Mini-job: What to look for in the notice period
Tired of clearing the supermarket shelves in the morning, distributing the mail in the afternoon or cleaning the disco toilet in the late evening? If you want to terminate your mini-job, then in principle the same legal rules and notice periods apply as for full-time employees.
As a mini jobber, you are not only subject to the same protection against dismissal as a full-time employee, the same notice periods also apply to you.
Termination of the mini-job in due time
- According to § 622 para. 1 BGB, the notice period is basically "four weeks to the fifteenth or the end of a calendar month".
- If you have been working your mini-job in the same company for more than two years, a longer period of notice applies. For two to less than five years of employment, this is "one month to the end of a calendar month", cf. § 622 para. 2 No. 1 BGB.
- If your employment relationship has existed for eight years or more, the notice period is "three months to the end of a calendar month", cf. § 622 para. 2 No. 3 BGB.
- If you are only temporarily employed as a temporary worker, a shorter notice period can be agreed for the first three months of the employment period.
- The statutory notice periods apply equally to employers and employees, although different notice periods can be agreed through a collective agreement.
- Have you agreed on a probationary period with your employer, up to a maximum of six Months, you can terminate your employment with just two weeks' notice, see. § 622 para. 3 BGB.
Every employee who does a mini job should always refer to the ...
Termination without notice
Even with one Mini job you can, however, be terminated without notice or You can also terminate without notice.
- For this, a so-called. "good cause" exist. This is according to § 626 para. 1 BGB is given if the terminating contracting party "takes into account all the circumstances of the individual case and weighs up the interests of both parties to the contract "cannot be expected of the employment relationship until the period of notice has expired to continue.
- Also note that you cannot simply cancel by email. the termination must be made in writing to be effective, cf. § 623 BGB.
In principle, the statutory notice periods of the BGB also apply to mini-jobs, although there may be provisions in collective bargaining agreements.
How helpful do you find this article?