{"id":3645,"date":"2022-01-15T19:31:49","date_gmt":"2022-01-15T18:31:49","guid":{"rendered":"https:\/\/smart-arbeitsrecht.de\/?page_id=3645"},"modified":"2026-01-20T13:34:06","modified_gmt":"2026-01-20T12:34:06","slug":"aufhebungsvertrag-wertvolle-informationen-fuer-arbeitnehmer","status":"publish","type":"page","link":"https:\/\/smart-arbeitsrecht.de\/en\/aufhebungsvertrag-wertvolle-informationen-fuer-arbeitnehmer\/","title":{"rendered":"Termination agreement: Valuable information for employees"},"content":{"rendered":"<p>If your employer offers you a termination agreement, you should <strong>never immediately<\/strong>, without any time for reflection or under pressure. Even if you as an employee wish to sign a termination agreement yourself, e.g. because of a quick job change, you should inform the termination of the employment relationship and the provisions of the termination agreement <strong>check carefully<\/strong> and be sure to inform yourself about the legal situation. <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/kanzlei\/\">Employment law attorney in Hamburg<\/a> I will be happy to review your termination agreement at any time \u2013 please contact me directly <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/kontakt\/\">Contact<\/a> to me.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignright size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/Ratgeber_Aufhebungsvertrag-1024x512.jpg\" alt=\"Aufhebungsvertrag\" class=\"wp-image-5931\" style=\"width:487px;height:auto\" title=\"Information on the termination agreement\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/Ratgeber_Aufhebungsvertrag-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/Ratgeber_Aufhebungsvertrag-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/Ratgeber_Aufhebungsvertrag-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/Ratgeber_Aufhebungsvertrag-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/Ratgeber_Aufhebungsvertrag-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">Have you been offered a termination agreement? Please contact me by phone at <a href=\"tel:040524717830\">040 524 717 830<\/a> <\/figcaption><\/figure><\/div>\n\n\n<p>In this article, employees will find valuable information on the legal basis of a termination agreement. We primarily answer the following questions:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li style=\"font-size:18px\">What is a termination agreement and how does it come about?<\/li>\n\n\n\n<li style=\"font-size:18px\">What does a termination agreement contain and what are its legal effects?<\/li>\n\n\n\n<li style=\"font-size:18px\">What can the severance payment be in a termination agreement?<\/li>\n\n\n\n<li style=\"font-size:18px\">When is a termination agreement legally invalid?<\/li>\n\n\n\n<li style=\"font-size:18px\">Can the termination agreement be revoked or contested unilaterally after it has been concluded?<\/li>\n\n\n\n<li style=\"font-size:18px\">And above all: What are the social law consequences of a termination agreement?<\/li>\n<\/ul>\n\n\n\n<p>The last point, in particular\u2014along with the amount of potential severance pay\u2014should be of interest to employees. Get informed and legally protect yourself before signing a termination agreement. This article is a valuable guide for employees, helping you familiarize yourself with the subject matter. This article considers the case law of labor and social courts while also providing a well-founded overview.<\/p>\n\n\n\n<div class=\"toc\">\n<h2>Table of contents<\/h2>\n<ol>\n<li><a href=\"#1\">What is a termination agreement?<\/a><\/li>\n<li><a href=\"#2\">What are the disadvantages of a termination agreement?<\/a><\/li>\n<li><a href=\"#3\">Am I entitled to severance pay if I sign a termination agreement?<\/a><\/li>\n<li><a href=\"#4\">Is the severance payment inheritable?<\/a><\/li>\n<li><a href=\"#5\">What can a termination agreement regulate besides severance pay?<\/a><\/li>\n<li><a href=\"#6\">How can I save taxes on severance pay?<\/a><\/li>\n<li><a href=\"#7\">When is a termination agreement invalid?<\/a><\/li>\n<li><a href=\"#8\">Can you contest a termination agreement?<\/a><\/li>\n<li><a href=\"#9\">Can a termination agreement be revoked?<\/a><\/li>\n<li><a href=\"#10\">Will I be blocked by the employment agency if I sign a termination agreement?<\/a><\/li>\n<li><a href=\"#11\">Conclusion<\/a><\/li>\n<li><a href=\"#12\">FAQs \u2013 Frequently Asked Questions<\/a><\/li>\n<\/ol>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"1\">What is a termination agreement?<\/h2>\n\n\n\n<p>A termination agreement is a contractual agreement between employer and employee that terminates the employment relationship by mutual consent. It contains numerous provisions relating to the employment relationship\u2014most notably, the provision that the employment relationship will end after a certain period of time or upon signature.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/zustandekommen_form_aufhebungsvertrag-1024x512.jpg\" alt=\"Zustandekommen und Form des Aufhebungsvertrags\" class=\"wp-image-5943\" title=\"Form and conclusion of the termination agreement\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/zustandekommen_form_aufhebungsvertrag-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/zustandekommen_form_aufhebungsvertrag-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/zustandekommen_form_aufhebungsvertrag-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/zustandekommen_form_aufhebungsvertrag-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/zustandekommen_form_aufhebungsvertrag-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>Since this is a contract, both the employee and the employer must agree to it. Without the consent and signature of both parties, a termination agreement cannot be concluded. Furthermore, the contract must be in accordance with <a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__623.html\">\u00a7 623 German Civil Code<\/a> be expressly concluded in writing and indicate that the employee and employer wish to terminate the employment relationship.<\/p>\n\n\n\n<p>A contract via email, fax or messenger is not sufficient.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"2\">What are the disadvantages of a termination agreement?<\/h2>\n\n\n\n<p>Even if the employee and employer terminate the employment relationship by mutual agreement through a termination agreement, the conclusion of a termination agreement is not without<strong> Disadvantages<\/strong>. The advantages of a quick termination of the employment relationship are often perceived as positive.<\/p>\n\n\n\n<p>However, especially when the desire to terminate the employment relationship and the proposal for a termination agreement come from the employer, employees should carefully weigh up the advantages and disadvantages of a termination agreement.<\/p>\n\n\n\n<p>However, employees should always consult their employer before signing the termination agreement. <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/kontakt\/\">seek legal advice<\/a>.