Notice Period Calculator (Employment)
Calculate the statutory notice period for an employment relationship under section 622 BGB, whether the employer or the employee resigns, including the probation period rule and longer employer periods. Not for rental or other contracts.
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Notice Period Calculator for Employment
The Notice Period Calculator determines the statutory notice period for terminating an employment relationship under section 622 of the German Civil Code (BGB). This is expressly about the workplace: about employees and employers, not about housing or other contracts. For employees the basic notice period is four weeks to the 15th or to the end of a calendar month. During the probation period, which is the first six months, the notice period is two weeks.
For terminations by the employer longer periods apply that grow with the length of service (section 622 paragraph 2 BGB). After two years of service it is one month to the end of the month, after five years two months, after eight years three months, after ten years four months, after twelve years five months, after fifteen years six months, and after twenty years seven months, each to the end of the calendar month. This scale protects employees with longer service.
Note: The calculator covers only notice periods in an employment relationship for employees under section 622 BGB. It does not apply to rental contracts, service contracts, or other general contracts. The result is for orientation only and is not a substitute for legal advice. As of: September 2026.
How the Notice Period Calculator works
You enter who is giving notice, whether a probation period is running, and how many years you have been employed. From this input the tool calculates the applicable statutory period. For example: an employee with four years of service who resigns keeps the four-week notice to the 15th or to the end of the month. If the employer instead terminates the contract, after two years of service a one-month notice to the end of the month already applies.
- Choice between notice by employee or by employer
- Consideration of the six-month probation period with a two-week notice
- Scale by length of service under section 622 paragraph 2 BGB
- Calculation of the exact deadline to the 15th or to the end of the month
What it can and cannot do
The calculator provides the statutory notice periods for an employment relationship under section 622 BGB. It starts from the minimum periods and reflects the scale of service. However, it does not consider shorter or longer periods from collective agreements, special rules for certain professions, or special cases such as ordinary termination during parental leave or unfair-dismissal proceedings. For your specific case, consult a labour law specialist.
Frequently asked questions
How long is my statutory notice period?
As an employee the basic rule is a notice period of four weeks to the 15th or to the end of a calendar month (section 622 paragraph 1 BGB). During the first six months of probation it is two weeks.
Are there longer periods for the employer?
Yes. For terminations by the employer the period grows with length of service (section 622 paragraph 2 BGB), from one month after two years up to seven months after twenty years, each to the end of the month.
Does this calculator apply to rental contracts?
No. This calculator covers only notice periods in an employment relationship for employees. Rental contracts follow other statutory periods. Also remember the general written form requirement for dismissals in employment law.
How long is the probation period?
The probation period may be at most six months. Within this time the notice period is two weeks and a reduced level of protection against dismissal applies.
How is the length of service counted?
Length of service is counted from the start of the employment within the same business or company. The actual duration is decisive, not the probation period alone.
Is the result binding?
No. Results are an orientation. Collective and individual agreements may differ. In individual cases a labour law specialist should be consulted. Note too that an ordinary dismissal by the employer is tied to general protection against unfair dismissal.