Simple employment reference
A simple reference states at least the nature and duration of the employment but does not assess performance or conduct.
Employment Law Knowledge
Employment References in Germany
A German employment reference may influence future applications and professional opportunities. The description of duties, performance assessment, conduct assessment and overall impression should therefore be reviewed together.
Initial orientation
An employment reference must provide a coherent overall picture
Individual phrases should not be assessed in isolation. Duties, responsibility, performance, conduct and the closing section must be consistent with each other.
A qualified German employment reference generally contains information about the nature and duration of the employment as well as an assessment of performance and conduct.
The description of duties should accurately reflect the employee's actual responsibilities, professional development and level of responsibility.
For executives and employees with management responsibility, the reference may also need to address leadership duties, decision-making authority, personnel responsibility and significant projects.
A positive closing formula is not automatically required
Expressions of thanks, regret and good wishes are common in German employment references. A general entitlement to a particular closing formula does not automatically arise in every case. Provisions in a termination agreement or court settlement may therefore be especially important.
Types of reference
Simple and qualified employment references
The required content depends on the type of employment reference requested.
Qualified employment reference
A qualified reference additionally assesses the employee's performance and conduct during the employment relationship.
Reference review
Which parts of an employment reference should be examined
The legal and practical significance of the reference results from the interaction between all of its sections.
Personal details and dates
The employee's name, position, commencement date and termination date should be factually correct.
Description of duties
Duties, responsibilities, authority and professional development should be complete and appropriately weighted.
Performance assessment
Expertise, commitment, working methods, resilience and results should form a consistent overall assessment.
Conduct assessment
Conduct towards supervisors, colleagues, employees, clients and external contacts may need to be assessed separately.
Leadership performance
Where management responsibility existed, leadership style, delegation, motivation and results may require appropriate recognition.
Termination and closing section
The reason for departure, expressions of regret, thanks and future wishes should be reviewed separately and in context.
Correction
How errors and inconsistencies can be addressed
Requested changes should be precise, factually supported and connected to the employee's actual duties and performance.
01
Check formal information
Review employment dates, position, issue date, signature and other formal details for obvious errors.
02
Compare the description of duties
Compare the stated duties and responsibilities with the employment contract, job description and work actually performed.
03
Assess the evaluations together
Individual assessments, the overall evaluation and possible contradictions should be considered as one complete picture.
04
Specify the requested changes
Corrections should be identified clearly and supported with factual reasons rather than requested only in general terms.
Connected issues
Related employment law topics
Employment references frequently form part of dismissals, termination agreements and garden-leave arrangements.
Dismissal in Germany
The wording and timing of an employment reference may be relevant when an employment relationship ends following dismissal.
Termination Agreements
A termination agreement may define the reference grade, wording, issue date or a complete agreed draft.
Garden Leave
Reference arrangements may be negotiated together with garden leave, remuneration, holiday and the termination date.
Detailed guidance
Employment reference in Germany: content and correction
The detailed article explains the most important sections of a German employment reference and possible correction issues.
Employment reference in Germany: content and correction
An overview of duties, performance, conduct, closing formulas and the structured review of possible corrections.
Next step
An employment reference should be reviewed before it is used
The description of duties, performance assessment, conduct assessment and closing section should present a coherent and factually accurate overall picture.