GermanyCan I be fired for misconduct?
Yes, you can be fired immediately for serious misconduct under German law — but only if it constitutes a 'good cause' and the employer acts within two weeks of learning about it.
What the Law Says
German employment law allows immediate termination for serious misconduct — but only under strict conditions set out in the Civil Code.
Under § 626 of the German Civil Code (BGB), an employer may terminate an employment relationship without notice — known as 'extraordinary termination' — if there is a 'good cause' (wichtiger Grund). This means the misconduct must be so serious that continuing the employment relationship, even until the end of the regular notice period, would be unreasonable for the employer.
The law requires a careful balancing of interests: the employee’s right to job security versus the employer’s legitimate interest in maintaining trust, discipline, and operational integrity. Not every rule violation qualifies — only those that fundamentally undermine the employment relationship.
Crucially, the employer must issue the termination within two weeks of becoming aware of the facts justifying dismissal. If they miss this deadline, the right to extraordinary termination is lost — even for serious misconduct.
Statutory TextDas Dienstverhältnis kann von jedem Vertragsteil aus wichtigem Grund ohne Einhaltung einer Kündigungsfrist gekündigt werden, wenn Tatsachen vorliegen, auf Grund derer dem Kündigenden unter Berücksichtigung aller Umstände des Einzelfalles und unter Abwägung der Interessen beider Vertragsteile die Fortsetzung des Dienstverhältnisses bis zum Ablauf der Kündigungsfrist oder bis zu der vereinbarten Beendigung des Dienstverhältnisses nicht zugemutet werden kann.
— BGB § 626 — Termination without notice for good cause
Statutory TextDie Kündigung kann nur innerhalb von zwei Wochen erfolgen. Die Frist beginnt mit dem Zeitpunkt, in dem der Kündigungsberechtigte von den für die Kündigung maßgebenden Tatsachen Kenntnis erlangt. Der Kündigende muss dem anderen Teil auf Verlangen den Kündigungsgrund unverzüglich schriftlich mitteilen.
— BGB § 626 — Termination without notice for good cause
What Courts Have Said
German labor courts have clarified what kinds of misconduct meet the high threshold for immediate dismissal — especially where trust is broken.
An employee who spent excessive time on private internet use during work hours — repeatedly and over long durations — was fairly dismissed without prior warning. The court ruled the behavior violated core duties of loyalty and diligence, making continued employment untenable.
Secretly recording a conversation with the employer using a smartphone constituted a grave breach of trust and personality rights. The court upheld the extraordinary dismissal, stating no warning was necessary due to the severity and intentional nature of the act.
What to Do
If accused of misconduct, ask your employer — in writing — for the specific facts and legal basis of any threatened dismissal.
Check whether the employer acted within two weeks of learning about the incident — if not, the dismissal may be invalid.
Seek legal advice before signing any settlement or waiver; extraordinary dismissals can be challenged in labor court within three weeks of receipt.
Document your side of the story, including timing, witnesses, and any prior warnings or context.
Sources
Related Questions
Not legal advice. This article is general information based on publicly available sources, written for educational purposes. Laws change and individual situations vary. Consult a licensed attorney in your jurisdiction before acting on anything you read here. Last reviewed: June 2026.