<\/p>\n\n\n\n<p><span style=\"text-decoration: underline;\">Disadvantages of a termination agreement<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li style=\"font-size:18px\">Anyone who hasn&#039;t found a new job after their employment relationship has ended is generally dependent on unemployment benefits. If the employment relationship is terminated through a termination agreement, a waiting period may be imposed by the Federal Employment Agency.<\/li>\n\n\n\n<li style=\"font-size:18px\">With the termination agreement, the employee waives his <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/kuendigung-des-arbeitsvertrages-kuendigungsschutz\/\">general protection against dismissal<\/a>Even if the employer were to &quot;threaten&quot; termination, they would have to have a reason for termination, and this reason would have to be upheld in the event of unfair dismissal proceedings before the labor court. Employees should not allow themselves to be intimidated by this.<\/li>\n\n\n\n<li style=\"font-size:18px\">In particular, employees who are subject to special protection against dismissal, such as pregnant employees, severely disabled employees, works council members or special company representatives (data protection officers, etc.), should carefully consider whether they want to lose this protection against dismissal through the termination agreement.<\/li>\n\n\n\n<li style=\"font-size:18px\">If there is a works council, this <strong>not heard<\/strong>However, in the event of dismissal, the works council must be consulted.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/sperrzeit_arbeitslosengeld_aufhebungsvertrag-1024x512.jpg\" alt=\"Sperrzeit bei Abschluss Aufhebungsvertrag\" class=\"wp-image-5949\" title=\"Blocking period upon conclusion of termination agreement\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/sperrzeit_arbeitslosengeld_aufhebungsvertrag-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/sperrzeit_arbeitslosengeld_aufhebungsvertrag-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/sperrzeit_arbeitslosengeld_aufhebungsvertrag-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/sperrzeit_arbeitslosengeld_aufhebungsvertrag-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/sperrzeit_arbeitslosengeld_aufhebungsvertrag-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"3\">Am I entitled to severance pay if I sign a termination agreement?<\/h2>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>\u201cIf I sign a termination agreement, my employer has to pay me severance pay, right?\u201d<\/em><\/div>\n\n\n\n<p>Employees often assume that they are legally entitled to severance pay if they sign a termination agreement. This widespread myth is legally incorrect. However, in companies with a works council, the employer may be obligated under collective and individual law to pay severance pay to employees due to a social plan \u2013 for example, following job cuts.<\/p>\n\n\n\n<p>As with a <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/anwalt-kuendigung-arbeitsrecht\/\">Termination<\/a> also applies when concluding a termination agreement <strong>no <\/strong>legal right to severance pay. However, the employee and employer can agree on a severance payment when negotiating the terms of a termination agreement. The severance payment is intended to serve as compensation for the loss of the job, making the termination agreement more attractive to the employee. As an employee, would you simply terminate your employment relationship without receiving appropriate compensation?<\/p>\n\n\n\n<p>Very few employees would do this unless they have behaved seriously inappropriately during their employment relationship. This is because a termination agreement is potentially detrimental to employees. For example, there is a significant risk that the Federal Employment Agency will impose a waiting period for receiving unemployment benefits if you terminate your employment relationship through a termination agreement.<\/p>\n\n\n\n<p>The aim of a severance payment is usually to &quot;buy&quot; the employee&#039;s job and the associated protection against dismissal. Therefore, termination agreements usually contain the wording that the severance payment is &quot;according to the <a href=\"https:\/\/www.gesetze-im-internet.de\/kschg\/__9.html\">\u00a7\u00a7 9<\/a>, <a href=\"https:\/\/www.gesetze-im-internet.de\/kschg\/__10.html\">Section 10 Consumer Protection Act<\/a>This indicates that it is a genuine severance payment &quot;for the loss of employment.&quot;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/abfindung_aufhebungsvertrag-1024x512.jpg\" alt=\"Abfindung bei Abschluss Aufhebungsvertrag\" class=\"wp-image-5951\" title=\"Severance pay upon conclusion of termination agreement\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/abfindung_aufhebungsvertrag-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/abfindung_aufhebungsvertrag-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/abfindung_aufhebungsvertrag-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/abfindung_aufhebungsvertrag-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/abfindung_aufhebungsvertrag-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Creation and due date of severance pay in the case of a termination agreement<\/h3>\n\n\n\n<p>According to the contractual arrangements, the right to severance pay usually arises upon the conclusion of the termination agreement. If the termination agreement lacks a corresponding wording, you should ensure that this point is clearly regulated in the contract.<\/p>\n\n\n\n<p>The same applies to the due date of the severance payment. This refers to the point in time at which the employee can claim payment of the severance payment, as opposed to the accrual date. This means that while the entitlement to the severance payment arises upon signing the termination agreement, employees cannot claim the severance payment immediately. The due date is usually set at the end of the employment relationship.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Amount of severance pay<\/h3>\n\n\n\n<p>While it goes without saying, the employee and employer must, of course, agree on the amount of severance pay. The amount is usually the core issue in the preliminary negotiations, which is why we dedicate a separate section to this important component of the termination agreement.<\/p>\n\n\n\n<p>The amount of severance pay in a termination agreement is not legally stipulated. It is a matter of negotiation between the employee and employer. As with a termination, the following rule applies:<\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em>The greater the employer&#039;s risks in a dismissal protection lawsuit \u2013 i.e. the less grounds there are for dismissal or the less likely they are to stand up in court \u2013 and the greater the employer&#039;s desire to separate, the more likely the employer will be to pay a relatively high severance payment.<\/em><\/div>\n\n\n\n<p>The aim of employers is always a legally secure, speedy termination without a lengthy (and therefore potentially expensive) legal dispute.