How to Resign in Germany: Deadlines, Documents, and 7 Steps for a Smooth Exit
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In Germany, it is better to prepare for a resignation not by drafting the letter first, but by checking your contract, notice period, and the status of your work authorization. If you understand in advance when your Kündigung is considered received, which documents to request, and whether you need to notify the Ausländerbehörde, you can leave professionally and without unnecessary risks for your new job.
First, check your residence permit and whether you are allowed to change employers
Citizens of the EU and EEA usually do not need approval from the immigration office to change employers. If you have a temporary residence permit, a work visa, an Aufenthaltserlaubnis for qualified employment, or an EU Blue Card, start by checking your Zusatzblatt, eAT, and the conditions attached to your work authorization.
The general rule is simple: if your permit names a specific employer, occupation, or contains a restriction on changing jobs, do not resign or start a new job until you understand the procedure for your case. The rules differ across residence permit types, and the authorities may ask for an employment contract, job description, salary details, and other documents.
For the Blue Card in 2026, it is important to account for a separate regime: changing jobs itself does not require prior approval from the Ausländerbehörde, but during the first 12 months of employment on a Blue Card, you must notify the authority about the new employer and the terms of the new job. Within the prescribed period, the authority may check whether the Blue Card requirements are still met. After the first 12 months, the process is usually simpler, but in practice it is still worth checking the wording in your Zusatzblatt and the requirements of your local Ausländerbehörde.
Useful official pages from authorities in major cities:
7 steps to resign properly in Germany
Before you submit your resignation letter, note down your reason for leaving, the date you want to be your last working day, and the start date of your new position. This will help you discuss the transition calmly with your manager and avoid miscalculating deadlines.
1. Check the notice period in your contract
The key document for calculating your departure date is your employment contract, collective agreement, or applicable industry agreement. This is where the Kündigungsfrist may be stated: two weeks during probation, one month, three months, or another period.
If the contract does not set a special notice period for the employee, §622 BGB applies. For employees, the basic statutory notice period after probation is usually four weeks to the 15th or to the end of a calendar month. The longer notice periods in §622 BGB depend on length of service, but they directly apply to dismissal initiated by the employer. In practice, an employment contract may make longer periods symmetrical for both sides, so you need to read the contract literally.
Example of the statutory notice period after probation
Example of a three-month notice period after probation
Reference points under §622 BGB:
| Situation | Basic statutory period |
|---|---|
| Probation period, if agreed and lasting no more than 6 months | 2 weeks |
| Employee resigns after probation, if the contract does not say otherwise | 4 weeks to the 15th or to the end of the calendar month |
| Employer dismisses after 2 years of employment | 1 month to the end of the calendar month |
| Employer dismisses after 5 years of employment | 2 months to the end of the calendar month |
If the contract refers to §622 BGB, check whether that reference applies only to the employer or to both parties. If in doubt, it is better to ask HR to confirm the calculation of your last working day in writing or seek advice from an Arbeitsrecht specialist.
2. Calculate the date by which the letter must reach the employer
The notice period matters only after the employer has received your signed resignation letter in the proper form. In Germany, a Kündigung requires written form: electronic form is excluded under §623 BGB. An email, scan, messenger message, or electronic signature does not replace the original with a handwritten signature.
Pay attention to the wording in the contract:
- zum Monatsende - by the end of the calendar month;
- zum 15. eines Monats - by the 15th of the month;
- drei Monate zum Monatsende - three months to the end of the month.
Example of a notice period to the end of the month
If the contract says the employment relationship can be terminated with three months’ notice to the end of the month, a letter received on April 1 usually shifts the calculation to the next cutoff date. In that case, your last day may be later than June 30. To avoid losing a month, deliver the letter early and ask for confirmation of receipt.
3. Write a short resignation letter
In Germany, a resignation letter does not need to be long. It is enough to state that you are terminating the employment contract, give the intended end date, and ask for written confirmation of receipt and the correct date of your last working day.
In the same letter, it is convenient to request:
- a qualified reference letter - qualifiziertes Arbeitszeugnis;
- a vacation certificate - Urlaubsbescheinigung;
- an employment certificate or other documents, if needed for your new job, the authorities, or benefits.
A detailed template can be set out separately: resignation letter in Germany.
4. Check your remaining vacation days
Before speaking with your manager, check how many vacation days you have already used and how many remain. The balance depends on your contract, your departure date, and how many months you have worked in the current year. The details of vacation calculations are covered in vacation days in Germany.
This matters for two reasons: you will be able to name a realistic actual last working day and agree on the handover of tasks in advance. If vacation cannot be used for operational reasons, it may in some cases be paid out, but it is better not to base your plan entirely on that option.
