{"id":5314,"date":"2026-10-12T11:48:15","date_gmt":"2026-10-12T09:48:15","guid":{"rendered":"https:\/\/bwlaw.de\/knowledge-base\/unfair-dismissal-claim-deadline-germany\/"},"modified":"2026-10-21T08:17:32","modified_gmt":"2026-10-21T06:17:32","slug":"unfair-dismissal-claim-deadline-germany","status":"publish","type":"page","link":"https:\/\/bwlaw.de\/en\/knowledge-base\/unfair-dismissal-claim-deadline-germany\/","title":{"rendered":"Three-week deadline for an unfair dismissal claim in Germany: how to calculate it and what if you missed it"},"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\/unfair-dismissal-claim-deadline-germany\/\" class=\"active\" lang=\"en\" hreflang=\"en\" aria-current=\"true\">EN<\/a>\r\n      <a href=\"\/wissen\/kuendigungsschutzklage-frist\/\" lang=\"de\" hreflang=\"de\" aria-label=\"German version of this article\">DE<\/a>\r\n      <a href=\"https:\/\/bwlaw.de\/pl\/baza-wiedzy\/termin-na-odwolanie-od-wypowiedzenia-niemcy\/\" 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      <a class=\"serie-pill serie-pill--kschg\" href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-in-germany-what-to-do\/\" title=\"Go to the series guide\"><b>\u00a7<\/b><span>Series: Dismissal step by step<\/span><span class=\"ep\">part 1<\/span><\/a>\r\n      <h1 style=\"max-width:34ch\">Three-week deadline for an unfair dismissal claim in Germany: how to calculate it and what if you missed it<\/h1>\r\n      <p class=\"lead\">Fired in Germany? The three-week deadline for an unfair dismissal claim starts when the written notice of dismissal reaches you. Within that time your claim (K\u00fcndigungsschutzklage) must be filed with the labour court (section 4 sentence 1 KSchG). Miss it and you lose the dispute before it starts: the dismissal is then treated as valid from the outset, even if it was unlawful (section 7 KSchG). This guide explains from which day the deadline runs, how to calculate its end (with a calculator), when a claim reaches the court in time, which dismissals the deadline does not cover and when a late claim can still be admitted under section 5 KSchG. It is part 1 of our series \u201cDismissal step by step\u201d.<\/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 17 min read<br>updated: October 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 id=\"dauer\" style=\"font-size:1.35rem;margin-top:2.2rem;scroll-margin-top:6rem\">How long is the deadline for an unfair dismissal claim in Germany?<\/h3>\r\n<p>Three weeks from receipt of the written dismissal. Within that period a claim for a declaration that the employment relationship has not been terminated by the dismissal must reach the labour court (Arbeitsgericht), as section 4 sentence 1 of the Dismissal Protection Act (K\u00fcndigungsschutzgesetz, KSchG) provides. If the claim arrives later, section 7 KSchG treats the dismissal as effective from the outset.<\/p>\r\n<p>There is no internal appeal or complaint to an authority that would stop the clock in Germany. The only route is a claim before the labour court. Since 2004 the three weeks apply not only to the argument that the dismissal is socially unjustified. Under section 4 sentence 1 KSchG every other ground of invalidity must be raised in the same period, for example the failure to consult the works council (section 102(1) BetrVG), maternity protection (section 17 MuSchG) or discrimination. The only exception is a dismissal that is not in writing, covered below.<\/p>\r\n<p>The deadline applies to ordinary dismissals, to summary dismissals without notice (section 13(1) sentence 2 KSchG) and to a dismissal with an offer of changed terms (\u00c4nderungsk\u00fcndigung, section 4 sentence 2 KSchG). It also applies in small businesses and during the first six months of employment, because section 23(1) sentences 2 and 3 KSchG expressly keep sections 4 to 7 in force there. Even an employee without general dismissal protection must therefore sue within three weeks if he or she wants to rely on, say, immorality of the dismissal or special protection.<\/p>\r\n<p>A parallel deadline applies to fixed-term contracts. An employee who considers the fixed term invalid must sue within three weeks after the agreed end of the contract (section 17 sentence 1 TzBfG), and sections 5 to 7 KSchG apply accordingly.<\/p>\r\n<h3 id=\"beginn\" style=\"font-size:1.35rem;margin-top:2.2rem;scroll-margin-top:6rem\">When does the three-week deadline start?<\/h3>\r\n<p>The deadline starts on the day the written dismissal is received (Zugang), meaning the day the letter entered your sphere of control and you could ordinarily be expected to read it (section 130(1) sentence 1 BGB). Neither the date printed on the letter nor the end of the notice period is decisive.<\/p>\r\n<p>A letter in your home letterbox is received as soon as, by general practice, the next emptying of the letterbox can be expected. The Federal Labour Court (Bundesarbeitsgericht, BAG) disregards the recipient\u2019s individual circumstances in this assessment (judgment of 22 August 2019, 2 AZR 111\/19, para. 12). If a Deutsche Post carrier delivered the letter, there is prima facie evidence that this happened within usual postal delivery times, and the letter is then received on the same day (BAG, judgment of 20 June 2024, 2 AZR 213\/23, paras. 10 f., 16). A dismissal handed over in person is received on handover.