Ending the employment relationship
The actions involved in ending an employment relationship depend on whether the employment relationship is permanent or fixed-term and whether the party terminating the relationship is the employee or the employer.
Employer - if you have to give notice to an employee with a permanent work contract, you must have a justified reason for this. Remember also to abide by the notice period, which is determined depending on the length of the employment relationship involved. You must also consult the employee before ending the employment relationship.
A fixed-term employment relationship ends by default either at the time agreed beforehand or when the work covered by the employment contract has been completed. Giving notice during the employment relationship is also possible with fixed-term employment if you have made agreement on this with the employee either in the employment contract or during the employment.
If an employee fails in a serious way to fulfil their work obligations, it may be appropriate to dismiss them. With dismissals, the employment relationship ends immediately, without any notice period. No special reason is needed for dismissing an employee who is still in a trial period. Comprehensive instructions on different types of employment termination can be found on the Occupational Safety and Health Administration webpages:
In special cases, you may also cancel the employment relationship without any notice period if the employer has seriously violated their obligations. If there is a trial period at the start of the employment, you may cancel the employment relationship during this period without any special reason. Comprehensive instructions on different types of employment termination can be found on the Occupational Safety and Health Administration webpages.