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A dismissal needs a defensible reason where general dismissal protection applies, the correct procedure and reliable delivery. We assess planned terminations and represent clients in resulting disputes.
What we help you decide
Manage dismissals. We assess the relevant documents, explain the available routes and agree the scope of advice before taking further steps.
Choose the correct route
Distinguish ordinary notice, extraordinary dismissal, dismissal with an offer of changed terms and a negotiated termination agreement. Operational, conduct-related and personal grounds require different evidence. A performance concern calls for a different preparation process from a genuine removal of a position.
Process before signature
Check contractual and statutory notice, the scope of dismissal protection, special protection, required approvals and works council consultation. Identify who may sign and how receipt will be proved. Employment termination requires written form; email and messaging apps do not substitute for a signed notice.
Responding to a claim
The usual period to challenge a written dismissal is three weeks from receipt. Settlement discussions do not suspend it. A claim can concern continued employment, back pay and the validity of the termination; it is not simply a claim for severance. We evaluate litigation exposure and commercial settlement options together.
Practical example
A department closes but similar roles remain elsewhere. The business case alone does not complete the dismissal assessment. We examine the selection pool, alternative employment, representative involvement and the sequence of notices before implementation.
Documents for an initial review
- Employment contract and amendments
- Proposed notice and delivery details
- Headcount, organisation chart and selection information
- Warnings, consultation papers and relevant approvals
Related advice
Settlement agreements and severance · Restructuring and collective redundancies · Labour court proceedings and urgent relief · Protection against dismissal in Germany · When the German Dismissal Protection Act applies · Ordinary termination and notice in Germany · Operational, conduct and personal grounds for dismissal · Notice periods for German employment contracts · Extraordinary dismissal without notice · Warnings and employee misconduct · All employment law services · Discuss your matter
Legal sources
Reviewed: 8 November 2026. The application of these rules depends on the facts, the relevant documents and any applicable collective arrangements.