Many mini-jobs (Minijobs) can be ended at short notice, yet mistakes with the notice period, the end date or the form are common. This guide explains the statutory notice periods for employees, shows what the proof of employment terms must say about the termination procedure, and works through a date. The statutory rules apply unless the contract or a collective agreement says otherwise.
Short answer: Without a different agreement, you can end a mini-job with four weeks notice to the 15th or to the end of the month (section 622(1) BGB, German Civil Code). In an agreed probation period of no more than six months, the notice period is two weeks (section 622(3) BGB). The written statement of employment terms must name the termination procedure, at least written form (section 2(1) no. 14 NachwG). Last updated: November 2026.
The most important points in brief
- The basic notice period for employees is four weeks, to the 15th or to the end of the month.
- During probation it is two weeks. Probation may last no more than six months.
- A shorter period in the contract is only allowed in narrow cases, for example for temporary casual work.
- Longer periods agreed in the contract remain valid.
- The employer’s written statement of terms must state the termination procedure, at least written form.
Which notice period applies to a mini-job?
A mini-job is an employment relationship, so section 622 BGB (German Civil Code) applies first. The table shows the most common cases.
| Situation | Period | End date | Basis |
|---|---|---|---|
| You give notice after probation | four weeks | to the 15th or to the end of the month | Section 622(1) BGB |
| Notice during probation (no more than six months) | two weeks | two weeks after notice is received | Section 622(3) BGB |
| Temporary casual work, not continued beyond three months | shorter period, if agreed | as agreed | Section 622(5) no. 1 BGB |
If the employer gives notice, the period lengthens with the duration of the employment. From two years it is one month, from five years two months (section 622(2) BGB). Termination takes effect at the end of a calendar month.
Does notice have to be in writing?
The employer must state in the written statement of terms which termination procedure applies. The Nachweisgesetz (proof of terms act) requires at least written form here. The statement must also include the notice periods and the deadline for an action against dismissal (section 2(1) no. 14 NachwG).
For you, this means: do not rely on an oral agreement. Write the notice, sign it, date it and keep a copy. You can prove receipt, for example, by handing it over with a signed acknowledgement of receipt.
What must the contract or the written statement say?
The written statement under the Nachweisgesetz contains a list of mandatory items. For termination, these points are especially important:
- the agreed probation period, if there is one (no. 6)
- the notice periods (no. 14)
- the termination procedure to be followed, at least written form (no. 14)
- the deadline for an action against dismissal (no. 14)
- applicable collective agreements or works agreements (no. 15)
If one of these items is missing, ask in writing. The statement also helps you see whether a longer period than the statutory one applies.
Termination agreement or notice?
A termination agreement is something different from a notice. It requires agreement from both sides and ends on the date you agree. The form and notice rules for a termination do not apply to it automatically. If an employer presents a termination agreement, read it calmly and get advice before you sign, especially if open claims such as holiday pay are involved.
Worked example: until when must I give notice?
- Assumption: you give notice on 10 March, your probation is over and the notice reaches the employer the same day.
- The four-week period runs from 10 March to 7 April.
- The next permitted end date after 7 April is 15 April.
- Result: the earliest end date is 15 April. A later end date, such as the end of a month, is also possible.
How is the notice period counted?
The notice period starts when the notice reaches the employer. The end date must fall on the 15th or on the end of a month and be far enough away for the full period to be observed. If you set the period too tightly, the end date may end up later than you intended, so plan with a small buffer.
What counts is the date of receipt, not the day you write the letter. If you post the notice, the date of receipt moves by the postal delay. Handing it over at the workplace with a written acknowledgement of receipt creates clarity.
Does a collective agreement apply?
Collective agreements may deviate from the statutory periods (section 622(4) BGB). Within their scope they also apply to parties that are not members, if both sides have agreed to apply them. For mini-jobs this is rare in practice, but the written statement shows which rules apply, so check it.
How can I prove that the notice was received?
Keep a copy of the notice and note the date of handover. A handover with a signed acknowledgement that shows place, date and signature is the strongest evidence. If you drop the letter in the mailbox, keep a record of the posting and, ideally, a witness.
Frequently asked questions
Do I have to give a reason for resigning?
No. As an employee you do not have to state a reason for giving notice. The period and the form still have to be observed, otherwise the notice may be invalid or take effect later.
Can I give notice in the middle of the semester?
Yes. The notice period determines the end date, not the semester. Plan the end date so that open shifts are handed over and pay statements are clarified beforehand.
What happens to my holiday if I leave before the end of the year?
If you leave before the waiting period is completed or in the first half of the year, you receive partial holiday of one twelfth of the annual entitlement for each full month (section 5(1) BUrlG, German Federal Holiday Act). Details on holiday in a mini-job are in the holiday article.
Does a longer period in the contract apply?
Yes. Longer periods agreed individually remain unaffected (section 622(5) sentence 3 BGB). Shorter periods are only allowed in the exceptional cases set out in the law.
What to do next
- Check the contract and the written statement for probation, notice period and termination procedure.
- Work out the earliest end date by counting the period from the day the notice is received.
- Give notice in writing, signed and dated, and keep a copy.
- Clarify outstanding holiday and the final pay statement before your last working day.
Related articles
- Minijob or Student Job: Limits in Figures Compared
- Probation: notice, holiday and health insurance
- Holiday entitlement in a mini-job and student job
- Student job contract: template and mandatory terms
- Several mini-jobs and a student job: how the pay is added up
Sources: Section 622 BGB, notice periods for employment (gesetze-im-internet.de, in German, accessed November 2026); Section 2 NachwG, proof of terms (gesetze-im-internet.de, in German, accessed November 2026); Federal Holiday Act, sections 4 and 5 (gesetze-im-internet.de, in German, accessed November 2026).
Last updated: November 2026. This guide is general information, not individual advice.
