An extraordinary dismissal requires a sufficiently serious reason and an assessment of all relevant circumstances. The question is whether continuing the relationship until ordinary termination would be unreasonable.
What needs checking
Section 626 BGB generally imposes a two-week period from the authorised decision-maker’s relevant knowledge. Investigation, special approvals and employee representation can complicate the timetable. It is incorrect to describe dismissal without notice as dismissal without any deadline.
Practical next steps
Preserve evidence and record when the responsible people learned the facts. Consider whether an investigation or warning is needed and whether ordinary notice should be considered as an alternative route.
Prepare for the review
Send the relevant contract or policy, a short chronology, the correspondence and any document showing a deadline. Explain the outcome you need and any steps already taken.
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Updated: 8 November 2026.