A job offer is the moment when an application can become a contract. If you review the offer calmly, agree a reasonable time to decide and read the written statement of terms carefully, you avoid the most common mistakes at the start of a career.
Short answer: You agree the time to decide with your employer. The Nachweisgesetz (Act on Proof of Essential Terms, section 2 NachwG) governs the form and content of the written statement of terms, not the length of a decision period. Your employer must set out the essential terms in writing, sign them and hand them to you no later than one month after the agreed start (as of November 2026).
The most important points in brief
- Ask for a decision period with a concrete date and confirm it in writing.
- The statement of terms must be signed and handed to you no later than one month after the start.
- If a probation period is agreed, its length belongs among the details in the contract.
- Check pay, working hours, holiday, fixed-term status and side jobs before you sign.
- Clarify unclear clauses in writing before you sign.
How long may you think about a job offer?
The Nachweisgesetz sets no length for a decision period. The length is therefore a matter of negotiation. Ask for a concrete deadline, for example a particular day of the week, and confirm it by email. That way both sides know when you will answer.
If you need more time, explain the request factually. You might have the contract reviewed or compare the terms with another offer. Good employers usually respond with understanding. An offer that is only valid under time pressure should make you more cautious rather than more eager.
What must the written statement of terms contain?
Under section 2 of the Nachweisgesetz, the employer must set out the essential terms in writing, sign the statement and hand it to you. The deadline is one month after the agreed start. The details include the length of the probation period, if one is agreed. In the draft contract, you should also check the following points.
| Point | What to check | Reference |
|---|---|---|
| Start and probation | Start date, length of probation and notice rules in that period | Probation must be stated under the Nachweisgesetz if agreed |
| Pay | Gross amount, payment schedule, allowances and comparison with the advert | See salary proof in applications (in German) |
| Working hours | Weekly hours, flexitime and rules on overtime | See workers’ rights at the start of a career (in German) |
| Holiday | Number of holiday days and rules on carrying them over | See holiday entitlement in your first job (in German) |
| Fixed term | Duration, option to extend and reasons for the fixed term | Ask if nothing is stated |
| Side jobs and non-compete | Restrictions during and after the contract | See side jobs alongside your first job (in German) |
The table is a checklist, not a complete list of statutory required details. What counts is what the statement and the contract actually contain.
Which clauses should you read carefully?
Clauses on non-compete obligations, repayment of training costs and overtime are particularly sensitive. A non-compete clause can apply after the employment has ended and restrict your future work. The article on non-compete clauses in employment contracts (in German) explains how to review this clause.
Have any clause you do not understand explained in writing. A repayment clause linked to further training should be clear to you before you sign. If a clause remains unclear, legal advice is sensible.
How do you negotiate after the offer?
An offer is often not final. Justify your requests with tasks, qualifications and the labour market rather than with personal circumstances. A polite question costs little and often brings clarity. Anyone who never asks sometimes gives away room for manoeuvre that the employer actually has.
Negotiate the points together rather than one by one. Pay, holiday and working hours are connected. A higher salary with less holiday can end up worse than a moderate offer with better conditions. When you negotiate, stay friendly and specific. A figure you can justify carries more weight than a general feeling. If pay has little room, ask about other levers, such as a training budget or flexible working hours.
How do you decline an offer?
A refusal should be polite, written and prompt. Thank the employer for the offer, state your decision briefly and factually, and keep the door open if the company matters to you. Whether you give a reason is up to you.
Frequently asked questions
Can I still withdraw if I have not signed anything?
That depends on what you have already agreed to. Do not write anything binding before you have checked the contract. A verbal agreement matters, but it should be confirmed in writing quickly.
Is a verbal offer enough?
A verbal offer shows intent, but it does not replace a written contract. Ask for the contract and the written statement of terms to follow. Under the Nachweisgesetz, the employer must hand over the statement within the deadline mentioned above.
What is included in the probation period?
The length of the probation period appears in the contract if one has been agreed. Look closely at the notice periods during probation, because they can differ from the standard periods.
Must I sign the contract straight away?
No. Ask for time to decide if you have questions, and have the contract reviewed where necessary. A serious employer does not expect a signature on the same day.
Do I need a lawyer?
If you are unsure about a non-compete or a repayment clause, legal advice is sensible. This guide does not replace it. If you are also negotiating the end of an existing employment, the article on termination agreements and their effect on the blocking period (in German) helps.
Before you sign: a last check
Before signing, compare the offer with your own records. Place the offer beside the advert, your notes from the interview and earlier promises. Do the tasks, location and pay match? If details differ, ask before you sign. Agreements that are not in the contract, such as promises about further training or home working, should be recorded in a short email. That creates a written record you can refer to later, even if day-to-day arrangements shift.
The start itself also deserves attention. Before your first working day, clarify which documents you need to bring, when pay is made and whom to contact about induction. Such points are often left open at the start of a career, and one short conversation avoids delays in registration and payment. Asking openly also shows organisation and interest in a well-planned start.
What to do now
- Ask for a decision period with a concrete date and confirm it in writing.
- Check the statement of terms for probation, pay, working hours and holiday.
- Compare the offer with your expectations and with the advert.
- Clarify open clauses in writing before you sign.
Related articles
- Applying for your first job: timeline from advert to contract
- Holiday entitlement in your first job: how many days you get
- Side jobs alongside your first job: what the contract allows (in German)
- Non-compete clauses in employment contracts: what to check (in German)
- Starting Salaries After Graduation: What Really Counts
Last updated: November 2026. This guide is general information, not individual advice.
