Reference letter after termination: How to request your certificate

Even though reference letters have lost some of their importance in recent years, many employers – especially in the public sector and among small and mid-sized companies – still value them as proof of performance and behavior. After termination, a fixed-term contract, or a mutual separation agreement, employees in Germany have a legal right to receive a proper, positive reference. It can make or break your next job application. Here’s how to request your employment reference correctly, what to look out for, and what to do if your employer doesn’t deliver.

Key takeaways

• After dismissal, a mutual termination, or the end of a fixed-term contract, employees are entitled to a written and fair reference letter.
• While references matter less in some companies, they still play a major role in many industries when assessing candidates.
• You should request your reference in writing and set a reasonable deadline for your employer.
• If the reference includes hidden criticism or unclear wording, you can demand a correction or even take legal action.
• The right to a reference also exists after probation or summary dismissal.

Your right to an employment reference

Employees in Germany have a statutory right to an employment reference (Arbeitszeugnis) once their employment ends. The employer must issue a written and benevolent certificate that is clear, factual, and free of hidden codes. This applies regardless of who terminated the contract or why it ended. Since January 1, 2025, employees can also choose to receive their reference in digital form with their consent.¹

However, employers do not issue references automatically. You must actively request it. Once you do, your employer is obliged to provide it promptly. You can claim your reference in all typical cases:

• After resignation or dismissal (whether initiated by employee or employer)
• After a mutual separation agreement (Aufhebungsvertrag)
• After a fixed-term contract ends
• During or after probation, provided performance can already be assessed

Whether you receive a simple or qualified reference depends on the duration of employment and your employer’s ability to evaluate your work.

A simple reference includes only the type and duration of employment – useful for short contracts or probationary periods.
A qualified reference goes further: it assesses performance, behavior, and cooperation. This is the standard form and most commonly requested in applications.

Many reference letters include coded language. Words like “always” or “to our fullest satisfaction” translate to hidden grades. A phrase that sounds friendly may actually signal criticism. If you’re unsure, have your reference reviewed – hidden messages can affect your next job search.

Reference letters must be requested

Employers are not required to issue a reference automatically. You must ask for it explicitly. If your employer fails to deliver, you should proceed step by step:

1. Send a formal written request for your reference.
2. Follow up regularly with your supervisor or HR.
3. Set a specific deadline for submission.
4. Warn that you’ll take legal steps if ignored.
5. Seek legal assistance if the employer continues to refuse.

How long you can expect to wait

As soon as the end of your employment is foreseeable – after a dismissal, a fixed-term contract, or a mutual termination – you may already request the reference before your final workday. It must be handed over by your last day at the latest.

Even after an immediate dismissal, your employer must issue a reference – ideally within a few days. If it takes longer without a valid reason, follow up and set a clear deadline. Only in cases of mass layoffs can the process reasonably take more time.

Bad reference after termination?

If your reference after termination is negative or unfair, don’t accept it silently. It can severely damage your career prospects. Employees are entitled to a correction of their reference.

Here’s what to do:

1. Speak with HR or your manager: sometimes poor wording is unintentional or based on misunderstanding the formal “reference code.” A constructive discussion and concrete suggestions can often solve the issue.
2. Send a written objection: if nothing changes, write a formal complaint. List the problematic parts and suggest alternative wording. Give your employer a two-week deadline for corrections.
3. File a claim at the German labor court (Arbeitsgericht) if no resolution is reached. You usually have three weeks after receiving the reference to file a claim for correction.

If disputes arise about your “grade,” you may opt for a simple reference instead. This makes sense for short-term jobs or if you want to avoid drawn-out conflicts.

Sample letter: Requesting your reference after termination

If you want to ask for your reference, you can use a template like this. Download and adapt it as a PDF or Word file.

Download PDF

Download Word

Frequently asked questions (FAQ)

1. § 109 GewO = Section 109 German Trade Regulation Act ↩︎