<\/p>\n\n\n\n<p>In court, labor courts often consider the so-called &quot;standard severance payment&quot; when the risk situation is balanced. This is a calculation basis for the severance payment, which is based on the length of service and a factor. Depending on the labor court, various factors are used to determine the standard severance payment.<\/p>\n\n\n\n<p><span style=\"text-decoration: underline;\">Hamburg Labor Court:<\/span> Here the standard severance payment of <strong>0.5 gross monthly salaries per year of employment<\/strong> set.<\/p>\n\n\n\n<p><span style=\"text-decoration: underline;\">L\u00fcbeck Labor Court:<\/span> Here the standard severance payment is only <strong>0.25 gross monthly salaries per year of employment<\/strong>. <\/p>\n\n\n\n<p>However, the situation in court is not comparable to the conclusion of a termination agreement. Nevertheless, the standard severance payment provides employers with guidance as to what severance payment is appropriate in each individual case. Yet employers do not adhere so strictly to the standard severance payment when negotiating a termination agreement. They want a quick termination and need to create an incentive for employees to enter into a termination agreement despite potential disadvantages under social security law.<\/p>\n\n\n\n<div class=\"cta-1\">\n  <h3>Termination agreement <span class=\"orange-accent\">legally compliant check<\/span> \u2013 act now.<\/h3>\n\n  <p><strong>Clarity before you sign.<\/strong><\/p>\n  <p><em>We&#039;ll show you how to optimize your severance pay, vesting period, and taxes\u2014without any hidden risks.<\/em><\/p>\n\n  <div class=\"buttons-block flex flex-wrap justify-center mt-12\">\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\">\n      <i class=\"fa fa-phone mr-2\"><\/i> Call now\n    <\/a>\n    <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/en\/kontakt\/\">\n      <i class=\"fa fa-envelope mr-2\"><\/i> Free initial assessment\n    <\/a>\n  <\/div>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Higher severance pay in the termination agreement than in the social plan<\/h3>\n\n\n\n<p>If the employer wants or has to reduce jobs on a large scale and the company has a <a href=\"https:\/\/betriebsrat-kanzlei.de\">Works council<\/a> the employer and the works council can enter into a so-called <strong>Social plan<\/strong> This is intended to mitigate the economic consequences of staff reductions and job losses for employees. The benefits available in the social plan include, among other things, severance pay arrangements. Beyond these severance payments stipulated in the social plan, it is also possible from the employer&#039;s perspective to grant or promise severance payments that exceed the amount specified in the social plan. The motive here may be to give employees an incentive to terminate the employment relationship \u2013 legally secure for the employer \u2013 through a termination agreement.<\/p>\n\n\n\n<p>For example, it is permissible to grant a so-called &quot;turbo bonus&quot; to employees who agree to voluntarily leave their employment by a certain date. This does not constitute a violation of the principle of equal treatment under labor law. Higher benefits to employees who have not previously agreed to leave their employment on the basis of the severance payment provided for in the social plan are also not objectionable (<a href=\"https:\/\/lexetius.com\/2001,1714\">BAG, judgment of 18.09.2001 \u2013 3 AZR 656\/00<\/a>).<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"4\">Is the severance payment inheritable?<\/h2>\n\n\n\n<p>In principle, severance pay is inheritable, although this depends on the specific legal circumstances. If the entitlement to severance pay arose before the employee&#039;s death, then the severance pay is inheritable. Therefore, termination agreements generally stipulate that the entitlement to severance pay arose upon the conclusion of the termination agreement. Only the due date of the severance payment is postponed until the legal termination of the employment relationship.<\/p>\n\n\n\n<p>For the sake of clarity, it is always advisable to explicitly mention the inheritance in the termination agreement.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"5\">What can a termination agreement regulate besides severance pay?<\/h2>\n\n\n\n<p>The content of a termination agreement varies from case to case. However, the hallmark of all termination agreements is the termination of the employment relationship at a specific point in time. This point in time can be freely determined by both parties to the termination agreement. The termination agreement can \u2013 but does not have to \u2013 coincide with the termination date if the statutory or contractual notice period is observed. However, if the employer and employee have not agreed on anything, then in case of doubt, the employment relationship ends.<strong> immediately<\/strong>.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/inhalte_aufhebungsvertrag-1024x512.jpg\" alt=\"Inhalte des Aufhebungsvertrages\" class=\"wp-image-5944\" style=\"width:337px;height:auto\" title=\"Contents of the termination agreement\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/inhalte_aufhebungsvertrag-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/inhalte_aufhebungsvertrag-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/inhalte_aufhebungsvertrag-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/inhalte_aufhebungsvertrag-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/inhalte_aufhebungsvertrag-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">As an experienced and specialized law firm, we will provide you with competent and prompt support with your termination agreement. <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/kontakt\/\">Request support now!<\/a><\/figcaption><\/figure><\/div>\n\n\n<p>In principle, a retroactive termination of the employment contract by means of a termination agreement is not permissible, as the Federal Labor Court has already ruled (<a href=\"https:\/\/lexetius.com\/2009,4088\">Federal Labor Court, judgment of December 17, 2009 \u2013 6 AZR 242\/09<\/a>).<\/p>\n\n\n\n<p>Typically, termination agreements do not simply contain provisions regarding the termination of the employment relationship and severance pay. Rather, they are usually a comprehensive agreement that establishes the mutual rights and obligations on a new contractual basis. Thus, termination agreements can contain, for example, the following provisions:<\/p>\n\n\n\n<p><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li style=\"font-size:18px\">Obligation to continue paying remuneration until termination of the employment relationship<\/li>\n\n\n\n<li style=\"font-size:18px\">Creditability of interim earnings<\/li>\n\n\n\n<li style=\"font-size:18px\">Claims to bonuses, profit sharing or royalties<\/li>\n\n\n\n<li style=\"font-size:18px\">Exemption from work<\/li>\n\n\n\n<li style=\"font-size:18px\">Sprinter regulation\/turbo bonuses<\/li>\n\n\n\n<li style=\"font-size:18px\">Holiday regulations<\/li>\n\n\n\n<li style=\"font-size:18px\">Right to continued use of company vehicle and company smartphone<\/li>\n\n\n\n<li style=\"font-size:18px\">Return of employer property<\/li>\n\n\n\n<li style=\"font-size:18px\">Continued validity of trade and business secrets<\/li>\n\n\n\n<li style=\"font-size:18px\">Regulations on employment references<\/li>\n\n\n\n<li style=\"font-size:18px\">Outplacement<\/li>\n\n\n\n<li style=\"font-size:18px\">Repayment of employer loans<\/li>\n\n\n\n<li style=\"font-size:18px\">Dealing with company pension schemes<\/li>\n\n\n\n<li style=\"font-size:18px\">Handling job bikes<\/li>\n<\/ul>\n\n\n\n<p>A termination agreement can also be concluded subject to a condition, provided that this does not undermine general or specific protection against dismissal.