An Aufhebungsvertrag ends employment by agreement rather than by unilateral termination. That difference makes careful review essential: signing can remove options that existed before the signature.
What date ends the employment?
Compare the proposed end date with contractual or statutory notice arrangements. Ask why that date was selected and how salary, insurance, leave, and a possible new start interact with it.
How does release from work operate?
Clarify whether Freistellung is revocable or irrevocable, whether holiday and time credits are expressly counted, and whether earnings from another role are addressed.
What is paid—and when?
Separate ordinary salary, variable pay, severance, expenses, accrued benefits, and any special payment. Each should have a calculation basis and payment date.
What happens to the reference?
Look beyond a promise to issue an Arbeitszeugnis. Discuss title, responsibilities, performance wording, conduct wording, and delivery date where appropriate.
Which claims are settled?
Broad Ausgleichsklauseln may be designed to close off further claims. Compile questions about unpaid compensation, equity, expenses, discrimination issues, intellectual property, and anything else relevant to your employment.
What external advice is needed?
Ask a qualified adviser about legal effect, unemployment-benefit risk, tax, social insurance, pension issues, non-compete obligations, and immigration consequences where relevant. A company deadline is not a reason to sign without understanding the consequences.
Need to apply this to your document?
Request a focused consultation and tell us the date you received the termination or agreement.
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