Topic guide
Wrongful termination: first-step advice for consultations in Germany
Use this page as a calm orientation. It is education from Devstoragegrid, not a diagnosis of your case.
Start with the letter, not the rumor mill
Read the written notice slowly. Note the stated date, the signing party, and any reference to hearings or social selection. Save the envelope if physical mail arrived — delivery details sometimes matter later.
Protect the early calendar
Many consultation conversations in Germany begin with deadlines. Your first educational job is to mark known dates: when you received notice, when employment is supposed to end, and when any internal objection windows close. Do not assume weekends or holidays behave the way you hope — verify with a professional if time is tight.
Assemble a thin, honest packet
Collect the employment contract, amendments, the termination letter, recent appraisals, and a one-page personal timeline. Resist the urge to write a novel. Consultants and counsel usually prefer chronological facts over emotional essays at the first meeting.
Decide whom you call first
Depending on company size and whether a Betriebsrat exists, your sequence may differ. The Devstoragegrid flagship course walks through common pathways so you can choose intentionally rather than reactively.
- Pause outbound venting — public posts and heated replies are hard to retract.
- Ask for clarification in writing when HR offers verbal-only explanations.
- Bring questions, not conclusions to your first specialist appointment.