The dismissal has to point out the termination date (immediate effect or end of notice period). It is possible to combine both dismissals, i.e. you can terminate the employment relationship with immediate effect and by way of precaution (in case the dismissal for good cause is invalid) to the end of the notice period.

In general, the dismissal does not explain why the employment relationship shall be terminated. The other party can ask for the reason afterwards.

The dismissal by the employer can be combined with a release from work.

It also informs the employee that he is obliged to notify the unemployment agency of the termination in due time.

In any case, the dismissal has to be signed by the party who wants to terminate the employment relationship or by an authorized person. The authorized person should attach the originally signed letter of authorisation. Otherwise the other party can reject the dismissal. This does not apply in case the authorisation is clear (e.g. for the Managing Director, for the registered proxy holder, for the Human Resources Director).

The letter with the original signature has to be handed out or send to the other party (not via email).