{"id":5220,"date":"2026-09-10T11:51:42","date_gmt":"2026-09-10T09:51:42","guid":{"rendered":"https:\/\/bwlaw.de\/knowledge-base\/severance-pay-germany-when-paid\/"},"modified":"2026-10-22T17:28:41","modified_gmt":"2026-10-22T15:28:41","slug":"severance-pay-germany-when-paid","status":"publish","type":"page","link":"https:\/\/bwlaw.de\/en\/knowledge-base\/severance-pay-germany-when-paid\/","title":{"rendered":"Severance Pay Germany: When Is It Due After a Court Settlement?"},"content":{"rendered":"\r\n<div id=\"progress\" aria-hidden=\"true\"><\/div>\r\n\r\n<header>\r\n  <div class=\"wrap\">\r\n    <a href=\"https:\/\/bwlaw.de\/en\/\" class=\"brand\" aria-label=\"BWLAW \u2013 home\"><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<\/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\/\">Companies<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/\">Employment law<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/defective-car-from-germany\/\">Cars<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\" class=\"active\">Knowledge base<\/a>\r\n    <\/nav>\r\n    <div class=\"lang\" role=\"group\" aria-label=\"Language\">\r\n      <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/severance-pay-germany-when-paid\/\" class=\"active\" lang=\"en\" hreflang=\"en\" aria-current=\"true\">EN<\/a>\r\n      <a href=\"\/wissen\/wann-wird-die-abfindung-ausgezahlt\/\" lang=\"de\" hreflang=\"de\" aria-label=\"German version of this article\">DE<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/pl\/baza-wiedzy\/wyplata-odprawy-w-niemczech\/\" lang=\"pl\" hreflang=\"pl\" aria-label=\"Polish version of this article\">PL<\/a>\r\n    <\/div>\r\n    <a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Contact us <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=\"Breadcrumb\"><a href=\"https:\/\/bwlaw.de\/en\/\">Home<\/a><span>\/<\/span><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\">Knowledge base<\/a><span>\/<\/span><b>Employment law<\/b><\/nav>\r\n      <span class=\"eyebrow\">Employment law<\/span>\r\n      <h1 style=\"max-width:34ch\">Severance Pay Germany: When Is It Due After a Court Settlement?<\/h1>\r\n      <p class=\"lead\">Many German employment disputes end with a court settlement that includes severance pay (Abfindung). But what if the settlement is silent on the payment date and the employer points to the &#8220;next payroll run&#8221;? The Higher Labour Court (Landesarbeitsgericht) of Lower Saxony has ruled that the severance falls due immediately under section 271 (1) of the German Civil Code (BGB), with no more than 14 days for processing. An employer who pays later also bears the enforcement costs (decision of 7 July 2026 \u2013 5 Ta 165\/26).<\/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\" width=\"46\" height=\"46\" loading=\"lazy\">\r\n        <div><b>Dr Artur Barczewski<\/b>niedergelassener europ\u00e4ischer Rechtsanwalt \/ Radca prawny<\/div>\r\n        <div style=\"margin-left:1rem;border-left:1px solid rgba(255,255,255,.25);padding-left:1rem\">\u2248 7 min read<br>updated: September 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<style>\r\n.prose .bwsum{margin:2.4rem 0 2.8rem;border:1px solid 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span{display:block;font-size:.86rem;line-height:1.5;color:rgba(255,255,255,.8);hyphens:auto;overflow-wrap:break-word}.prose .bwprob__c--act{background:var(--terra,#C25531);border-color:var(--terra,#C25531)}.prose .bwprob__c--act span{color:#fff}.prose .bwprob__rule{margin:1rem 0 0;font-size:.84rem;color:rgba(255,255,255,.72);position:relative;z-index:1;line-height:1.5}.prose .bwprob__rule b{color:#fff}\r\n@media (max-width:640px){.prose .bwprob__cols,.prose .bwsum__steps{flex-direction:column}.prose .bwprob__cols li,.prose .bwsum__steps li{flex-direction:column}.prose .bwprob__cols li+li:before,.prose .bwsum__steps li+li:before{flex:0 0 18px;width:14px;height:18px;margin:4px auto;clip-path:polygon(35% 0,65% 0,65% 55%,100% 55%,50% 100%,0 55%,35% 55%)}}\r\n@media (max-width:560px){.prose .bwsum__grid,.prose .bwsum__grid--2,.prose .bwsum__cmp{grid-template-columns:1fr}.prose .bwsum__row{grid-template-columns:1fr}.prose .bwsum__bar{font-size:.66rem}.prose .bwprob__key{flex-direction:column;align-items:flex-start;gap:.4rem}.prose .bwsum__tbl thead{display:none}.prose .bwsum__tbl,.prose .bwsum__tbl tbody,.prose .bwsum__tbl tr,.prose .bwsum__tbl td{display:block;width:auto}.prose .bwsum__tbl tr{border-top:1px solid var(--line,#E5DED6);padding:.55rem .75rem}.prose .bwsum__tbl tr:first-child{border-top:0}.prose .bwsum__tbl td{border:0;padding:.08rem 0}.prose .bwsum__tbl td[data-l]:before{content:attr(data-l) \": \";font-weight:600;color:var(--ink-soft,#4A4642)}}\r\n<\/style>\r\n<figure class=\"bwprob\" aria-label=\"Settlement without a payment date: the severance is due immediately\" style=\"margin-left:0;margin-right:0\"><p class=\"bwprob__eye\">The problem in one picture<\/p><p class=\"bwprob__t\">Settlement without a payment date: the severance is due immediately<\/p><p class=\"bwprob__lead\">If the court settlement is silent on timing, the statute applies (section 271 (1) BGB). The employer then has no more than 14 days for processing.<\/p><div class=\"bwprob__key\"><strong>14 days<\/strong><span>The maximum processing window where the employment had already ended when the settlement was concluded (LAG Niedersachsen 5 Ta 165\/26).<\/span><\/div><ol class=\"bwprob__cols\"><li><div class=\"bwprob__c\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#E8946B\" stroke-width=\"1.8\" stroke-linecap=\"round\" stroke-linejoin=\"round\" aria-hidden=\"true\"><path d=\"M12 3 2.5 20h19z\"\/><path d=\"M12 10v4.5\"\/><circle cx=\"12\" cy=\"17.2\" r=\".6\" fill=\"#E8946B\"\/><\/svg><b>The risk<\/b><span>Waiting for the next payroll run means paying late. According to the court, no such established practice exists.<\/span><\/div><\/li><li><div class=\"bwprob__c\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#E8946B\" stroke-width=\"1.8\" stroke-linecap=\"round\" stroke-linejoin=\"round\" aria-hidden=\"true\"><circle cx=\"12\" cy=\"12\" r=\"9\"\/><path d=\"M15.5 8.6a4.2 4.2 0 1 0 0 6.8\"\/><path d=\"M7 10.8h6M7 13.2h6\"\/><\/svg><b>What it costs<\/b><span>The settlement is an enforceable title. In the case the employer had to reimburse EUR 422.57 in enforcement costs. Default interest comes on top.<\/span><\/div><\/li><li><div class=\"bwprob__c bwprob__c--act\"><svg viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#fff\" stroke-width=\"1.9\" stroke-linecap=\"round\" stroke-linejoin=\"round\" aria-hidden=\"true\"><circle cx=\"12\" cy=\"12\" r=\"9\"\/><path d=\"m7.8 12.3 2.8 2.8 5.6-5.8\"\/><\/svg><b>What to do<\/b><span>Expressly agree a payment date in the settlement. Without one, pay at once, at the latest after 14 days of processing.<\/span><\/div><\/li><\/ol><p class=\"bwprob__rule\"><b>Rule of thumb:<\/b> no date in the settlement means immediate payment. If the employment ends only after the settlement, the severance falls due upon termination.<\/p><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">When does severance pay from a court settlement fall due in Germany?<\/h3>\r\n<p>If a court settlement (gerichtlicher Vergleich) does not state a payment date, the employee may demand the severance immediately. This follows from section 271 (1) BGB: where no time for performance is fixed and none can be inferred from the circumstances, the creditor may demand performance at once. The provision also applies to settlements concluded in court.<\/p>\r\n<p>The Higher Labour Court of Lower Saxony (LAG Niedersachsen) added a practical cap in its decision of 7 July 2026 (case no. 5 Ta 165\/26). Its official headnote reads:<\/p>\r\n<blockquote style=\"margin:1.6rem 0;padding:1.2rem 1.5rem;background:rgba(194,85,49,.08);border-left:3px solid var(--terra);border-radius:0 14px 14px 0\">\r\n  <p style=\"font-style:italic;margin-bottom:.7rem\">\u201eEs gibt keinen allgemeinen Rechtssatz, dem zufolge die in einem Vergleich vereinbarte Abfindung erst mit dem n\u00e4chsten Gehaltslauf f\u00e4llig wird. Vielmehr gilt \u00a7 271 Abs. 1 BGB und die Abfindung wird sofort, sp\u00e4testens nach einem angemessenem Abrechnungszeitraum von 14 Tagen f\u00e4llig.