Guide · 06 August 2026 · 5 min read
The three-week deadline after a fixed term ends
Why employees disputing the end of a fixed-term contract in Germany should seek qualified advice quickly.
An employee who believes a fixed term is ineffective cannot safely assume the issue can be raised months later. German employment procedure attaches particular importance to the period immediately after the agreed end date.
Why three weeks appears so often
Section 17 of the TzBfG links a challenge to a fixed term with a three-week period. In broad terms, an action seeking a declaration that employment did not end because of the fixed term must be brought before the labour court within three weeks after the agreed end.
That sentence is orientation, not a calculation for an individual case. Questions about service, continued work, successive contracts or another type of claim can change the analysis. A German-qualified employment lawyer should assess the precise deadline.
What to preserve immediately
Keep the signed original agreement, all amendments, emails accompanying extensions, records of work after an end date, and communications about renewal. Note when each document was received and signed. Do not alter files or rely only on screenshots if the original message is available.
A practical response
If an end date is close or has passed, state the date in the first line of an enquiry to counsel. Ask directly whether an Entfristungsklage deadline may apply. General workplace guidance can help organise the file, but it should never delay formal advice when a court period may be running.