<\/p>\r\n<p>Holidays, illness or a stay abroad do not prevent receipt. The BAG considers it irrelevant whether illness or temporary absence kept the employee from reading the letter, and a dismissal sent to the home address can be received even if the employer knew about the holiday (judgment of 22 March 2012, 2 AZR 224\/11, para. 22). The deadline therefore keeps running while you are away. Whether a late claim can then still be admitted is explained in the section on missed deadlines.<\/p>\r\n<p>Write down at once the day you found or received the letter and keep the envelope. Both the claim deadline and the notice period depend on the day of receipt.<\/p>\r\n<h3 id=\"berechnung\" style=\"font-size:1.35rem;margin-top:2.2rem;scroll-margin-top:6rem\">How do I calculate the end of the deadline?<\/h3>\r\n<p>The day of receipt is not counted, and the deadline ends on the same weekday three weeks later at midnight (section 222(1) ZPO in conjunction with sections 187(1) and 188(2) BGB). A dismissal received on a Friday means the deadline ends on the Friday three weeks later. Example: received on Friday, 16 October 2026, deadline ends on Friday, 6 November 2026, at 24:00.<\/p>\r\n<p>If the arithmetical end falls on a Saturday, a Sunday or a general public holiday, the deadline ends at the close of the next working day (section 222(2) ZPO). Example: received on Friday, 11 December 2026. Arithmetically the deadline would end on Friday, 1 January 2027, which is New Year\u2019s Day and is followed by a weekend, so it ends on Monday, 4 January 2027, at midnight.<\/p>\r\n<p>For holidays observed only in some federal states, location matters. According to the prevailing view in German legal literature, the holiday at the seat of the labour court is decisive, and the BAG has not ruled on the point. Example: received on Wednesday, 28 October 2026. The arithmetical end on Wednesday, 18 November 2026, is the Day of Repentance and Prayer in Saxony, so there the deadline moves to Thursday, 19 November 2026. For a labour court in Berlin it remains 18 November 2026. In borderline cases do not rely on the extension and file earlier.<\/p>\r\n<div id=\"bw-fristrechner\" data-l10n=\"{&quot;locale&quot;: &quot;en-GB&quot;, &quot;res&quot;: &quot;Deadline ends: {wd}, {date}, at midnight (24:00).&quot;, &quot;shift&quot;: &quot;Arithmetically the deadline would end on {wd0}, {date0} ({why}). Under section 222(2) ZPO it moves to the next working day.&quot;, &quot;sat&quot;: &quot;Saturday&quot;, &quot;sun&quot;: &quot;Sunday&quot;, &quot;hol&quot;: &quot;public holiday: {n}&quot;, &quot;past&quot;: &quot;This deadline has already expired. Check at once whether an application for late admission under section 5 KSchG is possible (two weeks after the obstacle ceases).&quot;, &quot;future&quot;: &quot;The date of receipt lies in the future. Please check your entry.&quot;, &quot;need&quot;: &quot;Please enter the date of receipt and the federal state.&quot;, &quot;tip&quot;: &quot;The claim must reach the labour court by the end of this day. Do not wait until the last day.&quot;, &quot;names&quot;: {&quot;neujahr&quot;: &quot;New Year's Day&quot;, &quot;dreikoenige&quot;: &quot;Epiphany&quot;, &quot;frauentag&quot;: &quot;International Women's Day&quot;, &quot;karfreitag&quot;: &quot;Good Friday&quot;, &quot;ostermontag&quot;: &quot;Easter Monday&quot;, &quot;mai&quot;: &quot;Labour Day&quot;, &quot;himmelfahrt&quot;: &quot;Ascension Day&quot;, &quot;pfingstmontag&quot;: &quot;Whit Monday&quot;, &quot;fronleichnam&quot;: &quot;Corpus Christi&quot;, &quot;mariae&quot;: &quot;Assumption Day&quot;, &quot;kindertag&quot;: &quot;World Children's Day&quot;, &quot;einheit&quot;: &quot;German Unity Day&quot;, &quot;reformation&quot;: &quot;Reformation Day&quot;, &quot;allerheiligen&quot;: &quot;All Saints' Day&quot;, &quot;busstag&quot;: &quot;Day of Repentance and Prayer&quot;, &quot;weihnacht1&quot;: &quot;Christmas Day&quot;, &quot;weihnacht2&quot;: &quot;Boxing Day&quot;}}\" style=\"margin:1.8rem 0;padding:1.4rem 1.5rem;background:#fff;border:1px solid var(--line);border-top:3px solid var(--acc-praca,#41608D);border-radius:18px\">\r\n  <p style=\"font-weight:700;font-size:1.08rem;margin:0 0 .9rem\">Deadline calculator: when does the three-week deadline end?<\/p>\r\n  <div style=\"display:flex;flex-wrap:wrap;gap:.9rem 1.2rem;align-items:flex-end\">\r\n    <label style=\"display:flex;flex-direction:column;gap:.3rem;font-size:.9rem;flex:1 1 220px\">Day on which the dismissal letter was received<input class=\"fr-date\" type=\"date\" min=\"2024-01-01\" style=\"font:inherit;padding:.55rem .7rem;border:1px solid var(--line);border-radius:10px;background:#fff;color:inherit\"><\/label>\r\n    <label style=\"display:flex;flex-direction:column;gap:.3rem;font-size:.9rem;flex:1 1 220px\">Federal state in which the labour court is located<select class=\"fr-land\" style=\"font:inherit;padding:.55rem .7rem;border:1px solid var(--line);border-radius:10px;background:#fff;color:inherit\"><option value=\"\">Please choose<\/option><option value=\"BW\">Baden-W\u00fcrttemberg<\/option><option value=\"BY\">Bayern<\/option><option value=\"BE\">Berlin<\/option><option value=\"BB\">Brandenburg<\/option><option value=\"HB\">Bremen<\/option><option value=\"HH\">Hamburg<\/option><option value=\"HE\">Hessen<\/option><option value=\"MV\">Mecklenburg-Vorpommern<\/option><option