Guide
How to read a Kündigung letter without panicking
The first read of a dismissal notice is rarely analytical. This walkthrough slows the second read so your employment consultation starts with observables, not adrenaline.
Pass one: logistics only
Write down the employer name as printed, the date on the letter, the date you received it, and the stated last working day. Do not interpret grounds yet. If an envelope exists, keep it with the letter — delivery details sometimes matter later.
Pass two: signatures and authority
Note who signed and in what capacity. A missing signature or an unclear representative is a fact for your brief, not a conclusion. Photograph each page in order before you annotate a working copy.
Pass three: grounds language
Copy the sentences that explain why the notice was issued. Mark words you do not understand with a question mark. In Cyberworkflows modules we translate workplace German into plain English glosses so you can ask precise questions without pretending fluency equals legal analysis.
What not to do in the first hour
Avoid drafting long rebuttals to HR while the letter is still unindexed. Avoid posting the notice in chat groups. Avoid assuming every restructuring phrase equals wrongful dismissal — that assumption can waste the opening of a paid consultation.
Carry this into your consultation
Bring the original packet, your dated receipt note, and three questions. If you want a structured version of this checklist, the flagship Wrongful Dismissal Consultation Prep expands it into Module 1 drills.