If you’re planning to resign or have received notice from your employer, one of your first questions will be: When will my last day of work be? In Germany, the answer depends on your notice period, which is often determined by a combination of legal rules, your contract, and your employment duration.
Whether you’re quitting your job or have been dismissed, it’s essential to calculate your notice period correctly—especially if you’re applying for unemployment benefits or planning your next career move.
In this guide, you’ll learn how to calculate your notice period in Germany and where to watch out for legal pitfalls. We’ve also included a notice period calculator to help you determine your exact last working day based on your individual circumstances.
Content
1. Why Calculating Your Notice Period Matters
Your notice period affects:
- When you can start your next job
- When your income ends
- Your eligibility for unemployment benefits (Arbeitslosengeld)
- Visa/residence permit deadlines (especially for expats)
- Potential legal disputes if dates are miscalculated
📌 A miscalculated notice period can lead to contract breaches, financial penalties, or Sperrzeit (waiting periods) for benefits.
2. General Rules for Notice Periods in Germany
According to Section 622 of the German Civil Code (BGB), the basic statutory notice period is:
▶ 4 weeks to the 15th or the end of a calendar month
(when the employee resigns, and unless a longer period is agreed in the contract)
For employers, the notice period increases with seniority:
| Length of Service | Employer’s Notice Period |
|---|---|
| < 2 years | 4 weeks to the 15th or end of month |
| 2 years | 1 month to the end of month |
| 5 years | 2 months to the end of month |
| 8 years | 3 months to the end of month |
| 10 years | 4 months to the end of month |
| 12 years | 5 months to the end of month |
| 15 years | 6 months to the end of month |
| 20+ years | 7 months to the end of month |
Note: Longer or different periods may apply in:
- Employment contracts
- Collective agreements (Tarifverträge)
- Public sector jobs
- Executive/management roles
3. How to Calculate Your Notice Period
When calculating your notice period, you need to:
✅ Know who gave notice – you or your employer
✅ Check your contract or collective agreement
✅ Determine the relevant termination date
✅ Identify the next possible end date (15th or last day of the month)
✅ Consider length of employment for seniority-based extensions
Example A: You resign on June 5
→ Statutory rule applies: 4 weeks to either the 15th or end of month
→ Earliest possible date: July 5
→ But since only 15th or end of month is allowed, your last working day would be July 15
Example B: Employer terminates you on September 3, after 6 years
→ Employer must give 2 months’ notice
→ Termination takes effect November 30
4. Use This Notice Period Calculator
To make things easier, try our interactive HTML notice period calculator:
📅 Calculate Your Notice Period
📌 You can copy this snippet directly into your website to give users an instant calculation tool.
5. Special Situations to Watch Out For
- Probation periods: Only 2 weeks’ notice unless otherwise agreed
- Fixed-term contracts: No notice required unless early termination is agreed
- Executive contracts: May include much longer periods (3–12 months)
- Dismissal during pregnancy or parental leave: Requires special legal approval
- Expats: Residence permits may be tied to employment end date—coordinate with the immigration office
6. Final Salary and Remaining Vacation
Your employer must:
- Pay your final salary until the last day
- Compensate for any unused vacation days
- Provide a work certificate (Arbeitszeugnis) upon request
Conclusion
If you’re changing jobs or facing termination, it’s essential to correctly calculate your notice period in Germany. The rules may seem complex, but once you know your employment duration, contract terms, and who initiated the termination, the timeline becomes clear.
Use our notice period calculator to make sure you know exactly when your job legally ends—and always review your contract or consult a legal expert if anything is unclear.
