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The Probation Period Termination Notice is a crucial document in German employment law, used when an employer wishes to end an employment relationship during the probationary period (typically the first six months of employment). Under German law, specifically § 622 BGB, employers can terminate employment during probation with a shortened notice period of just two weeks, compared to the longer notice periods required after probation. This document must be in written form to be legally valid and should clearly state the termination decision, specify the last working day, and include all necessary formal elements. While the grounds for termination during probation don't need to be as stringent as regular termination, the notice must still comply with anti-discrimination laws and basic employment rights. The document is typically used when either the employee's performance doesn't meet expectations or there isn't a good fit between the position and the employee.

1. Sender Details: Full company name, address, and contact information of the employer

2. Recipient Details: Employee's full name and address

3. Date: Date of the notice issuance

4. Subject Line: Clear indication that this is a termination notice during probation period (Kündigung während der Probezeit)

5. Termination Statement: Clear and unambiguous statement of termination of employment during probation period

6. Last Working Day: Specific mention of the last working day, considering the two-week notice period

7. Legal Basis: Reference to the employment contract and probation period clause

8. Signature Block: Space for employer's signature, name, and title