Have your German employment contract checked — free, in 30 seconds
German employment contracts follow a small number of statutory rules that override anything the contract says. Upload yours and CheckVertrag flags the clauses that do not hold up — in under 30 seconds, with the statute behind each finding.
In Germany, the statutory notice period is four weeks to the 15th or the end of a calendar month; for the employer it increases with length of service up to seven months (§ 622 BGB). Probation may last at most six months, with a two-week notice period. Since August 2022 the employer must set out 15 items in writing, including how overtime is paid and the three-week deadline for challenging a dismissal (§ 2 NachwG). Forfeiture clauses shorter than three months are void, and so is any clause that does not exempt the statutory minimum wage. This is an AI first assessment, not legal advice.
Notice periods you cannot contract away
The employer's notice period grows with your length of service and cannot be shortened to your disadvantage. Your own notice period may never be longer than the employer's — a clause that binds you for six months while the employer keeps the statutory ladder is void, and the statutory period applies instead (§ 622 Abs. 6 BGB).
- Probation: two weeks, on any day, for at most six months
- Standard: four weeks to the 15th or the end of the month
- Employer, after 2 to 20 years: one to seven months to month end
- Dismissal must be on paper and signed — e-mail and PDF are void (§ 623 BGB)
The 15 items your contract must state
Since the Nachweisgesetz was amended in August 2022, the employer must set out the essential terms in writing and hand them to you. Missing items do not void the contract, but you can demand them, and gaps tend to be read against the employer — particularly on overtime pay.
- Working time, rest breaks and any shift system
- Composition of pay, including how overtime is compensated
- Duration of probation and of the contract if fixed-term
- The procedure for dismissal, including the three-week deadline for filing a claim
Clauses that regularly fail
Three clause types account for most findings in German employment contracts: a flat overtime clause without an upper limit, a forfeiture clause that is too short or does not exempt the minimum wage, and a post-contractual non-compete without compensation. All three are void as written, and in each case the statutory position — which is better for you — applies instead.
Deadlines that expire quietly
If you want to challenge a dismissal, you must file with the labour court within three weeks of receiving it (§ 4 KSchG). After that the dismissal is treated as valid, even if it was not — the court will no longer look at the reasons. The only exception is a dismissal that was not in writing: there the deadline never starts.
Clauses we see, and what they are worth
“All overtime is compensated by the agreed salary.”
Void
Without an upper limit you cannot tell at signing what you are agreeing to. The clause fails the transparency requirement of § 307 BGB, and overtime worked has to be paid on top.
“Claims lapse unless asserted in writing within two months.”
Void
Forfeiture periods must be at least three months per stage, must accept text form, and must exempt the statutory minimum wage. Miss any of these and the whole clause falls away — leaving the three-year limitation period.
“For 24 months after termination the employee shall not work for a competitor.”
Void without compensation
A post-contractual non-compete requires compensation of at least half your last remuneration for its whole duration (§ 74 Abs. 2 HGB). Without that promise it is void: you are free, and you get nothing.
Frequently asked questions
- Can my employer dismiss me by e-mail?
- No. § 623 BGB requires the original signed document. A dismissal by e-mail, PDF or messenger is void, and the three-week deadline for challenging it never starts.
- How long is my notice period as an employee?
- Four weeks to the 15th or the end of a calendar month, unless a longer period was validly agreed. It may never be longer than the employer's period.
- Is my contract valid if it is only in German?
- Yes. There is no requirement to provide a translation, and signing a contract you did not fully understand does not by itself make it invalid. That is precisely why a review before signing is worth the time.
- Do I have to accept a fixed-term contract?
- A fixed term without an objective reason is limited to two years and three extensions, and it is void if you already worked for the same employer before. It must also be signed before your first working day (§ 14 TzBfG).
- What does the check cost?
- The first three findings are free and need no account. The full report is a one-off payment, with no subscription.
Read on
Hinweis: Keine Rechtsberatung. Diese Analyse ist eine KI-gestützte Informations- und Auffälligkeitsprüfung und stellt keine Rechtsberatung und keine Rechtsdienstleistung dar (Deutschland: RDG, Österreich: RAO). Sie macht potenziell auffällige Klauseln sichtbar und bewertet Prüfbedarf, nicht die Rechtswirksamkeit. Für rechtsverbindliche Auskünfte wende dich bitte an eine Anwältin oder einen Anwalt.