employer must observe four months to the end of a month (sec. 622(2) BGB). The employee keeps the basic period unless the contract extends the longer periods to both sides.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Do years worked before age 25 count?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"Yes. The provision excluding them must be disapplied after the ECJ judgment C-555\/07 \u2014 service counts from day one.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Is a notice by e-mail or text message valid?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"No. Sec. 623 BGB requires written form and excludes electronic form \u2014 paper with a handwritten signature is needed.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"What if the employer miscalculated the date?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"The notice generally takes effect on the next permissible date, and pay is owed until then. The date error alone rarely defeats the dismissal \u2014 its validity needs checking too.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"How much time do I have to sue?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"Three weeks from receipt (sec. 4 Dismissal Protection Act). After that the dismissal is generally deemed effective.\" }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"When must I register with the Agentur f\u00fcr Arbeit?\",\r\n          \"acceptedAnswer\": { \"@type\": \"Answer\", \"text\": \"At the latest three months before the employment ends, or within three days of learning the end date if less time remains (sec. 38 Social Code III).\" }\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 Notice periods in Germany: how long they are, how to count them and which deadlines follow Four weeks or seven months? Notice periods in Germany depend on who terminates, how long the employment has lasted and [&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":"Notice periods in Germany \u2014 sec. 622 BGB | BWLAW","rank_math_description":"Notice periods in Germany: four weeks to the 15th or month-end, up to seven months with seniority, strict written form and a three-week deadline to sue.","rank_math_focus_keyword":"notice periods in Germany","rank_math_robots":[]},"class_list":["post-5095","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\/5095","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=5095"}],"version-history":[{"count":0,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/5095\/revisions"}],"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=5095"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}