Dismissal Guide
Wrongful dismissal consultation in Germany — a preparation map
This guide is for people who want employment consultations to start with facts, not fragments. It is educational. It does not assess whether a dismissal is unlawful in your case.
What “consultation prep” means here
When Germans speak about Kündigungsschutz or “wrongful dismissal,” the first useful step is often not a theory lecture — it is organizing the notice, the employment contract, and the workplace story into something an advisor can interrogate.
Cyberworkflows trains that organization: dates in order, documents labeled, questions that invite limitations as well as options.
A calm sequence for the first week
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1. Preserve the notice packet
Keep the original Kündigung, envelopes, and any accompanying letters. Photograph pages in order before stapling or annotating.
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2. Sketch three clocks
Separate court-related deadlines, internal HR reply windows, and personal logistics (keys, devices, final salary). Mixing them creates false urgency.
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3. Draft a one-page brief
Role, tenure, notice date, stated grounds, and open questions. Our flagship program walks through each field.
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4. Enter the consultation with boundaries
Ask what the advisor can and cannot do in the first meeting. Educational prep should make that question easier to ask.
Common preparation mistakes we see
People often over-collect chat screenshots while under-collecting signed appraisals. Others write multi-page narratives that bury the probation clause. A few assume every restructuring notice is automatically “wrongful,” which can waste the opening minutes of a paid consultation.
Our programs deliberately include a module on limitations — what preparation cannot settle — so expectations stay realistic.