Kündigung Arbeitsvertrag PDF Free Download


Kündigung Arbeitsvertrag : Kündigung, in the context of employment in Germany, refers to the termination of an employment contract. It can be initiated by either the employer or the employee and can occur for various reasons, such as performance issues, economic downturns, or mutual agreement.

German labor law governs the termination process, and specific regulations must be followed to ensure a fair and legally compliant termination. The Kündigungsschutzgesetz (Termination Protection Act) provides certain safeguards to protect employees from unjustified dismissals, particularly in cases of unfair termination or discrimination.

Kündigung Arbeitsvertrag PDF Free Download

Depending on the type of termination, different notice periods apply, ranging from a few weeks to several months. During the notice period, the employee is usually expected to continue working while preparing for the transition to new employment.

In some cases, employers may offer a severance payment known as “Abfindung” as a financial compensation to the terminated employee. However, this is not a mandatory requirement under German law, and its provision depends on various factors, including the circumstances of the termination and any collective bargaining agreements in place.

Overall, Kündigung Arbeitsvertrag is a significant aspect of the employment relationship in Germany, and adherence to legal requirements is essential to ensure a smooth and fair termination process.


Kündigung Arbeitsvertrag, or employment termination in Germany, is a crucial aspect of the country’s labor market regulations. Employers and employees alike must understand the complexities surrounding the termination process to ensure compliance with legal requirements. In this comprehensive guide, we will delve into the intricacies of Kündigung Arbeitsvertrag, exploring its various aspects, the legal framework, and infrequently used keywords related to this topic.

Probationary Period

The probationary period, or Probezeit, is an initial phase of employment during which both employers and employees can evaluate if the working relationship is a good fit. During this period, the notice period for termination is relatively short, usually two weeks, providing a degree of flexibility to both parties.

Befristeter Arbeitsvertrag

Befristeter Arbeitsvertrag refers to a fixed-term employment contract, which has a predefined end date. Termination under this contract type usually occurs automatically on the specified date, eliminating the need for additional notice.

Ordentliche Kündigung

Ordentliche Kündigung signifies a regular termination of an employment contract. This form of termination requires adherence to notice periods and other statutory regulations.

Außerordentliche Kündigung

Außerordentliche Kündigung, or extraordinary termination, is the termination of an employment contract without prior notice. This type of termination is possible under specific circumstances, such as severe misconduct or breach of contract.


Sozialauswahl, also known as the social selection process, is an essential aspect of termination in larger companies. It involves selecting employees for termination based on predetermined social criteria, such as age, length of service, and family obligations.


Interessenausgleich refers to the negotiation process between employers and employee representatives in cases of mass layoffs or company restructuring. The goal is to reach an agreement on the best course of action to minimize the negative impact on affected employees.

Betriebsbedingte Kündigung

Betriebsbedingte Kündigung denotes termination due to operational reasons, such as technological advancements, organizational changes, or economic difficulties. Employers must follow specific legal requirements to justify and execute such terminations.


Änderungskündigung is a unique type of termination where the employer proposes changes to the existing employment contract. If the employee rejects the proposed changes, the employer can terminate the contract while offering a new one, reflecting the proposed modifications.


An Aufhebungsvertrag is a mutual agreement between an employer and an employee to terminate the employment contract by mutual consent. This allows both parties to end the relationship without following the usual termination procedures.

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Freistellung refers to the release of an employee from their duties before the termination becomes effective. During this period, the employee remains on the payroll but is not required to work.


Kurzarbeit, or short-time work, is a temporary measure that employers can implement during economic downturns to reduce working hours and compensate for loss of income. It is an alternative to termination during challenging economic situations.


Abfindung is a severance payment made by the employer to the employee upon termination. It serves as compensation for the loss of employment and helps to ease the transition to new employment.

Kündigung Arbeitsvertrag in Germany is governed by a combination of laws, collective bargaining agreements, and individual employment contracts. The main legislative sources include:

  • Kündigungsschutzgesetz (KSchG): The German Termination Protection Act aims to protect employees from unjustified dismissals and regulates the conditions under which terminations are valid.
  • Betriebsverfassungsgesetz (BetrVG): The Works Constitution Act governs the rights of employees to co-determination, including termination procedures in companies with a works council.
  • Tarifverträge: Collective bargaining agreements between employers’ associations and trade unions often include specific provisions for termination.


Understanding the intricacies of Kündigung Arbeitsvertrag is essential for both employers and employees in Germany. The termination process involves various legal requirements, notice periods, and specific procedures. Familiarity with infrequently used keywords related to employment termination can help ensure compliance with the law and protect the rights of all parties involved. Whether it’s probationary periods, extraordinary terminations, or social selection processes, a thorough understanding of these concepts contributes to a fair and efficient labor market in Germany.

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