Arbeitszeugnis in minutes

What is an Arbeitszeugnis?

An Arbeitszeugnis is a German employment reference letter that an employer issues to an employee when the employment relationship ends, or on request while it continues. It describes the role, duties, and performance.

Under German law, employees are entitled to one, and it commonly follows a set of accepted conventions for tone and wording that both employers and future employers recognize.

When do you need one?

An Arbeitszeugnis is useful any time an employment relationship changes or a record of it is needed. Common cases include:

• An employee leaving the company for a new role
• A request for an interim reference while still employed
• Applying for further education, training, or a visa
• Closing out a fixed term contract or internship
• Updating an outdated or incomplete earlier reference

Types of Arbeitszeugnis

The right type depends on how much detail is needed and whether the employment has ended. We adapt the document based on the type you select, including:

• Einfaches Zeugnis: a simple reference covering role, duties, and duration only
• Qualifiziertes Zeugnis: a qualified reference that also evaluates performance and conduct
• Zwischenzeugnis: an interim reference issued while employment continues
• Endzeugnis: a final reference issued when employment ends

What to include

A complete Arbeitszeugnis leaves no gaps that could raise questions later. Make sure yours covers:

• Company letterhead and the employee's full name and role
• The exact start and end dates of the employment
• A clear description of the duties and responsibilities
• An evaluation of performance, if the type you chose includes one
• An evaluation of conduct toward colleagues and supervisors
• A closing formula, the date, and a signature

Understanding Zeugnissprache

German employment references follow a long standing convention called Zeugnissprache, where set phrases carry an implied grade even though the wording itself sounds positive on the surface.

Tell us about the employee's actual performance and conduct, and the document is worded to match the accepted convention for that level.

Common mistakes to avoid

• Leaving out the legally required benevolent tone (wohlwollend)
• Using vague language that does not describe real duties
• Forgetting a closing formula that matches the performance level
• Getting the employment start or end date wrong
• Including negative information without a clear factual basis
• Skipping the signature or issuing the letter on plain paper