Termination of employment
The employer must have a proper and pressing reason for ending an employment relationship. This reason may be individual (a problem with a particular employee such as serious misconduct or neglect of duty) or it may be collective (financial or operational difficulties in the business). The employer must also then inform the employee some time before the employment ends. Unless otherwise agreed, this period of notice depends on how long the employment has lasted, varying from 14 days to six months. The employee may also terminate the employment relationship at any time, and unless otherwise agreed the period of notice is then 14 days or one month, depending on how long the employment has continued.
Employees who feel that they have been dismissed without a proper and pressing reason should immediately consult the workplace shop steward or contact their trade union and/or the local labour protection office. Disputes over termination of employment are generally settled by negotiation between the employer and the employee – or in court where this proves necessary.
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