Archive · Originally published 2022-07-15
Editorially revised on 8 November 2026. This page records an earlier topic; follow the current guide below for present-day advice.
The issue
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.
How to read this today
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.
Practical context
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.