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Compensation provisions in termination agreements<\/h3>\n\n\n\n<p>It is also common practice in termination agreements to agree on a <strong>Compensation scheme<\/strong>This finalizes the mutual claims arising from the employment relationship, unless they are stipulated in the termination agreement. Upon signing the termination agreement, including the settlement receipt, the mutual claims are then governed solely by the termination agreement (and the law).<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"6\">How can I save taxes on severance pay?<\/h2>\n\n\n\n<p>The good news about severance pay is that there is a tax-related possibility to save income tax on severance pay, namely through the so-called <strong>Fifths rule<\/strong>The less good news, however, is that the severance payment is subject to income tax and is not tax-exempt.<\/p>\n\n\n\n<p>The timing of severance pay can make a huge difference from a tax perspective. If you leave the timing of your severance payment to chance, you can easily lose the equivalent of a mid-range car. We therefore recommend that you seek detailed advice on this matter based on your individual situation.<\/p>\n\n\n\n<p>However, the severance payment is privileged when it comes to social security contributions, as it is not considered part of the salary and no contributions are payable.<\/p>\n\n\n\n<div class=\"gradient-border red-gradient p-4 mb-3\"><em>Tip: Check your final payroll to see if the employer has inadvertently calculated social security contributions on the severance payment. If so, the payroll should be corrected. Any social security contributions already paid should be reclaimed from the employer.\n<\/em><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"7\">When is a termination agreement invalid?<\/h2>\n\n\n\n<p>If the employee and employer have concluded a termination agreement, this does not mean in practice that this <strong>unrestricted<\/strong> There may be cases in which the termination agreement concluded <strong>ineffective<\/strong> is.&nbsp;<\/p>\n\n\n\n<p>If the provisions of the termination agreement violate<strong> mandatory legal provisions<\/strong> (<a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__134.html\">\u00a7 134 German Civil Code<\/a>), for example, if it violates mandatory provisions of the Dismissal Protection Act, the termination agreement may be invalid. This would be the case, for example, if it is agreed that the employment relationship will automatically end if the employee is absent for a certain number of days per year due to illness.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Legal prohibition and immorality of the termination agreement<\/h3>\n\n\n\n<p>The termination agreement may also be invalid if it is invalidated due to a breach of a<strong> legal prohibition<\/strong> or against the<strong> good morals<\/strong> (<a href=\"https:\/\/www.gesetze-im-internet.de\/bgb\/__138.html\">\u00a7 138 German Civil Code<\/a>) is invalid. Immorality always exists when the termination agreement violates the sense of decency of all fair and just thinkers.&nbsp;<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignright size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/Unwirksamkeit_Aufhebungsvertrag-1024x512.jpg\" alt=\"Unwirksamkeit des Aufhebungsvertrages\" class=\"wp-image-5941\" style=\"width:353px;height:auto\" title=\"Invalidity of the termination agreement\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/Unwirksamkeit_Aufhebungsvertrag-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/Unwirksamkeit_Aufhebungsvertrag-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/Unwirksamkeit_Aufhebungsvertrag-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/Unwirksamkeit_Aufhebungsvertrag-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/Unwirksamkeit_Aufhebungsvertrag-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">Do you have any questions about this topic? Please contact us by email at <a href=\"mailto:lugowski@smart-arbeitsrecht.de\">lugowski@smart-arbeitsrecht.de<\/a><\/figcaption><\/figure><\/div>\n\n\n<p>This is to be affirmed, for example, if a <strong>gross disproportion<\/strong> between performance (termination) and consideration (e.g., severance pay). This gross disproportion must indicate a reprehensible attitude on the part of the beneficiary \u2013 usually the employer \u2013 of the termination agreement.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Ineffectiveness of individual provisions<\/h3>\n\n\n\n<p>Furthermore, individual provisions in termination agreements may also be invalid. Ancillary provisions are subject to review under the General Terms and Conditions because they are standard terms and conditions. For example, the waiver of (mandatory) claims in the termination agreement may be invalid.<\/p>\n\n\n\n<p>Finally, ineffectiveness may also arise from the fact that termination agreements constitute direct or indirect discrimination under the General Equal Treatment Act.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"8\">Can you contest a termination agreement?<\/h2>\n\n\n\n<p>Once the employer and employee have signed a termination agreement, it is between the two parties<strong> binding<\/strong>. It is then usually very difficult to withdraw from the contract. If the termination agreement is not invalid, a so-called <strong>challenge<\/strong> By contesting a contract, a party attempts to subsequently eliminate the legal consequences of the contract. Contesting a contract is only possible if one of the statutory grounds for contesting a contract applies.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-large is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"512\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/anfechtung_aufhebungsvertrag-1024x512.jpg\" alt=\"Anfechtung des Aufhebungsvertrages\" class=\"wp-image-5946\" style=\"width:1008px;height:auto\" title=\"Contesting the termination agreement\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/anfechtung_aufhebungsvertrag-1024x512.jpg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/anfechtung_aufhebungsvertrag-300x150.jpg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/anfechtung_aufhebungsvertrag-768x384.jpg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/anfechtung_aufhebungsvertrag-1536x768.jpg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2022\/01\/anfechtung_aufhebungsvertrag-2048x1024.