Do I have a period for reflection?

No. There is no statutory period for reflection for termination agreements. Once you have signed, you are bound. Always ask for time to reflect — the employer should grant it if it does not want to risk the agreement being invalid because you were taken by surprise.

Will I lose unemployment benefit?

Probably yes: with a termination agreement there is a risk of a 12-week blocking period (§ 159 SGB III) during which no ALG I is paid. Exceptions: an imminent dismissal for operational reasons with severance within the range of 0.25–0.5 monthly salaries per year of service (Federal Employment Agency's internal instructions).

What is a turbo or sprinter clause?

A clause that allows you to end the employment early, before the agreed termination date, by your own declaration — usually in exchange for additional or increased severance pay. Useful if you find a new job quickly.

What does the settlement clause say?

It states that, once the agreement has been performed, all mutual claims arising from the employment relationship are settled. Be careful with bonuses, commissions, overtime, untaken holiday and the occupational pension — these should be expressly excluded or dealt with.

Consumers · Review a termination agreement

Review a termination agreement (Aufhebungsvertrag) — before you sign

ALG I blocking period, amount of severance pay, turbo/sprinter clause, non-compete clause, settlement clause — AI review of your termination agreement in minutes.

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Quick check: what should you do?

3 short questions — no sign-up required.

Were you pressured to sign immediately?

Was the termination agreement initiated by the employer (without an imminent dismissal for operational reasons)?

Is the severance pay below 0.5 gross monthly salaries per year of service?

Does it contain a post-contractual non-compete clause?

Are you pregnant, on parental leave, severely disabled or a works council member?

Deadline at a glance

Before signing — no statutory period for reflection

Unlike doorstep sales, there is no statutory right of withdrawal or period for reflection. Once you have signed, you are bound. Always ask for time to reflect.

It is an AI, not a person: nobody looks at your individual case, and we do not know who signs up or for what reason. That is why we give pointers, but no legal advice on the individual case. Guidelines and playbooks in the platform are only guardrails: the AI relies on the available sources and your information. AI can make mistakes — check important results, and if in doubt, ask a lawyer.

Typical risks in this scenario

What we pay special attention to

Curated from real cases. The AI review flags exactly these points in your document.

Blocking period for unemployment benefit (ALG I) of up to 12 weeks (§ 159 SGB III)
Severance below the rule of thumb of 0.5 × gross monthly salary × years of service
A settlement clause wipes out bonuses, commissions and overtime
Post-contractual non-compete without compensation (Karenzentschädigung)

What you can do here in 5 minutes

A termination agreement brings quick relief — but as a rule costs 12 weeks of unemployment benefit (§ 159 SGB III) and often contains clauses that become expensive later (settlement clause, non-compete clause, remaining holiday). There is no statutory period for reflection. Before you sign: have it checked.

Upload the termination agreement — the AI checks the ALG I blocking period risk, the amount of severance pay against the rule of thumb, garden leave, the turbo/sprinter clause, the non-compete clause, the settlement clause, the reference grade and the occupational pension.

How it works

Results in three steps

Upload the contract

PDF or DOCX — we extract the critical clauses automatically.

Risk heat map

Blocking period, amount of severance pay, turbo clause, non-compete clause, settlement clause — clause by clause.

Next steps

Concrete points for negotiation plus referral to a specialist employment lawyer.

What you get

Upload the contract – PDF or DOCX — we extract the critical clauses automatically.
Risk heat map – Blocking period, amount of severance pay, turbo clause, non-compete clause, settlement clause — clause by clause.
Next steps – Concrete points for negotiation plus referral to a specialist employment lawyer.

What it is not

No negotiation with the employer on your behalf.
No binding tax assessment.
No representation before the labor court.

FAQ

Common questions about this case

Transparency

What the AI checks — and what only a lawyer can decide

An AI is only as good as the question. We show openly where your answer is reliable and where you should speak with a lawyer.

Practically always: before signing a termination agreement, you should consult a specialist employment lawyer (Fachanwalt für Arbeitsrecht). We can refer you directly.

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