value=\"NI\">Niedersachsen<\/option><option value=\"NW\">Nordrhein-Westfalen<\/option><option value=\"RP\">Rheinland-Pfalz<\/option><option value=\"SL\">Saarland<\/option><option value=\"SN\">Sachsen<\/option><option value=\"ST\">Sachsen-Anhalt<\/option><option value=\"SH\">Schleswig-Holstein<\/option><option value=\"TH\">Th\u00fcringen<\/option><\/select><\/label>\r\n    <button type=\"button\" class=\"btn fr-btn\" style=\"border:0;cursor:pointer\">Calculate the deadline<\/button>\r\n  <\/div>\r\n  <p class=\"fr-out\" aria-live=\"polite\" style=\"margin:1rem 0 0;font-size:.98rem\"><\/p>\r\n  <p style=\"margin:.9rem 0 0;font-size:.8rem;color:var(--ink-soft)\">Receipt means the day on which the dismissal letter reached your letterbox or was handed to you, not the date printed on the letter. The calculator takes weekends and the nationwide and state-wide statutory public holidays into account. It does not cover local holidays (for example the Augsburg Peace Festival, Corpus Christi in parts of Saxony and Thuringia, the Assumption in parts of Bavaria) or special cases such as the consent of a public authority (section 4 sentence 4 KSchG). The result is no substitute for legal advice.<\/p>\r\n<\/div>\r\n<script>\r\n(function(){\r\n  var root=document.getElementById('bw-fristrechner'); if(!root) return;\r\n  var L=JSON.parse(root.getAttribute('data-l10n'));\r\n  function add(d,n){return new Date(d.getFullYear(),d.getMonth(),d.getDate()+n);}\r\n  function k(d){return d.getFullYear()+'-'+d.getMonth()+'-'+d.getDate();}\r\n  function easter(y){var a=y%19,b=Math.floor(y\/100),c=y%100,d=Math.floor(b\/4),e=b%4,f=Math.floor((b+8)\/25),g=Math.floor((b-f+1)\/3),h=(19*a+b-d-g+15)%30,i=Math.floor(c\/4),kk=c%4,l=(32+2*e+2*i-h-kk)%7,m=Math.floor((a+11*h+22*l)\/451),mo=Math.floor((h+l-7*m+114)\/31),da=((h+l-7*m+114)%31)+1;return new Date(y,mo-1,da);}\r\n  function hol(y,land){\r\n    var e=easter(y),h={},N=L.names;\r\n    function p(d,n){h[k(d)]=N[n];}\r\n    function inL(a){return a.indexOf(land)>-1;}\r\n    p(new Date(y,0,1),'neujahr');p(add(e,-2),'karfreitag');p(add(e,1),'ostermontag');p(new Date(y,4,1),'mai');\r\n    p(add(e,39),'himmelfahrt');p(add(e,50),'pfingstmontag');p(new Date(y,9,3),'einheit');p(new Date(y,11,25),'weihnacht1');p(new Date(y,11,26),'weihnacht2');\r\n    if(inL(['BW','BY','ST']))p(new Date(y,0,6),'dreikoenige');\r\n    if(inL(['BE','MV']))p(new Date(y,2,8),'frauentag');\r\n    if(inL(['BW','BY','HE','NW','RP','SL']))p(add(e,60),'fronleichnam');\r\n    if(land==='SL')p(new Date(y,7,15),'mariae');\r\n    if(land==='TH')p(new Date(y,8,20),'kindertag');\r\n    if(inL(['BB','HB','HH','MV','NI','SN','ST','SH','TH']))p(new Date(y,9,31),'reformation');\r\n    if(inL(['BW','BY','NW','RP','SL']))p(new Date(y,10,1),'allerheiligen');\r\n    if(land==='SN'){var b=new Date(y,10,22);while(b.getDay()!==3)b=add(b,-1);p(b,'busstag');}\r\n    return h;\r\n  }\r\n  function wd(d){return d.toLocaleDateString(L.locale,{weekday:'long'});}\r\n  function ds(d){return L.locale==='en-GB'?d.toLocaleDateString('en-GB',{day:'numeric',month:'long',year:'numeric'}):('0'+d.getDate()).slice(-2)+'.'+('0'+(d.getMonth()+1)).slice(-2)+'.'+d.getFullYear();}\r\n  function fill(s,o){return s.replace(\/\\{(\\w+)\\}\/g,function(_,x){return o[x];});}\r\n  var out=root.querySelector('.fr-out');\r\n  root.querySelector('.fr-btn').addEventListener('click',function(){\r\n    var v=root.querySelector('.fr-date').value, land=root.querySelector('.fr-land').value;\r\n    if(!v||!land){out.textContent=L.need;return;}\r\n    var pr=v.split('-'), z=new Date(+pr[0],+pr[1]-1,+pr[2]), now=new Date(), today=new Date(now.getFullYear(),now.getMonth(),now.getDate());\r\n    if(z>today){out.textContent=L.future;return;}\r\n    var end=add(z,21), first=end, why='', H={};\r\n    function isH(d){var y=d.getFullYear();if(!H[y])H[y]=hol(y,land);return H[y][k(d)];}\r\n    while(end.getDay()===0||end.getDay()===6||isH(end)){\r\n      if(!why){why=end.getDay()===6?L.sat:(end.getDay()===0?L.sun:fill(L.hol,{n:isH(end)}));}\r\n      end=add(end,1);\r\n    }\r\n    var html='<strong>'+fill(L.res,{wd:wd(end),date:ds(end)})+'<\/strong>';\r\n    if(why)html+='<br>'+fill(L.shift,{wd0:wd(first),date0:ds(first),why:why});\r\n    html+='<br>'+(end<today?'<span style=\"color:var(--terra-dark,#A84425)\">'+L.past+'<\/span>':L.tip);\r\n    out.innerHTML=html;\r\n  });\r\n})();\r\n<\/script>\r\n<h3 id=\"einreichung\" style=\"font-size:1.35rem;margin-top:2.2rem;scroll-margin-top:6rem\">When does a claim reach the labour court in time?<\/h3>\r\n<p>The deadline is met if the claim reaches the labour court before the last day ends. It does not matter that the court serves the claim on the employer afterwards, provided service follows promptly (section 167 ZPO, applicable via section 46(2) sentence 1 ArbGG). Dropping the claim into the court\u2019s night letterbox before midnight is enough.<\/p>\r\n<p>A claim meets the deadline if it reaches the labour court in a permitted form: as a signed letter by post or delivered to the court\u2019s letterbox, orally for the record at the labour court\u2019s legal applications office (Rechtsantragsstelle, section 46(2) sentence 1 ArbGG in conjunction with section 496 ZPO), by fax showing your signature (section 130 no. 6 ZPO) or electronically. A claim prepared by our firm is filed electronically via beA.