&#8221;<\/p>\r\n  <p style=\"margin-bottom:.7rem\">&#8220;There is no general rule of law under which a severance agreed in a settlement only falls due with the next payroll run. Rather, section 271 (1) BGB applies and the severance becomes due immediately, at the latest after a reasonable accounting period of 14 days.&#8221;<\/p>\r\n  <p style=\"font-size:.85rem;color:var(--ink-soft);margin:0\">LAG Niedersachsen, decision of 7 July 2026 \u2014 5 Ta 165\/26, official headnote \u2014 own translation<\/p>\r\n<\/blockquote>\r\n\r\n<figure class=\"bwsum\" aria-label=\"No date in the settlement: due at once, at most 14 days to process\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">No date in the settlement: due at once, at most 14 days to process<\/p><ol class=\"bwsum__steps\"><li><div class=\"bwsum__c\"><span class=\"bwsum__n\">1<\/span><b>A date agreed?<\/b><span>A different payment date must be expressly agreed in the settlement. Otherwise the statute decides.<\/span><\/div><\/li><li><div class=\"bwsum__c\"><span class=\"bwsum__n\">2<\/span><b>Due immediately<\/b><span>Where no time is fixed and none follows from the circumstances, the employee may demand the severance at once.<\/span><span class=\"bwsum__p\">section 271 (1) BGB<\/span><\/div><\/li><li><div class=\"bwsum__c\"><span class=\"bwsum__n\">3<\/span><b>Processing window<\/b><span>The employer gets a reasonable accounting period of no more than 14 days.<\/span><span class=\"bwsum__p\">5 Ta 165\/26<\/span><\/div><\/li><\/ol><p class=\"bwsum__note\">The provision also applies to settlements concluded in court.<\/p><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">What happened in the case?<\/h3>\r\n<p>The employee had brought an unfair dismissal claim (K\u00fcndigungsschutzklage) before the Labour Court (Arbeitsgericht) of Hanover. On 29 September 2025 the parties settled: the employment relationship ended on a date before the settlement was concluded, and the employer undertook to pay severance of EUR 38,000. The settlement said nothing about when the money was due.<\/p>\r\n<p>When no payment arrived, the employee&#8217;s lawyer sent a payment demand threatening enforcement on 16 October 2025. By order of 29 May 2026 (case no. 1 Ca 133\/25), the Labour Court of Hanover directed the employer to reimburse EUR 422.57 in enforcement costs plus statutory interest. The employer&#8217;s immediate appeal (sofortige Beschwerde) failed. The decision of the LAG Niedersachsen cannot be appealed further.<\/p>\r\n\r\n<figure class=\"bwsum\" aria-label=\"The case in dates: from settlement to cost order\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">The case in dates: from settlement to cost order<\/p><ol class=\"bwsum__tl\"><li><b>29 September 2025<\/b> \u00b7 Settlement before the Labour Court of Hanover: EUR 38,000 severance, no payment date. The employment had already ended.<\/li><li><b>16 October 2025<\/b> \u00b7 No payment arrives. The employee\u2019s lawyer sends a payment demand threatening enforcement.<\/li><li><b>29 May 2026<\/b> \u00b7 Labour Court of Hanover: the employer reimburses EUR 422.57 in enforcement costs plus statutory interest (1 Ca 133\/25).<\/li><li class=\"bwsum__end\"><b>7 July 2026<\/b> \u00b7 LAG Niedersachsen: the employer\u2019s immediate appeal fails. The decision cannot be appealed further (5 Ta 165\/26).<\/li><\/ol><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">Can the employer point to the next payroll run?<\/h3>\r\n<p>No. The employer argued that it was common labour court practice to account for and pay out amounts from settlements with the next available payroll cycle. The court rejected this: no such established practice exists, and a different payment date must be expressly agreed in the settlement.<\/p>\r\n<p>The court also noted a simple point. Since the employment had already ended when the settlement was concluded, nothing prevented the employer from preparing the payout for a former employee outside the usual monthly payroll rhythm. Internal payroll routines are not &#8220;circumstances&#8221; within the meaning of section 271 (1) BGB that would postpone the due date.