Notice period for a mini job

Protection against dismissal for mini jobs

• The same special legal protection regulations apply to employees in mini-jobs as to others Employees, in particular the Maternity Protection Act, the Dismissal Protection Act and the Parental part-time work.
• The regulations of the Dismissal Protection Act only apply to you if you run a company with more than 10 employees. These ten people only include full-time employees as a whole number, while part-time employees with less than 20 hours are counted as 0.5 and with up to 30 hours as 0.75. Apprentices are not taken into account in the calculation.
• In addition, the Dismissal Protection Act only takes effect if you have been employing the employee for more than six months.
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• If the employment relationship falls under the Dismissal Protection Act, you can also only be employed in mini-jobs terminate if there is a reason in the person of the employee or urgent operational needs justify.
• Outside the scope of application, you do not need a reason for termination, but you must also observe the general statutory deadlines.


Temporary work - notice periods in accordance with statutory and collective bargaining agreements

Even as a temporary worker, you now enjoy comprehensive protection against dismissal ...

Notice periods according to years of employment

• During the first six months you can agree on a trial period with a mini-jobber, during which there is a statutory notice period of 2 weeks, unless you have determined otherwise.
• Without a trial period or after it has expired, there is always a basic notice period of four weeks up to the 15th of a month or at the end of the month.
• The only exception is if you have hired an employee temporarily for less than three months. Then you can agree a shorter notice period than the basic notice period.
• If you have been with the company for more than two years, you can give notice to the end of the month with one month's notice.
• After five years the period increases to two months, after eight years to three months and after ten years to four months.
• There is a five-month notice period for employees who have been with you for twelve years, six months for those aged 15 and over and seven months for those who have been in employment for more than 20 years.
• According to the current legal situation, years of employment only include those in which the employee was already over 25 years old.

Also, when hiring part-time employees, keep in mind that you may be bound by open-ended employment contracts for the long term. In individual cases, fixed-term contracts can be cheaper for you.