Arbeitszeugnis in Germany: How to Read an Employer’s Performance Review

An “Arbeitszeugnis” is a German employment reference. For a job seeker in Germany, it is often almost as important as a resume: a new employer looks not only at the position and responsibilities but also at how the former employer described the employee’s performance, conduct, and the reason for the termination of employment.

Unlike the formal recommendations to which many people from post-Soviet countries are accustomed, the German Zeugnis is written according to established rules. It must be truthful and clear, while at the same time not unnecessarily hindering the employee’s future career. Therefore, negative assessments are rarely stated outright: they are usually hidden in the choice of words, the order of the sections, the degree of praise, and what is omitted from the text.

What Is an Arbeitszeugnis?

An Arbeitszeugnis is a written document regarding the employment relationship. According to § 109 of the Gewerbeordnung, an employee is entitled to a written evaluation upon termination of employment. An electronic version is not sufficient: the document is usually issued on paper, dated and signed.

A performance review may reflect:

period of employment with the company;
position and main responsibilities;
professional knowledge and quality of work;
independence, reliability, workload, and work style;
behavior toward management, colleagues, clients, and partners;
a closing statement expressing gratitude, regret at the employee’s departure, and best wishes.

A “qualifiziertes Arbeitszeugnis” is particularly important for job seekers: it is this document that demonstrates not only the fact of employment but also an assessment of “Leistung und Verhalten”—performance and conduct.

Types of Arbeitszeugnis

In Germany, a distinction is generally made between two types of performance reviews.

Type	What It Contains	When It’s Appropriate
Simple Employment Certificate	Only the type and duration of employment, without an assessment of performance or conduct	Short-term employment, a simple confirmation of employment, situations where an assessment is not necessary
Qualified Employment Reference	Description of responsibilities, evaluation of results, professional qualities, and conduct	Most qualified positions, job search, confirmation of career experience

If an employee wants the document to help with future employment, they usually request a qualifiziertes Arbeitszeugnis. A simple reference may seem neutral, but it sometimes raises the question: why is there no performance evaluation?

Why German performance reviews are written “positively”

An Arbeitszeugnis must be both truthful and well-intentioned. An employer is not obligated to fabricate praise, but nor should they unnecessarily phrase the text in a way that undermines the person’s chances of finding a new job.

This has given rise to a specific language of the Zeugnis. In it, a direct statement like “performed poorly” is replaced by softer signals that are nonetheless clear to HR professionals:

a low degree of praise;
the absence of words like “stets,” “immer,” or “jederzeit”;
a description of duties that is too brief;
an emphasis on self-evident qualities rather than key competencies;
a terse or incomplete conclusion;
An inappropriate order of the assessment of conduct and professional qualities.

Important: Not every unusual phrase implies a hidden accusation. Myths about “secret signs”—such as quotation marks, parentheses, errors, special notes in the margins, or phrases like “cheerful employee = drank on the job”—should not be taken as a reliable method of analysis. Much more important are the overall structure, the comprehensiveness of the evaluation, and consistent phrasing.

What Makes a Good Qualified Employment Reference

A strong evaluation typically appears logical and comprehensive. It includes:

The title, such as “Arbeitszeugnis” or “Qualifiziertes Arbeitszeugnis.”
An introduction providing information about the employee, the period of employment, and the position held.
A description of the company, if it helps provide context for the work.
List of duties and areas of responsibility.
Assessment of professional knowledge, results, and work style.
Assessment of behavior toward management, colleagues, clients, and partners.
A conclusion expressing gratitude, regret at the employee’s departure, and best wishes.
The date, the signature of the person in charge, and proper formatting on company letterhead.

If sections are incomplete, important responsibilities are omitted, or the text seems too dry for the position’s level, this is a reason to carefully reread the document.

How to Interpret Performance Evaluations

A classic benchmark is the “Zufriedenheit” formula. It indicates the extent to which the employer was satisfied with the employee’s work.

German phrasing	Approximate meaning
stets zu unserer vollsten Zufriedenheit	very high rating
stets zu unserer vollen Zufriedenheit	positive evaluation
zu unserer vollen Zufriedenheit	more like “satisfactory,” without an emphasis on consistency
zu unserer Zufriedenheit	a poor evaluation
im Großen und Ganzen zu unserer Zufriedenheit	a noticeably negative signal

The words “stets” or “immer” often reinforce an assessment: they indicate that the quality was consistent. The words “voll,” “vollsten,” “ausgezeichnet,” “hervorragend,” and “außerordentlich” are also important, but they must be read in the context of the entire evaluation.

An example of strong wording:

> He consistently completed the tasks assigned to him to our complete satisfaction.

A milder version:

> He completed the tasks assigned to him to our satisfaction.

Both phrases sound polite, but to German HR professionals, they represent different levels of evaluation.

Sample Rating Scale for an Arbeitszeugnis

German performance reviews are often translated into a school grading scale from 1 to 6, where 1 is the best grade and 6 is the worst. This is not an official chart for every situation, but it serves as a useful practical guide.

1 — sehr gut

Superlative phrasing is common: stets, immer, vollsten, jederzeit, hervorragend, außerordentlich. The text indicates that the employee consistently exceeded expectations.

2 — gut

The employer is clearly satisfied with the employee’s work, but without expressing the highest level of enthusiasm. Phrases such as “stets,” “volle Zufriedenheit,” “gute Leistungen,” and “hohe Zuverlässigkeit” are frequently used.

3 — befriedigend

The evaluation is positive but unremarkable. The text contains fewer superlatives, and the sense of consistency may be lacking. The phrasing appears appropriate but does not single out the employee.