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure><\/div>\n\n\n<p>Important grounds for contesting a decision are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li style=\"font-size:18px\"><strong>the error in content<\/strong>: here the person explaining is mistaken about the meaning of the explanation<\/li>\n\n\n\n<li style=\"font-size:18px\"><strong>the error of declaration<\/strong>: here one is mistaken about the submission of a legal declaration (the intended and the declared differ)<\/li>\n\n\n\n<li style=\"font-size:18px\"><strong>the error of quality<\/strong>: one is mistaken about characteristics of the person or thing that are considered essential in commercial practice. The essential characteristic can only be affirmed if it is permanently inherent in the person or thing.<\/li>\n\n\n\n<li style=\"font-size:18px\"><strong>the fraudulent deception<\/strong>: despite positive knowledge, the declarant exploits the misleading information about relevant facts of the other contracting party and accepts that the other party could be influenced by this.\n<ul class=\"wp-block-list\">\n<li>Example: The employer explains to the employee that concluding a termination agreement will not result in any disadvantages for the employee under social security law. In fact, the employment agency initially imposes a twelve-week waiting period on the employee. Or: The employer deceives the employee about a business closure, which is not actually intended, but merely a sale of the business.<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li style=\"font-size:18px\"><strong>the unlawful threat<\/strong>A threat is the prospect of a future evil, over whose occurrence the other party claims to have influence. The threat is unlawful if\n<ul class=\"wp-block-list\">\n<li>the employee is threatened with unlawful conduct or<\/li>\n\n\n\n<li>the purpose of the threat is prohibited or immoral or<\/li>\n\n\n\n<li>the means used or the intended purpose are permissible in themselves, but their combination offends against the sense of decency of all fair and just thinkers.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n<p><span style=\"text-decoration: underline;\">Period for contesting and declaration of contestation<\/span><\/p>\n\n\n\n<p>If such a ground for contestation exists, the contesting employee must inform the employer <strong>in written form<\/strong> declare that he or she intends to contest the termination agreement (declaration of contestation). This must be done within a certain period of time.<\/p>\n\n\n\n<p>This period of challenge is in the case of errors in declaration, content and quality <strong>a year<\/strong> and begins upon knowledge of the error. In the case of a challenge based on unlawful threat, the period begins when the coercive situation ceases; in the case of a challenge based on fraudulent deception, the period begins when the employee entitled to challenge discovers the deception.<\/p>\n\n\n\n<p><span style=\"text-decoration: underline;\">Threat of termination in the termination agreement<\/span><\/p>\n\n\n\n<p>The employer&#039;s threat of termination in order to induce the employee to conclude a termination agreement may be unlawful. This is to be assumed if a reasonable employer should not have seriously considered such a termination (<a href=\"https:\/\/lexetius.com\/2002,3230\">BAG, judgment of December 5, 2002 \u2013 2 AZR 478\/01<\/a>).<\/p>\n\n\n\n<p>The question of when an employer may seriously consider termination has also been sufficiently clarified by the courts. The employer is not required to provide a razor-sharp legal assessment. If, after weighing all the circumstances of the individual case, the employer concludes that the termination is highly unlikely to withstand scrutiny in the unfair dismissal proceedings, they may not raise the prospect of termination during negotiations on a termination agreement.<\/p>\n\n\n\n<p>The decisive factor is the <strong>objectively possible level of knowledge of the employer<\/strong> after necessary reconnaissance measures.<\/p>\n\n\n\n<div class=\"container p-6 my-5 mx-auto border border-cta\">\n  <div class=\"flex flex-col sm:flex-row sm:items-center items-start mx-auto\">\n    <p class=\"flex-grow sm:pr-16 text-2xl font-medium title-font text-gray-500 sm:no-outer-space\">Do you want to contest a termination agreement? Suspected formal errors or deception? We&#039;ll review your contract today.<\/p>\n    <a class=\"btn-cta whitespace-nowrap no-outer-space\" href=\"\/en\/kontakt\/\" target=\"_blank\" rel=\"noopener\">Have your contract checked free of charge<\/a>\n  <\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"9\">Can a termination agreement be revoked?<\/h2>\n\n\n\n<p>In <strong>rare cases<\/strong> The termination agreement gives the employee the opportunity to revoke the termination agreement within a certain period of time. The revocation periods agreed therein are usually <strong>very short<\/strong> Employees are well advised to ensure that their employer receives their notice of revocation. This has been a point of contention in cases we have handled in the past.<\/p>\n\n\n\n<p>A statutory right of withdrawal, on the other hand, is generally ruled out. This is because a right of withdrawal generally only applies if contracts are concluded in an unusual and atypical environment for the legal transaction. Termination agreements, on the other hand, are usually concluded in the personnel office or on the premises of the managing director. For this reason, the right of withdrawal does not apply to door-to-door sales.<\/p>\n\n\n\n<p>The Federal Labor Court has rejected a right of revocation even in cases where a termination agreement was concluded outside the employer&#039;s premises. This applies even if the agreement was concluded in the employee&#039;s home (<a href=\"https:\/\/www.bundesarbeitsgericht.de\/entscheidung\/6-azr-75-18\/?highlight=6+AZR+75%2F18\">Federal Labor Court, judgment of 7 February 2019 \u2013 6 AZR 75\/18<\/a>). <\/p>\n\n\n\n<div class=\"gradient-border blue-gradient p-4 mb-3\"><em>Therefore, apart from a contractual agreement, a right of withdrawal is not possible according to the current state of case law.\n<\/em><\/div>\n\n\n\n<p>Also a <strong>resignation<\/strong> A termination agreement is conceivable. On the one hand, employees and employers can agree on a contractual right of withdrawal \u2013 similar to the revocation of a termination agreement. A statutory right of withdrawal is possible if, for example, the employer fails to fulfill the obligations arising from the termination agreement. In particular, if the employer fails to pay the agreed severance payment.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"10\"><strong>Will I be blocked by the employment agency if I sign a termination agreement?<\/strong><\/h2>\n\n\n\n<p>One disadvantage of a termination agreement is the potential waiting period for receiving unemployment benefits. If you sign a termination agreement as an employee, you have <strong>active<\/strong> contributed to the termination of your employment relationship and are therefore responsible for the termination of the employment relationship <strong>jointly responsible.