GermanyCan my employer fire me without notice?
Yes, but only for serious cause and within strict legal limits — such as gross misconduct — and the employer must act within two weeks of learning about the reason.
What the Law Says
German law allows termination without notice — called 'fristlose Kündigung' — only in exceptional circumstances where continuing the employment relationship until the end of the regular notice period would be unreasonable.
This is governed exclusively by BGB § 626, which sets a high bar: the employer must show that, given all circumstances and after balancing both parties’ interests, it is objectively intolerable to maintain the employment relationship even for the shortest statutory notice period.
The law requires two key conditions: (1) objectively serious grounds (e.g., theft, fraud, violence, or severe breach of duty), and (2) the employer must issue the dismissal within two weeks of becoming aware of the facts justifying it.
Importantly, the employer must provide written justification of the reason upon the employee’s request — though not necessarily upfront.
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 (1) — German Civil Code
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 (2) — German Civil Code
What Courts Have Said
German labor courts interpret 'important cause' narrowly — focusing on severity, intent, and impact on trust — and have upheld dismissals without warning in extreme cases.
An employee who repeatedly used the internet for private purposes for hours during work — significantly disrupting duties — was fairly dismissed without notice, even without prior warning, because the conduct amounted to a fundamental breach of contractual loyalty.
Secretly recording a confidential conversation with the employer violated core trust and personality rights so severely that extraordinary dismissal was justified immediately — no warning or escalation was required.
What to Do
Check whether your employer issued the dismissal within two weeks of learning the alleged reason.
Request written justification of the grounds — your employer must provide it promptly.
Consult a labor lawyer immediately if you believe the dismissal was unjustified — you have only three weeks to file a wrongful dismissal lawsuit (Kündigungsschutzklage).
Gather evidence (emails, messages, witness statements) that contradicts or contextualizes the alleged misconduct.
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.