Your German job offer: probation, notice period and what to check before you sign

A German employment contract (Arbeitsvertrag) is often shorter than you expect, because much of it is set by law. These are the clauses worth reading twice.

Probation period (Probezeit)

• Can be up to six months (§ 622 (3) BGB).
• During probation either side can end the contract with two weeks' notice.
• After probation the normal notice periods apply.

Moving to Germany for the job? Ask whether the employer will extend relocation support if things don't work out during probation — and whether your residence permit is tied to this employer.

Notice period (Kündigungsfrist)

The legal minimum is four weeks to the 15th or the end of a calendar month (§ 622 (1) BGB). For the employer it grows with how long you've worked there. Many contracts set a longer period, often three months to the end of a month — fine, but remember it when you plan your next move.

Fixed-term or permanent?

Unbefristet means permanent. Befristet means it ends on a date. Without a specific reason, a fixed-term contract can last at most two years in total, with up to three extensions (§ 14 (2) TzBfG). A first contract that is fixed-term is common in Germany, but check whether a permanent contract is planned.

Salary: what exactly is included?

• Salaries are gross per year (Bruttojahresgehalt). Check whether it is paid in 12 or 13 instalments.
• Bonus or OTE (on-target earnings, common in sales): how much of it is guaranteed?
• Overtime: a clause saying overtime is "abgegolten" (already paid with your salary) is usual for senior roles. For other roles it should be capped or compensated.
• Want to know what lands in your account? See gross vs net salary in Germany.

Holidays and working time

• The legal minimum is 20 days for a five-day week; most employers offer 25–30.
• Working time is limited to 8 hours a day, which may be extended to 10 if the average stays at 8 (ArbZG).

Non-compete clause

A post-contract non-compete (nachvertragliches Wettbewerbsverbot) is only binding if the employer pays you at least half of your last pay for its duration, which can be up to two years (§ 74 HGB). If you see one, ask whether it is really needed.

Language of the contract

An English contract is perfectly valid. Some employers issue German and English versions side by side — check which one wins if they disagree.

This is general information, not legal advice. For a specific contract, ask a lawyer or — if you are a member — your trade union.