Changing Job Training Providers: Is It Possible?
In Germany, apprentices (Auszubildender) have the right to terminate their training contract, but it's essential to understand the legal steps and considerations involved.
After the Probation Period
After the initial six months, apprentices cannot terminate their training contract arbitrarily. They must observe a notice period of four weeks (§ 22 BBiG) and provide a valid reason for termination. Immediate termination without a serious reason is not permitted outside probation.
During the Probation Period
During the probation period, both apprentice and employer can terminate the contract at any time without giving a reason, often with a short notice period (sometimes as short as two weeks).
Written Notice
The apprentice must submit a formal termination letter (Kündigungsschreiben) to the employer to make the resignation valid. Verbal communication is insufficient.
Reason for Termination
After probation, termination usually requires “good cause,” for instance, workplace harassment, training inadequacy, health reasons, or other significant impediments. Otherwise, the employer can refuse termination or contest it.
Legal Protections
Certain protected groups (pregnant apprentices, severely disabled trainees) have special dismissal protection, meaning termination is heavily restricted or requires official consent.
Consequences
Apprentices should evaluate the impact on their career and benefits (e.g., unemployment benefits eligibility) since terminating may affect job search rights or social security benefits.
Consultation
It is prudent to consult a legal expert or the vocational school’s counselor before terminating, to understand rights, obligations, and alternatives (such as contract modification or mediation).
Changing Companies
Apprentices should be aware that they cannot continue their training in another company if they terminate their training relationship without a valid reason.
Leaving the Chosen Profession
Apprentices can only terminate their training if they wish to leave the chosen profession.
In summary, outside the probation period, an apprentice in Germany must respect the statutory or contractual notice period (usually four weeks) and provide a valid reason if required. Written notice is compulsory. It is essential to carefully consider legal protections and career implications before terminating training early. Consulting a labor law expert is advisable for proper guidance.
For problems and questions about apprenticeships, apprentices should seek advice from the DGB Youth Association's online offer "Dr. Azubi." It's also helpful for apprentices to check if the new company recognizes previous training times before considering a move.
- Pursuing self-development and career advancement often necessitates acquiring new skills, as the changing work environment might necessitate the updating of existing skill sets.
- In addition to learning valuable trade skills during the apprenticeship, apprentices should be aware of labor laws and regulations, including proper notice periods, to avoid potential career setbacks and legal problems.
