The basis of Germany’s heavily regulated labour market is the contract, which is mandatory for any company offering a job. Under certain conditions, you may be offered a temporary contract (befristete Arbeitsvertrag) for one or several years. Both your employer and you can choose not to renew a limited contract and it can only be renewed once. After that, it must be converted to an unbefristete Arbeitsvertag, an unlimited contract. Either contract will outline your basic responsibilities, your pay, benefits and working hours. Since much of German working life is regulated, most contracts are similar and employers are not allowed to hide any illegal clauses. The key details are your salary, benefits and vacation days.

The contract can usually be terminated within two weeks during your probationary period, but will require at least 28 days notice afterward. Because of quirks in German law that require notice on the 14th or the last day of any month, the 28 days are likely to be longer than 28 actual days. However, you may negotiate the notice period as part of your contract. Most German companies require three months’ notice – executives often have to give six months to a year.