{"id":9677,"date":"2025-09-11T10:14:14","date_gmt":"2025-09-11T08:14:14","guid":{"rendered":"https:\/\/smart-arbeitsrecht.de\/?p=9677"},"modified":"2025-09-11T10:15:00","modified_gmt":"2025-09-11T08:15:00","slug":"muss-der-kuendigungsgrund-im-kuendigungsschreiben-stehen","status":"publish","type":"post","link":"https:\/\/smart-arbeitsrecht.de\/en\/muss-der-kuendigungsgrund-im-kuendigungsschreiben-stehen\/","title":{"rendered":"Does the reason for termination have to be stated in the termination letter?"},"content":{"rendered":"<div class=\"wp-block-image\">\n<figure class=\"alignright size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"4256\" height=\"2832\" src=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/09\/AdobeStock_332219196.jpeg\" alt=\"\" class=\"wp-image-9680\" style=\"width:410px;height:auto\" srcset=\"https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/09\/AdobeStock_332219196.jpeg 4256w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/09\/AdobeStock_332219196-300x200.jpeg 300w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/09\/AdobeStock_332219196-1024x681.jpeg 1024w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/09\/AdobeStock_332219196-768x511.jpeg 768w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/09\/AdobeStock_332219196-1536x1022.jpeg 1536w, https:\/\/smart-arbeitsrecht.de\/wp-content\/uploads\/2025\/09\/AdobeStock_332219196-2048x1363.jpeg 2048w\" sizes=\"auto, (max-width: 4256px) 100vw, 4256px\" \/><figcaption class=\"wp-element-caption\">If you have any questions about this topic, please contact me by phone at <a href=\"tel:040524717830\">040 524 717 830<\/a> or by email to <a href=\"mailto:lugowski@smart-arbeitsrecht.de\">lugowski@smart-arbeitsrecht.de<\/a><\/figcaption><\/figure>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\">Many employees are irritated when they receive a termination letter without any explanation. But is this permissible? The answer depends on who is issuing the termination and the type of termination.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><br><\/p>\n\n\n\n<div class=\"toc\">\n<h2>What awaits you:<\/h2>\n<ol>\n<li><a href=\"#1\">Ordinary termination under employment law \u2013 What employers should know\n<\/a><\/li>\n<li><a href=\"#2\">Protection against dismissal and social justification \u2013 When a dismissal can be ineffective\n<\/a><\/li>\n<li><a href=\"#3\">Extraordinary (immediate) termination \u2013 What employers and employees should consider\n<\/a><\/li>\n<li><a href=\"#4\">Dismissal before the Labour Court \u2013 How the reason for dismissal is examined\n<\/a><\/li>\n<li><a href=\"#5\">Termination of collective agreements and special regulations \u2013 What you should know\n<\/a><\/li>\n<\/ol>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"1\">Ordinary termination under employment law \u2013 What employers should know<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">In German labor law, the following applies to ordinary termination:<br>Employers can terminate an employment relationship by observing the statutory or contractually agreed notice period \u2013 and do not have to state a reason for termination in the letter itself.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">It must be distinguished from extraordinary (immediate) termination, which is only considered in the case of serious breaches of duty and terminates the employment relationship immediately.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Important: Even ordinary terminations are subject to legal limitations. The Dismissal Protection Act (KSchG) protects many employees from socially unjustified dismissals \u2013 for example, if there is no comprehensible reason for termination or if formal errors have been made.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Our experienced employment law attorneys can provide expert support with questions regarding ordinary termination, protection against dismissal, severance pay, and continued employment. Get a free initial assessment now \u2013 we&#039;ll enforce your rights.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"2\">Protection against dismissal and social justification \u2013 When a dismissal can be ineffective<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Even though a letter of termination in Germany does not have to contain a reason, this does not mean that every termination is legally effective.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Dismissal Protection Act (KSchG) protects employees from unjustified dismissals \u2013 provided the employment relationship lasts longer than six months and the employer regularly employs more than ten employees.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In these cases, dismissal is only permissible if it is socially justified. The employer must provide plausible evidence that one of the following reasons applies:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Dismissal for operational reasons: e.g. due to job cuts, restructuring or relocation of tasks<\/li>\n\n\n\n<li>Termination for personal reasons: for example, in the case of permanent illness or lack of qualifications<\/li>\n\n\n\n<li>Dismissal for misconduct: in the event of repeated misconduct or breaches of contractual obligations<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">If such a reason for termination is missing \u2013 or the justification is insufficient \u2013 the termination may be ineffective.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Our employment lawyers will carefully examine whether your dismissal is socially justified and represent you in unfair dismissal claims, severance pay negotiations, or disputes over continued employment. Get your free initial assessment now \u2013 we&#039;ll fight for your rights.