Checklist: Received notice of dismissal - What to do now?

If the employer gives the employee notice of termination, the legislator and the company demand a lot from the employee. He not only has to look for a new job and can even be released from work by the employer. As an employee, you also have to decide quickly whether you want to take action against the dismissal. Because for challenging of the notice and/or negotiation of a compensation then not much time remains. Here you will find a checklist with points to consider in the event of dismissal by the employer.

  1. Stay calm!
  2. Caution with Cancellation Agreements!
  3. Register jobseeker with the job center
  4. Continue going to work
  5. Challenge of the termination with an action for dismissal protection
  6. Negotiate settlement
  7. Request a job reference
  8. Interviews - Time off from the employer
  9. Register unemployed at the job center
  10. Search for a new job

1. Stay calm!

As annoying and surprising as a dismissal by the employer may come: Stay calm and take a deep breath! Insults or unfriendly replies to e-mails or anger towards colleagues can provide short-term relief, but in most cases weaken your negotiating position.

2. Caution with Cancellation Agreements!

Sollte Ihr Arbeitgeber Ihnen einem Aufhebungsvertrag vorlegen, unterschreiben Sie diesen erstmal nicht. Lassen Sie sich in diesem Fall keinen Druck machen! Sie sind nicht verpflichtet, den Aufhebungsvertrag sofort zu unterschreiben. Auch hier gilt: Ruhe bewahren! Nehmen Sie sich die Zeit, den Aufhebungsvertrag und die Kündigung prüfen zu lassen!

3. Register jobseeker with the job center

Nachdem Sie die Kündigung erhalten haben sollten Sie sich umgehend beim Arbeitsamt arbeitssuchend melden. Der Arbeitnehmer ist verpflichtet, sich spätestens 3 Monate vor dem Wirksamwerden der Kündigung beim Arbeitsamt zu melden. Ist die Kündigungsfrist kürzer, bleiben Ihnen nur 3 Tage für die Arbeitsuchend-Meldung bei der Agentur für Arbeit.

4. Continue going to work

So schwer es in einer solchen Situation auch fällt, Sie sollten weiterhin zur Arbeit gehen und nicht unentschuldigt fehlen. Insbesondere, wenn Sie sich für eine Kündigungsschutzklage entscheiden, kann Ihnen später dann kein Fehlverhalten zur Last gelegt werden. Werden Sie vom Arbeitgeber freigestellt, d. h. aufgefordert, nicht mehr zur Arbeit zu kommen, dann lassen Sie sich dies schriftlich geben.

Sie haben eine Kündigung erhalten?
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5. Challenge of the termination with an action for dismissal protection

The legislator stipulates that the employee can only take legal action against a notice of termination within 3 weeks of receipt of the notice of termination. Once the period has elapsed, the termination, although ineffective, can no longer be challenged in court and must therefore be treated as if it were fully effective. This narrow time window for the judicial asserting means that up to the expiration of the period the labor action for protection against dismissal written and justified must be submitted at court.

However, this also means that for extrajudicial action against the employer, there is even less than the 3 weeks time where the employer can be persuaded to take steps out of court with the means of exerting pressure from the complaint to the labour court.

If they have been dismissed and the dismissal is ineffective, the action for protection against dismissal achieves that the dismissal practically disappears. You as an employee are in the same position as if you had never been dismissed. This can create a stressful working environment. And perhaps you no longer want to work for this employer. In this case there is in the period of these 3 weeks the possibility of demanding one Abfindung from the employer .

6. Negotiate settlement

Legally there is no fundamental right to severance pay, but the severance pay is based solely on a negotiation between the employer and you or your specialized legal representative. With the pressure of the dismissal protection action, which would lead to an unpleasant result for the employer, a so-called severance payment can be demanded. In this way the employer pays an amount for the fact that you renounce the assertion of the complaint against unfair dismissal. Because this compensation can be demanded however only with the pressure means of the justified complaint for protection against dismissal, it is important to know their chances of success and within the first 2 weeks a professional assistance to look for itself, so that still enough time remains for negotiation of a compensation with the employer.

7. Request a job reference

Legally there is no fundamental right to severance pay, but the severance pay is based solely on a negotiation between the employer and you or your specialized legal representative. With the pressure of the dismissal protection action, which would lead to an unpleasant result for the employer, a so-called severance payment can be demanded. In this way the employer pays an amount for the fact that you renounce the assertion of the complaint against unfair dismissal. Because this compensation can be demanded however only with the pressure means of the justified complaint for protection against dismissal, it is important to know their chances of success and within the first 2 weeks a professional assistance to look for itself, so that still enough time remains for negotiation of a compensation with the employer.

8. Interviews - Time off from the employer

On the first day of unemployment at the latest, you should present yourself personally to the employment office and register as unemployed. It is necessary to go to the employment office in order to avoid blocking periods for unemployment benefits.

9. Search for a new job

You are entitled to a reference at the end of the period of notice. If you need a job reference for your application beforehand, you can have your employer issue you with a temporary job reference. Always request a certificate in writing! Indicate whether you would like to receive a simple job reference or a so-called qualified job reference (job reference with assessment). Your right to a certificate can lapse due to so-called exclusion or expiry clauses in your employment contract. Therefore, do not wait too long to avoid ending up without a job reference. It can also happen that your supervisor is no longer there when there are personnel changes, so that a correct assessment of your performance is at risk.

You have received a cancellation?
See if you can negotiate a settlement.