Termination Notice, Ordinary Dismissal (Kündigungsschreiben, ordentliche Kündigung)

TERMINATION NOTICE — ORDINARY DISMISSAL (KÜNDIGUNGSSCHREIBEN, ORDENTLICHE KÜNDIGUNG) (§ 623 BGB, § 622 BGB, Kündigungsschutzgesetz "KSchG")

Employer name​ Employer address​

To: Employee name​, "Position​" Date: Letter date

1. MANDATORY PAPER FORM — § 623 BGB 1.1. ⚠️ Under § 623 BGB, a termination (Kündigung) — as well as a mutual termination agreement (Aufhebungsvertrag) — MUST be in writing (Schriftform) with an original, wet-ink signature. Electronic form is EXPRESSLY excluded by § 623 BGB itself; this was NOT changed by the Viertes Bürokratieentlastungsgesetz (BEG IV), which digitalised many other employment documents but left § 623 BGB untouched. A dismissal sent by e-mail, WhatsApp, fax, or via an electronic-signature platform is legally void (nichtig), regardless of the sector. 1.2. This notice is given by the Notice given byEmployerEmployee.

2. NOTICE PERIOD 2.1. Length of service: Length of service (years)​ years. 2.2. Applicable notice period: Applicable notice period​. The § 622 BGB statutory schedule runs from a basic 4 weeks (to the 15th or end of a calendar month) up to 7 months' notice for long-serving employees; a collective agreement (Tarifvertrag) or the employment contract may set a longer period. 2.3. Employment ends on: Effective end date.

3. KÜNDIGUNGSSCHUTZGESETZ (KSchG) — HEADCOUNT CHECK 3.1. Kündigungsschutzgesetz (KSchG) applicabilityNo — fewer than 10 employees counted per § 23 KSchG, so the KSchG does not applyYes — 10 or more employees counted per § 23 KSchG: social justification (dringende betriebliche/personenbedingte/verhaltensbedingte Gründe) is required 3.2. ⚠️ The KSchG headcount is counted under the specific rule in § 23 KSchG (part-time employees count fractionally; the threshold is generally more than 10 employees) — count carefully before relying on the "small business" exemption. 3.3. Grounds for termination (if the KSchG applies): Grounds for termination, if KSchG applies​

4. DELIVERY AND PROOF 4.1. Delivery methodHand-delivered to the Employee against a signed receipt/acknowledgementDelivered in the presence of a witness who can testify to the date and content 4.2. Proof of the exact delivery date is critical, since the notice period and any 3-week deadline to file a Kündigungsschutzklage (unfair-dismissal claim) run from receipt.

Signed: ______________ / Signed by​ /

Received by: ______________ / Employee name​ / Date: ______________