{"id":178,"date":"2011-02-16T11:38:55","date_gmt":"2011-02-16T11:38:55","guid":{"rendered":"https:\/\/www.mth-partner.de\/rechtsanwaltsblog\/?p=178"},"modified":"2026-01-07T13:15:16","modified_gmt":"2026-01-07T13:15:16","slug":"arbeitsrecht-grundsatzliches-zum-arbeitszeugnis-formulierungen-schlussformel-etc","status":"publish","type":"post","link":"https:\/\/www.mth-partner.de\/en\/german-labor-law-fundamentals-of-the-work-reference-phrases-closing-formula-etc\/","title":{"rendered":"German Labor Law: Fundamentals of the Work Reference (Phrases, Closing Formula, etc.)"},"content":{"rendered":"

<\/span>I. Legal Claim to a Work Reference<\/strong><\/span><\/h2>\n

According to \u00a7 630 BGB, \u00a7 109 GewO, and \u00a7 16 BBiG, employees are entitled to receive a work reference upon termination of their employment relationship. In addition to employees, this entitlement extends to home workers, freelancers, trainees, and temporary workers.
\nThe right to a reference generally arises with the end of the employment or training relationship.<\/p>\n

<\/span>II. Types of References<\/strong><\/span><\/h2>\n

Pursuant to \u00a7 630 BGB or \u00a7 109 GewO in conjunction with \u00a7 262 BGB, the employee has the right to choose whether he or she wishes to exercise a simple or a qualified right of termination. Job reference<\/a> required.<\/p>\n

A simple work reference includes only the employee\u2019s name, profession, and job title, as well as the type and duration of employment. A qualified work reference, on the other hand, also includes assessments of the employee\u2019s performance and conduct.<\/p>\n

<\/span>III. Format of the Reference<\/strong><\/span><\/h2>\n

The certificate must be issued in writing in accordance with Section 109 (1) GewO and electronic form is excluded in accordance with Section 109 (3) GewO. In addition, the certificate must be written on a company letterhead and signed by the Employer<\/a> or signed by an authorised representative.<\/p>\n

<\/span>IV. Content of the Reference<\/strong><\/span><\/h2>\n

A typical work reference consists of a job description, a performance and behavior evaluation, and a concluding statement.<\/p>\n

The job description must include the Employees<\/a> The tasks assigned to the employee must be stated so completely and precisely that a competent third party can obtain proper information about the tasks performed by the employee.<\/p>\n

The performance evaluation assesses the employee\u2019s skills, knowledge, work method, and success at work.<\/p>\n

The behavior evaluation rates the employee\u2019s conduct towards superiors, colleagues, employees, customers, and business partners.<\/p>\n

In addition to information on the termination of the contract, the final wording contains employment relationship<\/a>, often a thank-you or regretful formulation as well as wishes for the future.<\/p>\n

The Federal Labour Court<\/a> has established in several rulings that the content of an employer's reference must be truthful (principle of truthfulness) and must be based on \u201ereasonable goodwill\u201c (see, for example, BAG, judgement of 23 June 1960, AP No. 1 on Section 73 HGB). In this respect, the employer is obliged not to make any coded, contradictory or ambiguous statements in order not to impede the employee's further advancement.
\nThe legal basis for this regulation is \u00a7 109 Para. 2 GewO.<\/p>\n

Understandably, the obligation for a favorable evaluation is somewhat in tension with the principle of testimonial truthfulness. This stems from the dual purpose of a work reference: to serve as a basis for the employee\u2019s future job applications while also informing the new employer about the employee\u2019s performance and conduct.<\/p>\n

Over time, certain standard phrases have developed to provide sufficient information to the future employer, roughly corresponding to school grades:<\/p>\n

\u201calways to our fullest satisfaction\u201d = Very Good
\n\u201cto our fullest satisfaction\u201d = Good
\n\u201cto our full satisfaction\u201d = Satisfactory
\n\u201coverall to our satisfaction\u201d = Poor
\n\"Overall to our satisfaction\" = Unsatisfactory<\/p>\n

<\/span>V. Limitation Period for the Reference Claim<\/strong><\/span><\/h2>\n

The claim for a work reference is subject to the regular limitation period under \u00a7 195 BGB. The limitation period begins, according to \u00a7 199 BGB, at the end of the year in which the claim arises and ends after three full years.<\/p>\n

\"Labour<\/p>\n

Important Note: The content of this article has been prepared to the best of our knowledge and belief. However, due to the complexity and constant evolution of the subject matter, we must exclude liability and warranty.<\/b> Important Notice: The content of this article has been created to the best of our knowledge and understanding. However, due to the complexity and constant changes in the subject matter, we must exclude any liability and warranty.<\/p>\n

If you need legal advice, feel free to call us at 0221 \u2013 80187670 or email us at info@mth-partner.de.<\/p>\n

 <\/p>\n

\n
<\/div>\n<\/div>","protected":false},"excerpt":{"rendered":"

The reference is the employee's business card for the next job. When checking references, the employee should pay attention to certain formulations with which the former boss wants to point out certain characteristics of the employee to the subsequent employer between the lines. <\/p>","protected":false},"author":1,"featured_media":12038,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3647],"tags":[2428,2435],"class_list":["post-178","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-arbeitszeugnisse","tag-arbeitszeugnis-rechtsgrundlage","tag-rechtsanwalt-koeln-arbeitszeugnis"],"yoast_head":"\nArbeitsrecht: Grunds\u00e4tzliches zum Arbeitszeugnis (Formulierungen, Schlussformel, etc.)<\/title>\n<meta name=\"description\" content=\"Nach \u00a7 630 BGB, \u00a7 109 GewO sowie \u00a7 16 BBiG haben Arbeitnehmer bei Beendigung des Arbeitsverh\u00e4ltnisses Anspruch auf Erteilung eines Arbeitszeugnisses\" \/>\n<meta name=\"robots\" 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