<\/p>\r\n<p>An ordinary email to the court does not meet the deadline. An electronic document must either carry a qualified electronic signature or be signed and sent through a secure transmission channel (section 46c(3) ArbGG). For private individuals these are mainly the electronic citizens\u2019 and organisations\u2019 mailbox (eBO) and the mailbox service of a user account under the Online Access Act, such as Mein Justizpostfach (section 46c(4) sentence 1 nos. 3 and 4 ArbGG). Lawyers must file electronically via the special electronic lawyers\u2019 mailbox (section 46g ArbGG).<\/p>\r\n<p>A claim filed with a labour court that lacks territorial jurisdiction also meets the deadline if it is referred to the competent court, even where the referral happens after the three weeks (BAG, judgment of 31 March 1993, 2 AZR 467\/92). After the referral the effects of pendency continue (section 48(1) ArbGG in conjunction with section 17b(1) sentence 2 GVG). Competent is, among others, the labour court for the district where you usually work (section 48(1a) ArbGG).<\/p>\r\n<p>The language of the court is German (section 184 GVG).<\/p>\r\n<h3 id=\"inhalt\" style=\"font-size:1.35rem;margin-top:2.2rem;scroll-margin-top:6rem\">What must the claim contain?<\/h3>\r\n<p>To meet the deadline a few details are enough: the labour court, your name and address, the employer as defendant and the request for a declaration that the employment relationship has not been terminated by the dismissal of (date) (section 253(2) ZPO, section 4 sentence 1 KSchG). Attach a copy of the dismissal letter.<\/p>\r\n<p>A detailed statement of reasons is not needed within the three weeks. Section 6 sentence 1 KSchG allows you to rely on grounds of invalidity not yet mentioned in the claim until the close of the oral hearing at first instance, and the labour court should point this out to you (section 6 sentence 2 KSchG). A claim for wages for the period after the termination date, filed within three weeks, also preserves the deadline if the dismissal claim is added by the close of the first-instance hearing (BAG, judgment of 26 September 2013, 2 AZR 682\/12, para. 35).<\/p>\r\n<p>A mistake in naming the employer usually does not cost you the deadline. If the claim and the attached dismissal letter show who is meant, the court corrects the party designation and the claim counts as filed against the right employer from the start (BAG, judgment of 28 August 2008, 2 AZR 279\/07, para. 15, BAG, judgment of 20 February 2014, 2 AZR 248\/13, paras. 10, 14). If a different party altogether is sued, there is a change of party, and for the correct employer only the later date counts.<\/p>\r\n<p>Every further dismissal triggers its own three-week deadline. If you are already in proceedings and receive a second dismissal, you must challenge that one in time as well. An additional general request for a declaration that the employment continues (section 256(1) ZPO) can cover later dismissals, provided they are specifically introduced into the proceedings by the close of the first-instance hearing (BAG, judgment of 26 September 2013, 2 AZR 682\/12, paras. 33 f.).<\/p>\r\n<h3 id=\"formmangel\" style=\"font-size:1.35rem;margin-top:2.2rem;scroll-margin-top:6rem\">Does the deadline run if I was dismissed by email, WhatsApp or orally?<\/h3>\r\n<p>No. Section 4 sentence 1 KSchG links the deadline to receipt of a written dismissal. A dismissal without a handwritten signature on paper is void under section 623 BGB and does not start the three-week deadline. The BAG has stated that the lack of written form alone can still be raised after the three weeks (judgment of 28 June 2007, 6 AZR 873\/06, para. 10).<\/p>\r\n<p>That does not mean unlimited time. Remaining inactive for a long period while the employer clearly treats the employment as ended risks forfeiting the right to sue (Verwirkung, section 242 BGB). The BAG has not set a fixed time limit. There is also a practical risk: the employer can repeat the dismissal in proper form at any time, and the full three-week deadline then runs from receipt of the written dismissal. The safest course is to sue within three weeks even against a dismissal that is void for lack of form.<\/p>\r\n<p>If the signatory lacked authority, the deadline starts at the earliest when the employer\u2019s ratification (Genehmigung) reaches the employee (BAG, judgment of 26 March 2009, 2 AZR 403\/07, para. 21, BAG, judgment of 6 September 2012, 2 AZR 858\/11). The position differs where an authorised representative signs without enclosing the original power of attorney. Such a dismissal can be rejected without undue delay under section 174 sentence 1 BGB, but its invalidity must then be raised in a claim within the three weeks like any other ground.<\/p>\r\n<h3 id=\"kuendigungsfrist\" style=\"font-size:1.35rem;margin-top:2.2rem;scroll-margin-top:6rem\">Does the deadline apply if the notice period is too short?<\/h3>\r\n<p>That depends on the wording of the dismissal. If the dismissal can be understood as given for the next permissible date, the wrong notice period can be challenged even after the three weeks (BAG, judgment of 15 December 2005, 2 AZR 148\/05, para. 22). If, however, the employer named a specific date as the only intended end of employment, you must sue within three weeks.