Notice periods: what the alignment means in practice

Since 1 October 2021, the same notice periods generally apply to blue-collar workers as to salaried employees. The change has arrived in HR departments – not yet everywhere in contracts.

The rule

Where the employer gives notice, the period is at least six weeks and rises with the length of the employment relationship to up to five months. Notice can generally be given to take effect at the end of a quarter; the 15th or the last day of the month are only effective as dates if they were agreed. Employees can generally give one month's notice to the end of the month.

The exception that must not be overlooked

In sectors where seasonal businesses predominate, the collective bargaining agreement can provide for different – including shorter – periods. Anyone giving or receiving notice should therefore always check first which collective bargaining agreement applies and what it says. The second common source of error is older contracts that still reflect the former blue-collar periods: such clauses are invalid to the extent that they are less favourable than the law.

Why the notice period decides more than just the end date

A notice period that is too short does not end the employment relationship any sooner – it shifts the end to the next permissible date and triggers compensation in lieu of notice. Conversely, the period for challenging a dismissal runs from receipt, not from the end date: two weeks, and it is short.