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"3\">Extraordinary (immediate) termination \u2013 What employers and employees should consider<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Extraordinary termination\u2014often referred to as termination without notice\u2014is only permitted under labor law in exceptional cases. Unlike ordinary termination, the employment relationship ends immediately, without observing a notice period.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The prerequisite is an important reason within the meaning of Section 626 of the German Civil Code (BGB). This means that the person terminating the employment contract\u2014whether employer or employee\u2014cannot reasonably be expected to continue the employment relationship until the end of the regular notice period.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Typical reasons for termination without notice include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Grand theft or fraud<\/li>\n\n\n\n<li>Gross breaches of duty (e.g. persistent refusal to work, physical attacks, serious insults)<\/li>\n\n\n\n<li>Breach of trust or disclosure of secrets<\/li>\n\n\n\n<li>Significant disruption of industrial peace<br><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Dismissal without notice is legally tricky \u2013 and often contestable. Our employment lawyers will examine whether there is a valid reason, whether all formal requirements have been met, and whether a wrongful termination lawsuit has a chance of success. Let us assess your situation now.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"4\">Dismissal before the Labour Court \u2013 How the reason for dismissal is examined<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">If you have doubts about the legality of a termination, you can have it reviewed by a court.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In the context of a wrongful termination lawsuit, the labor court examines whether the termination complies with legal requirements\u2014in particular, whether, in the case of a regular termination, there is a socially justified reason under the Protection Against Dismissal Act (KSchG) or, in the case of a termination without notice, whether there is good cause. If the employer cannot convincingly explain or prove the reason for termination, the court will declare the termination invalid. In this case, the employment relationship will continue\u2014or a severance payment will be negotiated.<br><strong><br><\/strong> Our experienced employment law attorneys will represent you in unfair dismissal proceedings \u2013 with the goal of securing your continued employment or obtaining a fair severance package. Contact us now and receive a free initial assessment.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"5\">Termination of collective agreements and special regulations \u2013 What you should know<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Not every termination is based exclusively on general legal requirements. Often, additional <strong>Collective agreements, works agreements or special employment contracts<\/strong>which provide their own regulations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These may include, for example, special notice periods, extended termination rights or additional protection against dismissal \u2013 for example in <strong>public service, in care, in crafts or in industry<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Before making a legal assessment, it is therefore essential to <strong>to carefully examine the contractual and collective bargaining bases<\/strong>This is particularly relevant for:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Dismissals in collective bargaining companies<\/li>\n\n\n\n<li>Industry-specific special regulations<\/li>\n\n\n\n<li>Contractual clauses with different notice periods or reasons<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Our employment law attorneys analyze your contract and collective agreement terms in detail and represent you competently in terminations, unfair dismissal claims, or severance pay negotiations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Request an initial legal assessment now \u2013 we will examine whether your termination is legally valid.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><br><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><br><br><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><br><\/p>","protected":false},"excerpt":{"rendered":"<p>Many employees wonder whether the employer is required to state the reason for dismissal in the termination letter. This article explains in which cases a reason is required.<\/p>","protected":false},"author":1,"featured_media":9681,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[11,9,10,12],"class_list":["post-9677","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-allgemein","tag-arbeitsplatz","tag-kuendigung","tag-kuendigungsgrund","tag-kuendigungsschreiben"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Muss der K\u00fcndigungsgrund im K\u00fcndigungsschreiben stehen? | Smart-Arbeitsrecht<\/title>\n<meta name=\"description\" content=\"In Schleswig-Holstein bleibt die Position der Gleichstellungsbeauftragten im \u00f6ffentlichen Dienst ausschlie\u00dflich Frauen vorbehalten.\" \/>\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\/muss-der-kuendigungsgrund-im-kuendigungsschreiben-stehen\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Muss der K\u00fcndigungsgrund im K\u00fcndigungsschreiben stehen? 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Veroeffentlichung nur gegen Honorarzahlung, Urhebervermerk und Belegexemplar. Die Verguetung mu\u00df erfolgen gem\u00e4\u00df der g\u00fcltigen MFM Honorarliste. Sparkasse Bad T\u00f6lz, BLZ 700 543 06, Konto 551 020 81. 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