<\/strong><\/p>\n\n\n\n<p>If you apply for unemployment benefits after the termination of your employment relationship through a termination agreement, the Employment Agency can impose a waiting period of up to<strong> 12 weeks<\/strong> This waiting period means that you will not receive unemployment benefits during this time, and this waiting period is not added to the end of the benefit period. The waiting period therefore shortens the maximum duration of unemployment benefits.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Blocking time avoidable<\/h3>\n\n\n\n<p>A waiting period can be avoided if there is a valid reason for concluding the termination agreement. Such a reason exists if continuing the employment relationship is unreasonable for you, also considering the interests of the insured community. This can occur, for example, in the following cases:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li style=\"font-size:18px\">discriminatory behavior of the employer<\/li>\n\n\n\n<li style=\"font-size:18px\">bullying<\/li>\n\n\n\n<li style=\"font-size:18px\">Bossing<\/li>\n\n\n\n<li style=\"font-size:18px\">sexual harassment in the workplace<\/li>\n\n\n\n<li style=\"font-size:18px\">Employer insolvency<\/li>\n\n\n\n<li style=\"font-size:18px\">the employer has seriously <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/ordentliche-personenbedingte-kuendigung\/\">persons-<\/a> or <a href=\"https:\/\/smart-arbeitsrecht.de\/en\/betriebsbedingte-kuendigung-wichtige-informationen\/\">dismissal for operational reasons<\/a> announced and this would be lawful (e.g. due to restructuring or staff reductions); in addition, the statutory notice period must be observed.<\/li>\n\n\n\n<li style=\"font-size:18px\">If you, as an employee, are entitled to terminate your employment without notice for good cause, the conclusion of the termination agreement cannot be detrimental to you under social security law.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Blocking period for staff reductions and termination agreements<\/h3>\n\n\n\n<p>A reduction in staff numbers within a company does not automatically constitute a valid reason for concluding a termination agreement. Such a reason must be denied, even in the case of a large-scale reduction in staff numbers, if the loss of the job is not inevitable.<\/p>\n\n\n\n<p>Participation in<strong> Volunteer programs<\/strong> to younger employees, which allow them to leave the company at short notice in return for severance pay and, if applicable, a turbo bonus\/sprinter bonus, fundamentally exclude an important reason.<\/p>\n\n\n\n<p>In principle, the assessment of whether there is good cause depends on the impending termination by the employer. This must be communicated to the employee<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li style=\"font-size:18px\">have been definitely threatened,<\/li>\n\n\n\n<li style=\"font-size:18px\">be based on operational reasons and<\/li>\n\n\n\n<li style=\"font-size:18px\">the employment relationship may not end before the expiry of the regular notice period.<\/li>\n<\/ul>\n\n\n\n<p>In addition, the Federal Employment Agency has established guidelines regarding the amount of severance pay. If the severance pay is between 0.25 and 0.5 gross monthly salaries per year of employment, the legality of the threatened termination by the employer is assumed. If the severance pay is lower or higher, it must be established that the threatened termination by the employer is justified. <strong>socially justified <\/strong>And that the employee might not have received any severance pay without a termination agreement. Only then will the agency consider a good cause to exist.<\/p>\n\n\n\n<p>It is always crucial that the employee\u2019s behavior<strong> independent reason<\/strong> is decisive for the termination of the employment relationship.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Personal reasons for leaving work<\/h3>\n\n\n\n<p>Also <strong>personal reasons<\/strong> within the employee&#039;s sphere of influence can constitute a valid reason that precludes a waiting period upon conclusion of a termination agreement. Due to the potentially adverse consequences, we recommend that employees always obtain insurance from the relevant employment agency before signing a termination agreement.<\/p>\n\n\n\n<p>Personal reasons for giving up work by concluding a termination agreement may exist in particular if the employee <strong>health restrictions<\/strong> that prevent the continuation of the employment relationship. In this case, it is irrelevant whether the employer has a personal reason for termination. The only relevant factor is likely to be that the employee cannot reasonably be expected to continue performing the work due to their health, because it would cause them excessive distress or worsen their health.<\/p>\n\n\n\n<p>Also a <strong>great distance <\/strong>to the place of work can provide the employee with a valid reason for terminating the employment relationship, so that a waiting period does not apply. Before concluding a termination agreement, however, the employee is required to first attempt to obtain a transfer within the company or a change of location. When answering the question as to which distances to the place of work constitute a valid reason, reference must be made to the provisions of the <a href=\"https:\/\/www.gesetze-im-internet.de\/sgb_3\/__140.html#:~:text=(4)%20Aus%20personenbezogenen%20Gr\u00fcnden%20ist,zur%20Arbeitszeit%20unverh\u00e4ltnism\u00e4\u00dfig%20lang%20sind.\">Section 140 para. 4 SGB III<\/a> According to this, commuting times for a working time of six hours are to be calculated <strong>two and a half hours daily<\/strong> reasonable; below this the limit is two hours.<\/p>\n\n\n\n<p>Other cases of an important personal reason are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li style=\"font-size:18px\">Establishment of a marital partnership<\/li>\n\n\n\n<li style=\"font-size:18px\">Closer living together in the case of a marriage-like partnership (not, however: reason)<\/li>\n\n\n\n<li style=\"font-size:18px\">Care of a close relative after <a href=\"https:\/\/www.gesetze-im-internet.de\/pflegezg\/BJNR089600008.html#:~:text=(1)%20Die%20Pflegezeit%20nach%20\u00a7,werden%2C%20wenn%20der%20Arbeitgeber%20zustimmt.\">Section 3 paragraph 1 of the Nursing Care Act<\/a><\/li>\n\n\n\n<li style=\"font-size:18px\">Rules of faith or decisions of conscience<\/li>\n\n\n\n<li style=\"font-size:18px\">Systematic overburdening with the tasks to be completed<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-columns cta-2 is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:40%\">\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"779\" height=\"605\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp\" alt=\"\" class=\"wp-image-9489\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte.webp 779w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte-300x233.webp 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/07\/Raphael_Lugowski_Hamza_Guelbas_Anwaelte-768x596.webp 768w\" sizes=\"auto, (max-width: 779px) 100vw, 779px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:50%\">\n<p class=\"has-text-align-left has-medium-font-size\"><strong>Your contact persons for termination and severance pay<\/strong><\/p>\n\n\n\n<p>Lawyers <strong>Raphael Lugowski<\/strong> and <strong>Hamza G\u00fclbas<\/strong> represent clients nationwide \u2013 with a focus on severance pay, protection against dismissal and termination agreements.