German Notice Period Calculator

How this calculator works

This browser-based tool helps you make a first, transparent estimate from the values you provide. Enter the figures in the fields and the result updates as you edit them. JavaScript performs the calculation on your device; the calculator does not send your salary, property, vehicle or account details to a calculation server. Keep supporting documents secure and only enter sensitive figures on a device you trust.

Formula, assumptions and limits

View a simplified guide to statutory German employment notice periods under section 622 BGB. Statutory employment notice periods are governed by section 622 BGB; your contract or collective agreement may affect the result.

Do not rely on a rounded estimate for a tax return, payment or legal decision. Compare it with official notices, current rate tables and professional advice where needed. Real-world outcomes may include additional reliefs, fees, rate changes or personal circumstances that a simple calculator cannot represent. Your entries are not saved and are discarded when you close the tab.

Use the output as a planning aid: verify each input, read the assumptions and adjust the figures when your circumstances differ. If an important detail is uncertain, contact the relevant authority or a qualified tax, legal or financial professional.

Before acting, check your inputs, tax year and jurisdiction. Note the assumptions used, compare the result with records and official guidance, and recalculate when rules or your circumstances change.

Understanding notice under section 622 BGB

German statutory notice rules distinguish between an employee giving notice and an employer ending the employment. An employee can generally give four weeks’ notice to the fifteenth or the end of a calendar month. The employer’s notice period increases in stages with longer service and generally ends at month-end. This page gives a simplified overview based on the service duration entered. The notice length alone does not identify the final working day: when the letter is received, how the period is counted and whether formal requirements are met also matter.

Section 622 BGB includes more detail, including probationary periods and rules about counting service. An employment contract or collective agreement may alter some periods where the law permits; special statutory rules can also apply to particular sectors or groups. A dismissal generally requires a signed written notice, so an email or message will usually not meet the form requirement. This calculator does not review your contract, special protection, parental leave, disability protections, works-council process or the reason for dismissal. Have an actual notice reviewed promptly and keep evidence of when it arrived. Deadlines can be strict, so use this guide to frame questions rather than to decide a disputed employment case.

Frequently asked questions