4 — ausreichend

Praise tends to be general and dry. Important qualities may be described without specifics, and phrases like “entsprach unseren Erwartungen” often sound less positive than they seem at first glance.

5–6 — mangelhaft or ungenügend

There is usually no direct criticism, but expressions such as “im Großen und Ganzen,” “bemühte,” “zeigte Interesse,” and “war bestrebt” may appear. Such words can indicate that the employer observed serious issues with the employee’s performance or behavior.

Conduct: Order and Recipients Matter

In the “Verhalten” section, it is important to specify exactly who the employee interacted with and the order in which the parties are listed. For many positions, the standard format includes supervisors, colleagues, and clients:

> His conduct toward superiors, colleagues, and customers was always impeccable.

If clients or management are omitted, even though they were important to the work, this may be a deliberate omission. If the order is unusual—for example, colleagues listed first and managers last—HR may interpret this as a sign of problems with superiors. However, such conclusions should always be evaluated in context, rather than based on a single phrase.

Conclusion: Why the Final Paragraph Is So Important

At the end of an Arbeitszeugnis, three things are usually included:

appreciation for the work;
regret at the employee’s departure;
Wishes for success in both professional and personal life.

A strong conclusion might sound something like this:

> We thank him for his consistently excellent collaboration, deeply regret his departure, and wish him continued success and all the best in both his professional and personal life.

If an employer offers a curt thank-you, fails to express regret, or does not wish the employee success at all, this can diminish the overall impression even if the main evaluation is average.

What Else to Look For

Check not only individual phrases but also the document as a whole.

Comprehensiveness of duties. For a skilled position, the list of responsibilities must reflect the actual level of responsibility.
Balance of the evaluation. If only personal qualities are described and professional achievements are almost entirely absent, the evaluation appears weaker.
Format. Errors, a sloppy form, an unusual signature, or corrections can ruin the impression.
Date. The date is usually close to the end of the employment relationship. A date that is too late may raise questions.
Omissions. In a Zeugnis, it is often not only what is written that matters, but also what is expected to be written but is left out.

An excerpt from a German performance review: the meaning depends not only on individual words but also on the overall structure of the document.

Are recommendations from jobs outside Germany necessary?

References from previous employers abroad can be useful as supplementary material, especially if they confirm extensive experience or a leadership role. However, a German employer may not always interpret them in the same way as a German Arbeitszeugnis.

A practical option for immigrants:

Keep the original copies of the recommendations;
have it translated if the document is important;
Include the contact information of a former supervisor if they are willing to confirm your experience;
Do not pass off a foreign reference letter as a German “Arbeitszeugnis.”

For the German job market, what works best is a clear resume, relevant experience, a portfolio, or recommendations from people whom the new employer trusts.

What to Do If You Receive a Poor Evaluation

If the text seems weak, don’t immediately remove it from your application materials. The absence of a Zeugnis after a significant period of employment can also raise questions. It’s better to proceed step by step.

Compare the phrasing with typical evaluations and reread the entire document.
Note the specific points with which you disagree: the assessment of results, the order of recipients, missing tasks, and the conclusion.
Write a polite letter to your former employer asking them to correct the document and suggest alternative phrasing.
Set a reasonable response deadline.
If your employer refuses or does not respond, seek advice on labor law.

A dispute over a Zeugnis can go all the way to the labor court (Arbeitsgericht). In such disputes, evidence is crucial: the employment contract, job responsibilities, performance evaluations, client letters, performance metrics, the absence of negative comments, and testimonials from colleagues. The higher the rating an employee requests, the more important it is to demonstrate why it accurately reflects reality.

Who Bears the Burden of Proof in a Dispute

In labor disputes over a Zeugnis, the “average” rating is often used as a benchmark. If an employee requests a higher-than-usual rating, they usually need to justify why their work was better. If an employer wants to give a clearly poor rating, they must have factual grounds for the criticism.

This does not mean that every dispute is resolved in the same way. Much depends on the text, the position, the evidence, the timing, and exactly what the employee is asking to be changed.

How Much Could a Dispute Cost?

Costs depend on the subject of the dispute, salary, the attorney, and whether the employee has Rechtsschutzversicherung. In the first instance at the Arbeitsgericht, each party usually bears its own attorney’s fees, regardless of the outcome. Therefore, before filing a lawsuit, it is worth checking:

Does legal insurance cover labor disputes?
Is there a time limit for making claims specified in the employment contract or collective bargaining agreement (Tarifvertrag)?
Is it possible to resolve the matter in writing without going to court?
How important is a reference for future job searches?

Can you correct an Arbeitszeugnis yourself?

No. You may not alter the text, signature, date, or letterhead on your own. Forging a document can have criminal consequences, and a new employer may verify the information with your former company.

If you are dissatisfied with the reference, the safest course of action is to ask your employer to correct it, keep a record of the correspondence, and seek legal advice if necessary.

A Quick Checklist Before Sending Your Application Materials

Do you have an Arbeitszeugnis for every significant job you’ve held in Germany?
Does the document clearly explain what your duties were and what you were responsible for?
Does a “qualifiziertes Arbeitszeugnis” include an evaluation of performance and conduct?
Doesn’t the conclusion seem too dry?
Are there any errors, unusual formatting, or incomplete sections?
Are you prepared to explain the absence of a reference if you do not include it with your application?

An Arbeitszeugnis should not be viewed as a verdict, but it cannot be ignored. For a German employer, it is a standard source of information about professional experience, reliability, and work style.