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How the Notice Period Calculator works (German Labor Law)
This calculator helps you roughly estimate the statutory notice period for employment relationships and find the earliest possible termination date. You enter the start date of employment (for tenure calculation), the date of receipt of the termination (important: "Receipt" = handover or delivery into the mailbox, not the sending date) and the type of termination: Employee terminates or Employer terminates. Optionally, you can set a desired end date – the tool will then show you by when the termination must be received at the latest.
What the Calculator considers
- Probation Period: During an agreed probation period (max. 6 months), a notice period of 2 weeks typically applies – without a fixed "15th" or "end of month" deadline.
- Basic Notice Period: Outside of probation, "4 weeks to the 15th or to the end of the month" generally applies to employees.
- Employer Notice Periods: If the employer terminates, the notice period extends with the length of service (gradation in months to the end of the month). The calculator uses the standard legal steps (after 2/5/8/10/12/15/20 years).
How the calculation works (Understandable Logic)
1) Receipt counts, not dispatch: The notice period starts the day after receipt. So if you terminate on March 3rd, the period starts on March 4th.
2) "4 weeks" is not "1 month": Four weeks are 28 days. Therefore, a termination to the end of the month in 31-day months may need to be received by the 3rd, in 30-day months by the 2nd.
3) Monthly periods for employers: For "1/2/3 … months to the end of the month", the calculator first determines the period expiry (month duration) and then sets the next permissible deadline (end of month) as the termination date.
Value-Add Tips (often overlooked)
Plan for buffers: Mail delivery times, holidays, and insertion times can be decisive for "Receipt". The calculator calculates conservatively with the entered receipt day – in practice, aim for a bit earlier. Contract & Collective Agreements prevail: Employment contracts, collective agreements, or company agreements may differ (longer or, rarely, shorter). Use the calculator as a starting point and compare with your documents. Special Cases: Severe disability, parental leave, pregnancy, insolvency, or fixed-term contracts may trigger additional rules. If you are in such a case, seek professional advice.
Desired Date Mode (Backward Calculation)
If you already know when the employment relationship should end, activate the desired date. The calculator checks if the date fits your selected notice logic (Probation = exact day, Basic = 15th or end of month, Employer monthly steps = end of month). Then it shows you the latest possible receipt date by which the termination must reach the recipient. This is particularly practical if you are planning a job change or want to incorporate vacation days cleanly.
FAQ
1) Why does the calculator ask for "Receipt"?
Because a termination only becomes effective when it has arrived at the recipient or arrives and can be taken note of (e.g., mailbox). The sending date can be several days off.
2) Can I terminate "to the 1st"?
In labor law, a termination "to the end of the month" actually ends on the last day of the month. "To the 1st" is usually meant colloquially (namely: starting the new job after the end of the month). The calculator shows you the correct end date.
3) What if my desired date is not the 15th or end of month?
Then it is usually not a permissible termination date under the standard notice period. The calculator marks this as a note and gives you the next possible valid date.
4) Does the employer tenure gradation always apply automatically?
Only if no effective deviating regulation applies. Collective agreements may differ. Employment contracts may generally extend periods, but not shorten them in every detail. Always check your contract clauses.
5) Is the probation period always 6 months?
Legally, a probation period of up to 6 months can be agreed upon. Some contracts specify shorter probation periods. The calculator therefore specifically asks if you are (still) in the probation period.
6) What if I calculate the notice period incorrectly?
Often, the termination date simply shifts to the next possible date. Nevertheless, this can be financially and organizationally relevant. Therefore: in doubt, deliver earlier and document receipt.
7) Is this legal advice?
No. The calculator is a helpful tool for a first orientation and does not replace individual legal advice. In case of disputes, special cases, or unclear contract regulations, you should seek professional advice.
Embed this Calculator on Your Website
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