<\/p>\r\n<blockquote style=\"margin:1.6rem 0;padding:1.2rem 1.5rem;background:rgba(65,96,141,.07);border-left:3px solid var(--acc-praca,#41608D);border-radius:0 14px 14px 0\">\r\n  <p style=\"font-style:italic;margin-bottom:.7rem\" lang=\"de\">\u201eDer K\u00fcndigungstermin w\u00e4re dann ausnahmsweise integraler Bestandteil der Willenserkl\u00e4rung und m\u00fcsste innerhalb der Klagfrist des \u00a7 4 Satz 1 KSchG angegriffen werden.\u201c<\/p>\r\n  <p style=\"margin-bottom:.7rem\">In translation: \u201cThe termination date would then exceptionally form an integral part of the declaration of intent and would have to be challenged within the claim deadline of section 4 sentence 1 KSchG.\u201d<\/p>\r\n  <p style=\"font-size:.85rem;color:var(--ink-soft);margin:0\">BAG, judgment of 15 December 2005, 2 AZR 148\/05, para. 28, BAGE 116, 336<\/p>\r\n<\/blockquote>\r\n<p>The BAG\u2019s Fifth Senate has drawn the line more narrowly. If the dismissal first has to be converted into one with the correct notice period (section 140 BGB), it ends the employment on the wrong date stated, unless the short notice period was challenged in court within three weeks (judgment of 1 September 2010, 5 AZR 700\/09, paras. 20, 27). Whenever the date in the letter is miscalculated, act within three weeks. How notice periods are calculated is explained in our article on <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/notice-periods-germany\/\">notice periods in Germany<\/a>.<\/p>\r\n<h3 id=\"behoerde\" style=\"font-size:1.35rem;margin-top:2.2rem;scroll-margin-top:6rem\">What if an authority had to approve the dismissal?<\/h3>\r\n<p>If the dismissal requires the consent of a public authority, the claim deadline runs only from the date the authority\u2019s decision is communicated to the employee (section 4 sentence 4 KSchG). This mainly concerns severely disabled employees, whose dismissal requires the prior consent of the Integration Office (Integrationsamt, section 168 SGB IX), and pregnant employees, whose dismissal the competent state authority must declare admissible (section 17(2) MuSchG).<\/p>\r\n<p>If the employer dismisses while aware of the severe disability and does not apply for consent, the claim deadline does not start at all. The invalidity can then be raised up to the limit of forfeiture.<\/p>\r\n<blockquote style=\"margin:1.6rem 0;padding:1.2rem 1.5rem;background:rgba(65,96,141,.07);border-left:3px solid var(--acc-praca,#41608D);border-radius:0 14px 14px 0\">\r\n  <p style=\"font-style:italic;margin-bottom:.7rem\" lang=\"de\">\u201eMangels Bekanntgabe einer Entscheidung wird die Klagefrist nicht in Gang gesetzt.\u201c<\/p>\r\n  <p style=\"margin-bottom:.7rem\">In translation: \u201cIn the absence of notification of a decision, the claim deadline is not set in motion.\u201d<\/p>\r\n  <p style=\"font-size:.85rem;color:var(--ink-soft);margin:0\">BAG, judgment of 13 February 2008, 2 AZR 864\/06, para. 39, AP SGB IX \u00a7 85 Nr. 5<\/p>\r\n<\/blockquote>\r\n<p>The exception requires the employer to have known of the disability or the pregnancy when the dismissal was received. If the employer learns of it only later, the three weeks run from receipt of the dismissal, even though the special protection itself continues (BAG, judgment of 13 February 2008, 2 AZR 864\/06, paras. 45 f., BAG, judgment of 19 February 2009, 2 AZR 286\/07, paras. 25, 27). Anyone who tells the employer about a disability or pregnancy only after the dismissal must still sue within three weeks.<\/p>\r\n<h3 id=\"frist-verpasst\" style=\"font-size:1.35rem;margin-top:2.2rem;scroll-margin-top:6rem\">Missed the deadline: when will a late claim be admitted?<\/h3>\r\n<p>The labour court admits a late claim only if you were prevented from suing in time despite exercising all the care that could reasonably be expected of you (section 5(1) sentence 1 KSchG). The application for late admission (nachtr\u00e4gliche Zulassung) must be filed within two weeks after the obstacle ceases, and no later than six months after the end of the missed deadline (section 5(3) KSchG). It must be combined with the claim and state the facts and the means of substantiating them (section 5(2) KSchG).<\/p>\r\n<p>Not knowing about the deadline is no excuse. The BAG expects every employee, once dismissed, to find out promptly whether and how to challenge the dismissal (judgment of 22 March 2012, 2 AZR 224\/11, para. 44), and does not accept ignorance of the deadline as a personal circumstance (judgment of 25 April 2018, 2 AZR 493\/17, para. 24). The BAG leans towards a standard of care that is objective in principle, but has expressly left the question open (judgment of 25 April 2018, 2 AZR 493\/17, paras. 20 to 26). Do not count on limited German as an excuse: anyone who cannot understand the letter should have it translated and explained straight away. The position differs if a reliable, competent body gave wrong advice. The LAG K\u00f6ln recognised a trade union\u2019s legal advice service as such a body (order of 15 April 2005, 10 Ta 309\/04, para. 14), whereas the LAG Hamm held that information from the chair of the works council was not sufficient (judgment of 11 January 2022, 14 Sa 938\/21, paras. 39 f.).