German employment contracts are binding and often contain clauses that limit your options long after you leave. Read these sections before signing — and if anything is unclear, ask a lawyer or Gewerkschaft (trade union).
1. Probezeit (Probationary Period)
Most contracts include a Probezeit of 3–6 months. During this time, either party can terminate with just 2 weeks notice. Outside the Probezeit, notice periods are much longer. Know your Probezeit length and end date — you’re more vulnerable during this period.
2. Kündigungsfrist (Notice Period)
After Probezeit, statutory minimum is 4 weeks to the 15th or end of the month. After 2+ years of employment, it scales up to 2 months; after 5 years, 3 months; up to 7 months after 20 years. Your contract may specify a longer notice period. This cuts both ways — you need to give the same notice to leave.
3. Wettbewerbsverbot (Non-Compete Clause)
Post-employment non-competes are common in Germany but only valid if: the employer pays you at least 50% of your last salary during the restriction period. Without this compensation clause, a non-compete is unenforceable. Check the duration (max 2 years) and geographical scope.
4. Geheimhaltungspflicht (Confidentiality)
Standard in most contracts. Note that this often extends beyond employment — read whether it survives termination and for how long.
5. Überstunden (Overtime)
Many contracts include phrases like “overtime is covered by salary” (Mehrarbeit ist mit dem Gehalt abgegolten). This limits your right to claim overtime pay or time off in lieu. German law caps overtime anyway (max 48 hours per week on average), but individual contracts often create grey zones. Clarify whether overtime is compensated and in what form.
6. Urlaub (Vacation Days)
German law guarantees 20 vacation days per year (based on a 5-day week). Most contracts offer 25–30 days. Check whether unused days carry over and when they expire (typically December 31 or March 31 of the following year).
7. Nebentätigkeit (Side Work)
Many contracts require you to notify your employer before taking on freelance or side work. Some require explicit approval. This matters if you’re considering a Nebenjob or any income outside your main employment. Ignoring this clause is a disciplinary risk.
