Archive · Originally published 2018-08-29
Editorially revised on 8 November 2026. This page records an earlier topic; follow the current guide below for present-day advice.
The issue
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.
How to read this today
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 context
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.