<\/p>\r\n<p>A holiday can justify admission if the trip prevented you, through no fault of your own, from suing in time (BAG, judgment of 22 March 2012, 2 AZR 224\/11, para. 23). If enough time remains after your return, you must use it. Anyone living abroad for more than a temporary stay must make sure they learn promptly of post arriving in their German letterbox (BAG, judgment of 25 April 2018, 2 AZR 493\/17, headnote and para. 28). Illness is sufficient only if it made the claim objectively impossible, so that you could neither sue yourself nor instruct someone else (LAG K\u00f6ln, order of 28 December 2007, 8 Ta 355\/07, paras. 23 f.).<\/p>\r\n<p>Your lawyer\u2019s fault is attributed to you. If the instructed lawyer misses the deadline, late admission is ruled out (BAG, judgment of 11 December 2008, 2 AZR 472\/08, headnote, section 85(2) ZPO). A special rule protects women who, for a reason not attributable to them, learn of their pregnancy only after the three weeks (section 5(1) sentence 2 KSchG). According to the BAG what counts is knowledge that the pregnancy already existed when the dismissal was received, which as a rule comes only with a medical examination (judgment of 3 April 2025, 2 AZR 156\/24, paras. 25, 37). See our article on <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-during-pregnancy-germany\/\">dismissal during pregnancy in Germany<\/a> for details.<\/p>\r\n<h3 id=\"folgen\" style=\"font-size:1.35rem;margin-top:2.2rem;scroll-margin-top:6rem\">What happens once the deadline has expired?<\/h3>\r\n<p>If the deadline has expired and late admission is not available, the dismissal is deemed effective from the outset (section 7 KSchG). The employment ends on the termination date, and neither the lack of social justification nor a defective works council consultation can be raised any longer.<\/p>\r\n<p>Claims that do not depend on the dismissal being invalid remain: pay until the end of the notice period, payment in lieu of untaken leave (section 7(4) BUrlG) and a reference (section 109 GewO). A statutory severance payment exists only if the employer dismisses for operational reasons and states in the letter that you can claim severance by letting the claim deadline pass (section 1a(1) KSchG). It then amounts to half a monthly salary per year of service (section 1a(2) KSchG).<\/p>\r\n<p>The employer does not have to mention the claim deadline in the dismissal letter. It must, however, state it in the written statement of the essential terms of employment (section 2(1) sentence 7 no. 14 NachwG). If that information is missing, the deadline still applies, because the same provision expressly stipulates that section 7 KSchG applies even where the claim deadline was not properly stated.<\/p>\r\n<p>A second deadline runs at the employment agency (Agentur f\u00fcr Arbeit), independently of the claim deadline. If you learn of the dismissal less than three months before the employment ends, you must register as a jobseeker within three days, even if you sue (section 38(1) sentences 2 and 3 SGB III).<\/p>\r\n<h3 id=\"kosten\" style=\"font-size:1.35rem;margin-top:2.2rem;scroll-margin-top:6rem\">What does an unfair dismissal claim cost?<\/h3>\r\n<p>At first instance each side bears its own lawyer\u2019s fees, even if it wins (section 12a(1) sentence 1 ArbGG). Legal expenses insurance with employment cover usually pays these costs, and on a low income legal aid (Prozesskostenhilfe) may be available.<\/p>\r\n<p>Dismissal cases are dealt with as a priority, and the conciliation hearing (G\u00fcteverhandlung) should take place within two weeks after the claim is filed (section 61a(1) and (2) ArbGG). The employer learns of the claim when the court serves it, in practice usually a few days after it arrives. What happens next is described in our article on <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/german-labour-court\/\">the German labour court<\/a>.<\/p>\r\n<p>Whether a claim is worthwhile depends on its prospects and on your goal: keeping the job, a settlement with severance pay or a good reference. You can only make that choice while the deadline is running. Once the three weeks have passed, your bargaining position towards the employer is usually gone.<\/p>\r\n<aside aria-label=\"Series \u201cDismissal step by step\u201d\" style=\"display:block;margin:2.4rem 0 1rem;padding:1.3rem 1.5rem;background:#F4F7FB;border:1px solid #D5DFEC;border-left:4px solid var(--acc-praca,#41608D);border-radius:0 16px 16px 0\">\r\n  <p style=\"font-weight:700;margin:0 0 .3rem\">Series \u201cDismissal step by step\u201d<\/p>\r\n  <p style=\"font-size:.9rem;margin:0 0 .6rem\"><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-in-germany-what-to-do\/\">Series guide \u2192<\/a><\/p>\r\n  <ul style=\"margin:0 0 0 1.1rem;padding:0;columns:2 16rem;column-gap:2rem;font-size:.93rem\">\r\n    <li style=\"margin:.3rem 0\"><strong>The three-week deadline for an unfair dismissal claim<\/strong> <span style=\"font-size:.78rem;color:var(--ink-soft)\">(You are reading)<\/span><\/li>\r\n    <li style=\"margin:.3rem 0\"><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/warning-letter-abmahnung\/\">Warning letter (Abmahnung)<\/a><\/li>\r\n    <li style=\"margin:.3rem 0\"><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/redundancy-in-germany\/\">Redundancy (betriebsbedingte K\u00fcndigung)<\/a><\/li>\r\n    <li style=\"margin:.3rem 0\"><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/social-selection-germany-redundancy\/\">Social selection<\/a><\/li>\r\n    <li style=\"margin:.3rem 0\"><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-due-to-illness-germany\/\">Dismissal