<\/p>\r\n\r\n<figure class=\"bwsum\" aria-label=\"The \u201cnext payroll run\u201d is not a payment date\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">The \u201cnext payroll run\u201d is not a payment date<\/p><div class=\"bwsum__cmp\"><div class=\"bwsum__col bwsum__col--bad\"><b>The employer\u2019s argument<\/b><ul><li>Reliance on common labour court practice<\/li><li>Accounting and payout only with the next available payroll cycle<\/li><\/ul><\/div><div class=\"bwsum__col bwsum__col--good\"><b>The court\u2019s answer<\/b><ul><li>No such established practice exists<\/li><li>A different payment date must be expressly agreed in the settlement<\/li><li>A former employee can be paid outside the usual monthly payroll rhythm<\/li><li>Internal payroll routines do not postpone the due date<\/li><\/ul><\/div><\/div><div class=\"bwsum__warn\"><b>More time only by agreement:<\/b> an employer who wants to pay later must fix the date in the settlement.<\/div><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">What if the employment ends only after the settlement?<\/h3>\r\n<p>Then the timing changes. Where the agreed end of the employment relationship still lies in the future at the time of the settlement, the circumstances imply that the severance falls due upon termination \u2014 even without an express clause. Until then, the employee cannot demand payment.<\/p>\r\n<p>In practice: a settlement signed in October with termination agreed for 31 December means the severance is due at the end of the year. A settlement concluded after the employment has already ended \u2014 as in the Hanover case \u2014 means the severance is due immediately, with at most a 14-day processing window (LAG Niedersachsen 5 Ta 165\/26).<\/p>\r\n\r\n<figure class=\"bwsum\" aria-label=\"The end of the employment sets the payment day\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">The end of the employment sets the payment day<\/p><table class=\"bwsum__tbl\"><thead><tr><th>Situation at settlement<\/th><th>Severance falls due<\/th><th>Example<\/th><\/tr><\/thead><tbody><tr><td>Employment already ended<\/td><td data-l=\"Severance falls due\">Immediately, at most 14 days to process<\/td><td class=\"bwsum__yes\" data-l=\"Example\">The Hanover case<\/td><\/tr><tr><td>Employment ends later<\/td><td data-l=\"Severance falls due\">Upon termination<\/td><td data-l=\"Example\">Settlement in October, termination on 31 December: due at the end of the year<\/td><\/tr><\/tbody><\/table><p class=\"bwsum__note\">This follows from the circumstances, even without an express clause. Until then, the employee cannot demand payment.<\/p><\/figure>\r\n<h3 style=\"font-size:1.35rem;margin-top:2.2rem\">What are the consequences? Enforcement and interest<\/h3>\r\n<p>A settlement recorded by a German court is an enforceable title (section 794 (1) no. 1 of the Code of Civil Procedure, ZPO). The employee does not need to file a new lawsuit. With an enforceable copy (vollstreckbare Ausfertigung) of the settlement, enforcement against the employer can begin straight away.<\/p>\r\n<p>The debtor bears the necessary costs of enforcement (section 788 (1) ZPO). In the Lower Saxony case this included the lawyer&#8217;s payment demand threatening enforcement \u2014 EUR 422.57 in total. On top of that, default interest of five percentage points above the German base rate accrues (section 288 (1) BGB). Default typically starts with a payment reminder sent after the due date (section 286 (1) BGB), and without any reminder where the settlement fixes a calendar payment date (section 286 (2) no. 1 BGB). Taxation is a separate question \u2014 see our article on <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/severance-pay-tax-germany\/\">severance pay tax in Germany<\/a>.<\/p>\r\n    <figure class=\"bwsum\" aria-label=\"If the employer does not pay: enforcement, costs, interest\" style=\"margin-left:0;margin-right:0\"><p class=\"bwsum__eye\">At a glance<\/p><p class=\"bwsum__t\">If the employer does not pay: enforcement, costs, interest<\/p><div class=\"bwsum__grid bwsum__grid--2\"><div class=\"bwsum__c\"><b>Enforceable title<\/b><span>The settlement is enough. No new lawsuit is needed. Enforcement runs on the enforceable copy of the settlement.