<\/p>\n\n\n\n<div class=\"buttons-block flex flex-wrap justify-center mt-12\"> <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"tel:+4940524717830\"> <i class=\"fa fa-phone mr-2\"><\/i> Call now <\/a> <a class=\"btn-cta mr-0 sm:mr-3 text-dark\" href=\"\/en\/kontakt\/\"> <i class=\"fa fa-envelope mr-2\"><\/i> Free initial assessment<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"11\">Conclusion<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li style=\"font-size:18px\">Employees should inform themselves and seek legal advice before signing a termination agreement.<\/li>\n\n\n\n<li style=\"font-size:18px\">In addition to provisions regarding the termination of the employment relationship, a termination agreement can also contain other provisions, such as those regarding vacation time, references, or compensation. Before signing a termination agreement, employees should therefore always carefully review the terms of the agreement, as a signed termination agreement is binding.<\/li>\n\n\n\n<li style=\"font-size:18px\">A termination agreement is associated with possible disadvantages for the employee, including<strong> <\/strong>Waiver of protection against dismissal, the risk of a waiting period for unemployment benefits and a lack of consultation with the works council.<\/li>\n\n\n\n<li style=\"font-size:18px\">There is no legal entitlement to severance pay. The amount of severance pay is negotiable and often depends on length of service.<\/li>\n\n\n\n<li style=\"font-size:18px\">Termination agreements may be invalid if they violate legal regulations or are immoral.<\/li>\n\n\n\n<li style=\"font-size:18px\">A termination agreement can be contested, e.g. in the event of an error in content, fraudulent deception or unlawful threat.<\/li>\n\n\n\n<li style=\"font-size:18px\">As a rule, there is no statutory right of withdrawal unless it has been contractually agreed.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"12\">FAQs \u2013 Frequently Asked Questions about Termination Agreements<\/h2>\n\n\n\n\n<div id=\"smart-column-block_f2a81be7e11fe56ea43103e30df38edd\" class=\"smart-column flex flex-col\">\n                                    <div class='mobile-even-row order-1 md:order-none' >\n                \n<div class=\"smart-container\" >\n    \n    <div class=\"flex flex-wrap\">\n        \n                                            <div class=\"w-full lg:w-full\">\n                    <div class=\"h-full\">\n                        <div class=\"h-full\">\n                        \n<div class=\"mx-auto\">\n            <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What risks and disadvantages are associated with a termination agreement?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    It entails a waiver of protection against dismissal, the risk of a waiting period for unemployment benefits, and no consultation with the works council, while there is no legal entitlement to severance pay, which must be negotiated.\r\n                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Am I entitled to severance pay if I terminate my employment?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    There is no legal entitlement to severance pay. The amount and entitlement must be negotiated between employer and employee.\r\n                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Can a termination agreement be invalid?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Yes, if it violates legal regulations or is immoral. Individual provisions can also be invalid if they violate mandatory provisions.\r\n                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                Can a termination agreement be contested or revoked?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    A termination agreement can be contested, for example, due to errors in content, fraudulent misrepresentation, or unlawful threats. A statutory right of withdrawal generally does not exist unless contractually agreed upon.\r\n                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What are the social law consequences of a termination agreement?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    A waiting period for unemployment benefits of up to 12 weeks can be imposed unless there is an important reason for terminating the employment relationship.\r\n                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What formal requirements does employment law impose on a valid termination agreement?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Under German labor law, a termination agreement must be in writing. The agreement is only valid if both parties sign it personally. Electronic form, such as via email or messenger, is insufficient. Before signing, the content should be carefully reviewed, especially with regard to the existing employment contract.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What role does the notice period play in a termination agreement?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Even if a termination agreement ends the employment relationship by mutual consent, the agreed notice period is legally and practically relevant. If a shorter notice period than legally or contractually stipulated is agreed upon, this can have consequences under labor and social security law. The termination arrangement should therefore always be embedded in a coherent overall concept.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                How does a termination agreement differ from a settlement agreement?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    A termination agreement ends the employment relationship directly by mutual consent. A settlement agreement, on the other hand, typically presupposes a prior notice of termination and merely regulates its consequences, such as garden leave, settlement of accounts, or references. Distinguishing between these two is a classic topic in employment law consultation.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What regulations should employees pay particular attention to before signing?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    Before signing, employees should pay particular attention to clear agreements regarding time off, compensation, remaining vacation days, return of work equipment, and a positive, qualified reference letter. Equally important is a transparent settlement clause to ensure that no outstanding claims arising from the employment contract are unintentionally lost.                <\/div>\n            <\/div>\n        <\/div>\n\n                    <div class=\"mb-4\">\n            <div class=\"faq-question flex items-center justify-between bg-gray-200 pl-3 pr-2 py-3 w-full rounded text-gray-600 font-bold cursor-pointer hover:bg-gray-300\">\n                What significance can a termination agreement have for later inheritance law issues?                <span class=\"h-6 w-6 flex items-center justify-center text-teal-500\"><i class=\"fa-add\"><\/i><\/span>\n            <\/div>\n            <div class=\"faq-answer hidden p-3\">\n                <div class=\"text-gray-600 mb-3\">\n                    From an employment law perspective, the conclusion of a termination agreement can also have implications under inheritance law, for example, if severance pay claims have already arisen but are not yet due. In such cases, it is crucial how the accrual and due date of the claims have been regulated. Precise contract drafting is therefore essential and, if in doubt, should be clarified with a specialized law firm.                <\/div>\n            <\/div>\n        <\/div>\n\n            <\/div>\n\n    <script type=\"application\/ld+json\">\n    {\n        \"@context\": \"https:\/\/schema.org\",\n        \"@type\": \"FAQPage\",\n        \"mainEntity\": [\n            {\n    \"@type\": \"Question\",\n    \"name\": \"Welche Risiken und Nachteile sind mit einem Aufhebungsvertrag verbunden?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Er bringt den Verzicht auf K\u00fcndigungsschutz, das Risiko einer Sperrzeit beim Arbeitslosengeld, und keine Anh\u00f6rung des Betriebsrats mit sich, wobei ein rechtlicher Anspruch auf eine Abfindung fehlt und diese verhandelt werden muss.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Habe ich Anspruch auf eine Abfindung bei einem Aufhebungsvertrag?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Es besteht kein gesetzlicher Anspruch auf eine Abfindung. Die H\u00f6he und der Anspruch m\u00fcssen zwischen Arbeitgeber und Arbeitnehmer verhandelt werden.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Kann ein Aufhebungsvertrag unwirksam sein?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Ja, wenn er gegen gesetzliche Vorschriften verst\u00f6\u00dft oder sittenwidrig ist. Auch einzelne Regelungen k\u00f6nnen unwirksam sein, wenn sie gegen zwingende Bestimmungen versto\u00dfen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Kann man einen Aufhebungsvertrag anfechten oder widerrufen?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Ein Aufhebungsvertrag kann z.B. aufgrund von Inhaltsirrtum, arglistiger T\u00e4uschung oder widerrechtlicher Drohung angefochten werden. Ein gesetzliches Widerrufsrecht besteht in der Regel nicht, es sei denn, es wurde vertraglich vereinbart.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche sozialrechtlichen Folgen hat ein Aufhebungsvertrag?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Es kann eine Sperrzeit beim Arbeitslosengeld von bis zu 12 Wochen verh\u00e4ngt werden, es sei denn, es liegt ein wichtiger Grund f\u00fcr die Beendigung des Arbeitsverh\u00e4ltnisses vor.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche formalen Anforderungen stellt das Arbeitsrecht an einen wirksamen Aufhebungsvertrag?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Nach dem Arbeitsrecht muss ein Aufhebungsvertrags-schluss zwingend schriftlich erfolgen. Der Vertrag ist nur wirksam, wenn beide Parteien ihn eigenh\u00e4ndig unterschreiben. Eine elektronische Form, etwa per E-Mail oder Messenger, gen\u00fcgt nicht. Vor der Unterschrift sollte der Inhalt sorgf\u00e4ltig gepr\u00fcft werden, insbesondere im Hinblick auf den bestehenden Arbeitsvertrag.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Rolle spielt die K\u00fcndigungsfrist bei einem Aufhebungsvertrag?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Auch wenn ein Aufhebungsvertrag das Arbeitsverh\u00e4ltnis einvernehmlich beendet, ist die vereinbarte K\u00fcndigungsfrist rechtlich und praktisch relevant. Wird eine k\u00fcrzere Frist als gesetzlich oder vertraglich vorgesehen vereinbart, kann dies arbeits- und sozialrechtliche Folgen haben. Die Beendigungsregelung sollte daher stets in ein schl\u00fcssiges Gesamtkonzept eingebettet sein.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Worin unterscheidet sich ein Aufhebungsvertrag von einem Abwicklungsvertrag?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Der Aufhebungsvertrags-schluss beendet das Arbeitsverh\u00e4ltnis unmittelbar durch Vereinbarung. Ein Abwicklungsvertrag hingegen setzt regelm\u00e4\u00dfig eine bereits ausgesprochene K\u00fcndigung voraus und regelt lediglich deren Folgen, etwa Freistellung, Abrechnung oder Zeugnis. Die Unterscheidung ist ein klassisches Thema arbeitsrechtlicher Beratung.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Regelungen sollten Arbeitnehmer vor der Unterschrift besonders beachten?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Vor der Unterschrift sollten Arbeitnehmer insbesondere auf klare Vereinbarungen zu Freistellung, Verg\u00fctung, Resturlaub, Arbeitsmittelr\u00fcckgabe und einem wohlwollenden qualifizierten Zeugnis achten. Ebenso wichtig ist eine transparente Ausgleichsklausel, damit keine offenen Anspr\u00fcche aus dem Arbeitsvertrag ungewollt verloren gehen.\"\n    }\n},{\n    \"@type\": \"Question\",\n    \"name\": \"Welche Bedeutung kann ein Aufhebungsvertrag f\u00fcr sp\u00e4tere erbrechtliche Fragen haben?\",\n    \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Aus arbeitsrechtlicher Sicht kann der Aufhebungsvertrags-schluss auch erbrechtliche Relevanz entfalten, etwa wenn Abfindungsanspr\u00fcche bereits entstanden, aber noch nicht f\u00e4llig sind. In solchen F\u00e4llen ist entscheidend, wie Entstehung und F\u00e4lligkeit geregelt wurden. Eine pr\u00e4zise Vertragsgestaltung ist daher unerl\u00e4sslich und sollte im Zweifel mit einer spezialisierten Kanzlei gekl\u00e4rt werden.\"\n    }\n}\n        ]\n    }\n    <\/script>                        <\/div>\n                    <\/div>\n                <\/div>\n                    \n        \n    <\/div>\n\n<\/div>\n            <\/div>\n            <\/div>","protected":false},"excerpt":{"rendered":"<p>If your employer offers you a termination agreement, you should never accept it immediately, without consideration, or under pressure\u2026<\/p>","protected":false},"author":1,"featured_media":5931,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-3645","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Aufhebungsvertrag \u27a1\ufe0f Wertvolles Wissen f\u00fcr Arbeitnehmer!<\/title>\n<meta name=\"description\" content=\"Alle Rechtliche Informationen zum Thema Aufhebungsvertrag \u2713 Alles zu den Themen Arbeitslosengeld und Sperrzeit \u2713 Tipps zur Abfindung \u2713\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/smart-arbeitsrecht.de\/en\/aufhebungsvertrag-wertvolle-informationen-fuer-arbeitnehmer\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Aufhebungsvertrag \u27a1\ufe0f Wertvolles Wissen f\u00fcr Arbeitnehmer!\" \/>\n<meta property=\"og:description\" content=\"Alle Rechtliche Informationen zum Thema Aufhebungsvertrag \u2713 Alles zu den Themen Arbeitslosengeld und Sperrzeit \u2713 Tipps zur Abfindung \u2713\" \/>\n<meta property=\"og:url\" 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