due to illness<\/a><\/li>\r\n    <li style=\"margin:.3rem 0\"><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-after-sick-leave-bem\/\">Dismissal after sick leave without BEM<\/a><\/li>\r\n    <li style=\"margin:.3rem 0\"><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-without-notice-germany\/\">Summary dismissal \u2014 your defence<\/a><\/li>\r\n    <li style=\"margin:.3rem 0\"><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/summary-dismissal-germany\/\">The employer\u2019s two-week deadline<\/a><\/li>\r\n    <li style=\"margin:.3rem 0\"><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/druckkuendigung-dismissal-under-pressure\/\">Dismissal under staff pressure<\/a><\/li>\r\n    <li style=\"margin:.3rem 0\"><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-during-pregnancy-germany\/\">Dismissal during pregnancy<\/a><\/li>\r\n    <li style=\"margin:.3rem 0\"><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/notice-periods-germany\/\">Notice periods<\/a><\/li>\r\n    <li style=\"margin:.3rem 0\"><a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/german-labour-court\/\">The labour court case<\/a><\/li>\r\n  <\/ul>\r\n<\/aside>\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 the three-week deadline for an unfair dismissal claim in Germany<\/h3>\r\n  <ul style=\"margin:.8rem 0 0 1.1rem;padding:0\">\r\n    <li style=\"margin:.35rem 0\">Note the day of receipt, keep the envelope, photograph the letterbox or note a witness.<\/li>\r\n    <li style=\"margin:.35rem 0\">Calculate the end: same weekday three weeks later, or the next working day if that is a weekend or a public holiday at the court\u2019s seat.<\/li>\r\n    <li style=\"margin:.35rem 0\">Check the dismissal: paper with a handwritten signature (section 623 BGB), original power of attorney if signed by someone else (section 174 BGB), the stated termination date.<\/li>\r\n    <li style=\"margin:.35rem 0\">File with the labour court for your place of work.<\/li>\r\n    <li style=\"margin:.35rem 0\">Attach the dismissal letter and name the employer exactly as it appears in the letter.<\/li>\r\n    <li style=\"margin:.35rem 0\">Register as a jobseeker within three days (section 38(1) SGB III).<\/li>\r\n    <li style=\"margin:.35rem 0\">Challenge every further dismissal separately and in time.<\/li>\r\n  <\/ul>\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;scroll-margin-top:6rem\">Frequently asked questions<\/h3>\r\n<p><strong>Does the day the dismissal is received count towards the deadline?<\/strong><br>No. The day of receipt is not counted (section 187(1) BGB). The deadline ends on the same weekday three weeks later at midnight (section 188(2) BGB), or on the next working day if that day is a Saturday, Sunday or public holiday (section 222(2) ZPO).<\/p>\r\n<p><strong>Can I file my claim by email?<\/strong><br>No. An electronic document meets the deadline only with a qualified electronic signature or when sent through a secure channel such as Mein Justizpostfach (section 46c(3) and (4) ArbGG). A signed claim sent by post, delivered to the court\u2019s letterbox or faxed, and a claim recorded at the Rechtsantragsstelle, also meet the deadline.<\/p>\r\n<p><strong>I was on holiday when the dismissal arrived. Did the deadline still run?<\/strong><br>Yes, the dismissal is received when it lands in your letterbox, even during a holiday (BAG, judgment of 22 March 2012, 2 AZR 224\/11, para. 22). If the trip prevented you, through no fault of your own, from suing in time, apply for late admission under section 5 KSchG within two weeks of your return and file the claim at the same time.<\/p>\r\n<p><strong>How quickly does the employer find out about the claim?<\/strong><br>The labour court serves the claim on the employer, in practice usually a few days after it arrives. The conciliation hearing should take place within two weeks after the claim is filed (section 61a(2) ArbGG).<\/p>\r\n<p><strong>How much severance will I get with an unfair dismissal claim?<\/strong><br>As a rule there is no statutory right to severance. Most cases end in a settlement whose amount depends on the employer\u2019s litigation risk. In practice half a monthly salary per year of service, as in section 1a(2) KSchG, often serves as a starting point.<\/p>\r\n<p><strong>Can I withdraw the claim later?<\/strong><br>Yes. Until the parties state their applications at the contested hearing, you can withdraw the claim without the employer\u2019s consent (section 54(2) sentence 1 ArbGG). Filing therefore buys time and bargaining power without committing you for good.<\/p>\r\n<p style=\"font-size:.85rem;color:var(--ink-soft)\">Legal position: October 2026. This article is for general information 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>Dismissed in Germany?<\/b><span style=\"color:var(--ink-soft);font-size:.92rem\">The clock runs from receipt. Send us the dismissal letter and your contract. We check the deadline, the form and your chances, in English, German and Polish.