<\/span><span class=\"bwsum__p\">section 794 (1) no. 1 ZPO<\/span><\/div><div class=\"bwsum__c\"><b>Enforcement costs<\/b><span>The debtor bears the necessary costs. In the case this included the lawyer\u2019s payment demand: EUR 422.57 in total.<\/span><span class=\"bwsum__p\">section 788 (1) ZPO<\/span><\/div><div class=\"bwsum__c\"><b>Default interest<\/b><span>Five percentage points above the German base rate.<\/span><span class=\"bwsum__p\">section 288 (1) BGB<\/span><\/div><div class=\"bwsum__c\"><b>Start of default<\/b><span>Usually with a payment reminder after the due date. Without a reminder where the settlement fixes a calendar payment date.<\/span><span class=\"bwsum__p\">section 286 BGB<\/span><\/div><\/div><p class=\"bwsum__note\">Taxation is a separate question.<\/p><\/figure>\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>Securing your severance payment<\/h3>\r\n  <p>Put a specific payment date into the settlement, because a calendar date triggers default interest without a further reminder (section 286 (2) no. 1 BGB). Without a payment clause the severance is due immediately, at the latest after about 14 days (LAG Niedersachsen 5 Ta 165\/26). If the employment ends later, payment falls due upon termination unless agreed otherwise. If the employer does not pay, have a payment demand threatening enforcement sent \u2014 the employer bears those costs (section 788 (1) ZPO). The settlement itself is an enforceable title (section 794 (1) no. 1 ZPO), so no new lawsuit is needed. Remember income tax on the severance and the possible relief under the F\u00fcnftelregelung (one-fifth rule).<\/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 quickly must the employer pay severance after a settlement?<\/strong><br>Immediately, if the employment has already ended and the settlement contains no payment date. The LAG Niedersachsen (5 Ta 165\/26) allows the employer at most a reasonable accounting period of 14 days (section 271 (1) BGB).<\/p>\r\n<p><strong>Is severance pay in Germany mandatory after a certain number of years?<\/strong><br>No. Length of service alone does not create a severance claim. Severance usually results from a settlement or a <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/aufhebungsvertrag-termination-agreement\/\">termination agreement (Aufhebungsvertrag)<\/a>. A statutory claim exists under section 1a of the Protection Against Dismissal Act (KSchG) only for redundancy dismissals in which the employer offers severance in the dismissal letter \u2014 at 0.5 monthly salaries per year of service (section 1a (2) KSchG).<\/p>\r\n<p><strong>Can the employer pay the severance with the next salary?<\/strong><br>Only if the settlement expressly says so. According to the LAG Niedersachsen (5 Ta 165\/26) there is no rule that severance is paid with the next payroll run.<\/p>\r\n<p><strong>What can I do if the severance is not paid?<\/strong><br>Have a payment demand sent after the due date and enforce the settlement (section 794 (1) no. 1 ZPO). The employer bears the necessary enforcement costs and default interest (section 788 (1) ZPO, section 288 (1) BGB).<\/p>\r\n<p><strong>Is severance pay taxed in Germany?<\/strong><br>Yes, severance pay is subject to German income tax. The F\u00fcnftelregelung (one-fifth rule) may lower the burden \u2014 see our separate 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<p style=\"font-size:.85rem;color:var(--ink-soft)\">Basis of this article: LAG Niedersachsen, decision of 7 July 2026 \u2013 5 Ta 165\/26 (ECLI:DE:LAGNI:2026:0707.5Ta165.26.00), lower court: Labour Court of Hanover, decision of 29 May 2026 \u2013 1 Ca 133\/25. Legal position: September 2026. This article is for information purposes only and does not replace legal advice in an individual case.<\/p>\r\n    <\/div>\r\n\r\n    <div class=\"mini-cta rv\"><b>Your employer is not paying the severance from your settlement?<\/b><span style=\"color:var(--ink-soft);font-size:.92rem\">We check the due date, send the payment demand and enforce the settlement \u2014 the necessary costs of these steps are generally borne by the employer. In English, German and Polish.