General dismissal protection normally requires more than six months of employment and a qualifying establishment size, subject to transitional and special rules. Protection against discriminatory or otherwise unlawful dismissal can still matter outside that regime.
What needs checking
Check the date of receipt immediately. A written dismissal normally must be challenged within three weeks, including in many cases where the full substantive protection of the KSchG does not apply. Negotiations and an objection to the works council do not replace filing.
Practical next steps
Review the employing entity, establishment, start date, contract and dismissal letter together. A small business should not infer that every termination is valid merely because it falls below the general headcount threshold.
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.