<\/span><a href=\"https:\/\/bwlaw.de\/en\/practice-areas\/employment-law\/#kontakt\" class=\"btn\">Send your dismissal 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\/dismissal-in-germany-what-to-do\/\">Dismissal in Germany: what to do \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\/german-labour-court\/\">The German labour court \u2192<\/a>\r\n        <a href=\"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-without-notice-germany\/\">Summary dismissal \u2014 how to defend yourself \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>\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>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\": \"Three-week deadline for an unfair dismissal claim in Germany: how to calculate it and what if you missed it\",\r\n      \"description\": \"Unfair dismissal claim in Germany: 3 weeks from receipt of the dismissal (s. 4 KSchG). Deadline calculator, holidays, email filing and late admission.\",\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\": \"2026-10-12\",\r\n      \"dateModified\": \"2026-10-12\",\r\n      \"mainEntityOfPage\": \"https:\/\/bwlaw.de\/en\/knowledge-base\/unfair-dismissal-claim-deadline-germany\/\",\r\n      \"isPartOf\": {\r\n        \"@type\": \"CreativeWorkSeries\",\r\n        \"name\": \"Dismissal step by step\",\r\n        \"url\": \"https:\/\/bwlaw.de\/en\/knowledge-base\/dismissal-in-germany-what-to-do\/\"\r\n      }\r\n    },\r\n    {\r\n      \"@type\": \"FAQPage\",\r\n      \"mainEntity\": [\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Does the day the dismissal is received count towards the deadline?\",\r\n          \"acceptedAnswer\": {\r\n            \"@type\": \"Answer\",\r\n            \"text\": \"No. The day of receipt is not counted (section 187(1) BGB). The deadline ends on the same weekday three weeks later at midnight (section 188(2) BGB), or on the next working day if that day is a Saturday, Sunday or public holiday (section 222(2) ZPO).\"\r\n          }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Can I file my claim by email?\",\r\n          \"acceptedAnswer\": {\r\n            \"@type\": \"Answer\",\r\n            \"text\": \"No. An electronic document meets the deadline only with a qualified electronic signature or when sent through a secure channel such as Mein Justizpostfach (section 46c(3) and (4) ArbGG). A signed claim sent by post, delivered to the court\u2019s letterbox or faxed, and a claim recorded at the Rechtsantragsstelle, also meet the deadline.\"\r\n          }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"I was on holiday when the dismissal arrived. Did the deadline still run?\",\r\n          \"acceptedAnswer\": {\r\n            \"@type\": \"Answer\",\r\n            \"text\": \"Yes, the dismissal is received when it lands in your letterbox, even during a holiday (BAG, judgment of 22 March 2012, 2 AZR 224\/11, para. 22). If the trip prevented you, through no fault of your own, from suing in time, apply for late admission under section 5 KSchG within two weeks of your return and file the claim at the same time.\"\r\n          }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"How quickly does the employer find out about the claim?\",\r\n          \"acceptedAnswer\": {\r\n            \"@type\": \"Answer\",\r\n            \"text\": \"The labour court serves the claim on the employer, in practice usually a few days after it arrives. The conciliation hearing should take place within two weeks after the claim is filed (section 61a(2) ArbGG).\"\r\n          }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"How much severance will I get with an unfair dismissal claim?\",\r\n          \"acceptedAnswer\": {\r\n            \"@type\": \"Answer\",\r\n            \"text\": \"As a rule there is no statutory right to severance. Most cases end in a settlement whose amount depends on the employer\u2019s litigation risk. In practice half a monthly salary per year of service, as in section 1a(2) KSchG, often serves as a starting point.\"\r\n          }\r\n        },\r\n        {\r\n          \"@type\": \"Question\",\r\n          \"name\": \"Can I withdraw the claim later?\",\r\n          \"acceptedAnswer\": {\r\n            \"@type\": \"Answer\",\r\n            \"text\": \"Yes. Until the parties state their applications at the contested hearing, you can withdraw the claim without the employer\u2019s consent (section 54(2) sentence 1 ArbGG). Filing therefore buys time and bargaining power without committing you for good.\"\r\n          }\r\n        }\r\n      ]\r\n    }\r\n  ]\r\n}\r\n<\/script>\r\n","protected":false},"excerpt":{"rendered":"<p>Construction Debt collection Companies Employment law Cars Knowledge base EN DE PL Contact us \u2192 \u2630 Home\/Knowledge base\/Employment law \u00a7Series: Dismissal step by steppart 1 Three-week deadline for an unfair dismissal claim in Germany: how to calculate it and what if you missed it Fired in Germany? The three-week deadline for an unfair dismissal claim [&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":"Unfair dismissal claim in Germany: 3-week deadline | BWLAW","rank_math_description":"Unfair dismissal claim in Germany: 3 weeks from receipt of the dismissal (s. 4 KSchG). Deadline calculator, holidays, email filing and late admission.","rank_math_focus_keyword":"unfair dismissal claim in germany","rank_math_robots":[]},"class_list":["post-5314","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\/5314","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=5314"}],"version-history":[{"count":0,"href":"https:\/\/bwlaw.de\/en\/wp-json\/wp\/v2\/pages\/5314\/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=5314"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}