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Redundancy Notice Letter

Redundancy Notice Letter Template for Germany

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Key Requirements PROMPT example:

Redundancy Notice Letter

"I need a Redundancy Notice Letter in English (under German law) for a senior software developer being made redundant due to the closure of our Berlin office in March 2025, including details about a severance package and outplacement support."

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Document background
The Redundancy Notice Letter is a crucial legal document used in German employment law when terminating employment relationships due to business-related reasons. It must be drafted in accordance with the strict requirements of German labor law, particularly the Protection Against Dismissal Act (Kündigungsschutzgesetz) and the German Civil Code (Bürgerliches Gesetzbuch). The document is used when positions become redundant due to organizational changes, economic circumstances, or technological developments. It must include specific statutory information such as notice periods, termination dates, and reasons for dismissal. In companies with more than 10 employees, additional protection against dismissal applies, and consultation with works councils may be required. The letter serves both as a formal notification and a legal document that can be referenced in potential employment disputes.
Suggested Sections

1. Employee and Company Details: Full names and addresses of both parties, employee ID number, and position title

2. Clear Statement of Termination: Explicit declaration that the employment relationship is being terminated due to redundancy

3. Notice Period: Specific end date of employment and notice period calculation according to German law

4. Reason for Redundancy: Brief explanation of the business reasons leading to the redundancy decision

5. Final Working Arrangements: Information about the employee's duties during the notice period

6. Outstanding Payments: Details of final salary, unused vacation days, and other outstanding payments

7. Company Property: Instructions regarding the return of company property

8. Reference Letter: Confirmation that a reference letter will be provided

Optional Sections

1. Works Council Consultation: Reference to works council consultation, required if the company has a works council

2. Severance Package: Details of any severance payment offered, if applicable

3. Garden Leave: Information about garden leave arrangements, if the employee is not required to work during the notice period

4. Outplacement Support: Details of any career transition services being offered

5. Social Plan Reference: Reference to an existing social plan if one has been agreed with the works council

6. Legal Rights Notice: Information about the right to challenge the dismissal, particularly relevant for companies with more than 10 employees

Suggested Schedules

1. Severance Agreement: Detailed terms of the severance package, if offered

2. Benefits Summary: Overview of benefits continuation or termination

3. Handover Checklist: List of tasks, documents, and responsibilities to be handed over

4. Company Property List: Inventory of company items to be returned

5. Social Plan Extract: Relevant excerpts from the social plan, if applicable

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant Industries

Manufacturing

Technology

Financial Services

Retail

Healthcare

Professional Services

Construction

Education

Telecommunications

Automotive

Energy

Media and Entertainment

Logistics and Transportation

Real Estate

Pharmaceutical

Relevant Teams

Human Resources

Legal

Compliance

People Operations

Employee Relations

Corporate Governance

Management

Administration

Relevant Roles

HR Manager

HR Director

Legal Counsel

Employment Lawyer

HR Business Partner

HR Administrator

Compliance Officer

General Counsel

HR Operations Manager

People Operations Manager

Employee Relations Manager

Chief Human Resources Officer

HR Specialist

Legal Manager

Corporate Secretary

Industries
Kündigungsschutzgesetz (KSchG): Protection Against Dismissal Act - Sets out the main rules for fair dismissals, including the requirement for social justification of redundancies and the selection criteria for redundancies
Bürgerliches Gesetzbuch (BGB) §§ 622-623: German Civil Code sections on employment termination - Specifies statutory notice periods and formal requirements for termination notices
Betriebsverfassungsgesetz (BetrVG) § 102: Works Constitution Act - Requires consultation with works councils before dismissals and sets out their rights to object to terminations
Sozialgesetzbuch (SGB): Social Security Code - Covers obligations regarding social security and unemployment benefits information that may need to be included in redundancy communications
Bundesdatenschutzgesetz (BDSG): Federal Data Protection Act - Governs the handling of personal data during the redundancy process
Allgemeines Gleichbehandlungsgesetz (AGG): General Equal Treatment Act - Ensures that selection for redundancy is not discriminatory based on protected characteristics
Nachweisgesetz (NachwG): Documentation Act - Requires certain information to be provided in writing to employees, including in termination situations
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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