<\/span><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Send documents for review <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\/german-labour-court\/\">The German labour court \u2192<\/a>\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\/aufhebungsvertrag-termination-agreement\/\">Termination agreement \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/notice-periods-germany\/\">Notice periods in Germany \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\" loading=\"lazy\">\r\n      <div>\r\n        <b>Dr Artur Barczewski<\/b>\r\n        <div class=\"role\">niedergelassener europ\u00e4ischer Rechtsanwalt \/ Radca prawny<\/div>\r\n        <p>Author of this article. Represents clients across Germany in English, German and Polish. <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 specific 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=\"BWLAW logo\" 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\/\">Dismissal in Germany<\/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\/\">Companies and incorporation<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/defective-car-from-germany\/\">Defective car from Germany<\/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=\"https:\/\/bwlaw.de\/en\/\">Home<\/a><\/li>\r\n          <li><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/\">Knowledge base<\/a><\/li>\r\n          <li><a href=\"\/en\/contact\/\">Contact &amp; directions<\/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          <li><a href=\"#\" class=\"borlabs-cookie-preference\">Cookie settings<\/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>niedergelassene europ\u00e4ische Rechtsanw\u00e4lte \/ Radcowie prawni \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<\/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\": \"Severance Pay Germany: When Is It Due After a Court Settlement?\",\r\n      \"description\": \"Severance pay Germany: due immediately under sec. 271 BGB, at the latest after 14 days \u2013 LAG Niedersachsen 5 Ta 165\/26. No waiting for the next payroll run.\",\r\n      \"inLanguage\": \"en\",\r\n      \"author\": {\r\n        \"@type\": \"Person\",\r\n        \"name\": \"Dr Artur Barczewski\",\r\n        \"url\": \"https:\/\/bwlaw.de\/en\/team\/artur-barczewski\/\"\r\n      },\r\n      \"publisher\": {\r\n        \"@type\": \"LegalService\",\r\n        \"name\": \"BWLAW \u2013 Kanzlei Dr. Barczewski & Dr. Wroblewska GbR\",\r\n        \"url\": \"https:\/\/bwlaw.de\/\"\r\n      },\r\n      \"datePublished\": \"2026-09-10\",\r\n      \"dateModified\": \"2026-09-10\",\r\n      \"mainEntityOfPage\": \"https:\/\/bwlaw.de\/en\/knowledge-base\/severance-pay-germany-when-paid\/\"\r\n    },\r\n    {\r\n      \"@type\": \"FAQPage\",\r\n      \"mainEntity\": [\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"How quickly must the employer pay severance after a settlement?\",\r\n          \"acceptedAnswer\": {\r\n            \"@type\": \"Answer\",\r\n            \"text\": \"Immediately, if the employment has already ended and the settlement contains no payment date. The LAG Niedersachsen (5 Ta 165\/26) allows the employer at most a reasonable accounting period of 14 days (section 271 (1) BGB).\"\r\n          }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Is severance pay in Germany mandatory after a certain number of years?\",\r\n          \"acceptedAnswer\": {\r\n            \"@type\": \"Answer\",\r\n            \"text\": \"No. Length of service alone does not create a severance claim. Severance usually results from a settlement or a termination agreement (Aufhebungsvertrag). 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But what if the settlement is silent on the [&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":"Severance Pay Germany: When Is It Due? 14-Day Rule | BWLAW","rank_math_description":"Severance pay Germany: due immediately under sec. 271 BGB, at the latest after 14 days \u2013 LAG Niedersachsen 5 Ta 165\/26. 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