5. Schedule a conversation with your manager
Even though the written resignation is what matters legally, it is more professional to speak with your manager in person or by video call first. The goal of the conversation is to communicate your decision calmly, agree on the process, and avoid unnecessary tension in the team.
There are several points worth covering in the meeting.
Communicate the decision without unnecessary negativity
Briefly explain that you have decided to move on. You can mention development opportunities, a new role, a different work format, or personal circumstances. Do not turn the conversation into a list of grievances: constructive feedback is better saved for a separate exit interview.
Hand over the letter or agree on delivery
If the meeting takes place in the office, hand over the original resignation letter and ask for a receipt stamp on your copy. If you work remotely, clarify which address the original should be sent to and to whom in HR it should be addressed. For important deadlines, use reliable delivery and account for mail time.
Agree on how to tell the team
Ask your manager when and in what format it is best to announce your departure. Sometimes the manager does it, and sometimes the employee tells the team directly in a meeting. The sooner the team knows about the transition after official notice, the easier it is to distribute the work.
Discuss the handover of projects
Make a list of current projects, deadlines, contacts, access rights, and unresolved issues. Suggest a handover plan: who should take over each topic, which documents need updating, and which meetings should happen before your last working day.
Discuss vacation separately
After the handover discussion, raise the issue of remaining vacation days. This gives the manager a complete plan: when you are available, when you will be on vacation, and which day will actually be your last working day.
6. Work through the notice period professionally
The period after submitting your Kündigung has a big impact on what your Arbeitszeugnis will look like and how colleagues will remember you. In the final weeks, it helps to act as predictably as possible:
- finish tasks that can realistically be completed;
- do not take on new commitments without agreement;
- document processes, do not share passwords in personal messages, and follow company access rules;
- prepare a list of contacts, statuses, and project risks;
- remove personal accounts from work devices;
- return equipment, your badge, keys, and other employer property;
- speak concretely and professionally during the exit interview.
If you are resigning without a new job lined up, separately check the deadlines for registering with the Agentur für Arbeit and the possible impact on benefits. For foreigners with a residence permit and no new contract, it is especially important to clarify the immigration consequences in advance.
7. Prepare your last working day
On your last day, check three areas: belongings, access, and documents. Return the laptop, phone, chargers, badge, keys, and any other company property. Collect your personal belongings, clear your workspace, and make sure all handover documents are accessible to the team.
Before leaving, confirm with HR or your manager when you will receive:
- Arbeitszeugnis;
- Urlaubsbescheinigung;
- the final salary statement;
- confirmation that the employment relationship has ended, if needed for authorities or your new job.
If you are on good terms with the team, you can say goodbye in person or with a short message. The main thing is to leave clear handover notes and a calm final impression.
Checklist before submitting your Kündigung
- Check whether your residence permit or Zusatzblatt is tied to your employer.
- Review the job-change rules for the Blue Card or your type of Aufenthaltstitel.
- Find the Kündigungsfrist in your contract, collective agreement, or §622 BGB.
- Calculate the date by which the original letter must reach the employer.
- Prepare a paper letter with a handwritten signature.
- Request an Arbeitszeugnis and Urlaubsbescheinigung.
- Calculate your remaining vacation days.
- Prepare a task handover plan.
- Keep a copy of the letter and proof of receipt.
FAQ
Can I resign by email?
No. A Kündigung of an employment contract must be in written form, and electronic form is excluded. Email or a PDF can be used only for preliminary communication, not as a legally effective resignation.
Do I need to state a reason for resigning?
Usually not. In the letter, it is enough to clearly state that you are terminating the employment contract and indicate the date. You can discuss the reason verbally if you want to preserve good relations.
What if the employer does not confirm the departure date?
First, ask HR to confirm in writing that they received the Kündigung and how they calculated your last day. If the deadline is disputed, check the contract, the applicable collective agreement, and §622 BGB. In a serious conflict, it is better to get advice on Arbeitsrecht.
Do I need to notify the Ausländerbehörde if I change jobs?
That depends on your status. For a Blue Card, during the first 12 months of employment on the card, a change of employer must be notified, and the authority may review the conditions. For other residence permits, check the Zusatzblatt and the conditions of your work authorization. If there is an employer tie, do not rely on general advice and clarify the procedure with the Ausländerbehörde.
The bottom line
Resigning in Germany goes smoothly if you check three things in advance: immigration restrictions, the notice period, and the required form of the letter. A signed original Kündigung, a clear handover, and a timely request for an Arbeitszeugnis will help you leave without conflict and preserve your professional contacts.
