Wie Muss Ein Arbeitszeugnis Aussehen

Willkommen! Planning to work in Germany, even for a short time? Understanding the German Arbeitszeugnis, or employment reference, is crucial. It's far more than just a simple letter; it's a comprehensive document that details your performance, skills, and conduct during your employment. This guide will break down what an Arbeitszeugnis is, why it's important, and what you should look for to ensure it accurately reflects your contributions.

Was ist ein Arbeitszeugnis?

The Arbeitszeugnis is a written evaluation of an employee's performance and conduct during their employment. It's a legal right for every employee in Germany upon termination of their employment contract, regardless of whether the termination is initiated by the employee or the employer. Think of it as a formal testimonial, a professional report card outlining your strengths, weaknesses (often subtly implied), and overall suitability for future employment. While seemingly straightforward, decoding the nuanced language often used requires a bit of insider knowledge.

Warum ist ein Arbeitszeugnis wichtig?

The Arbeitszeugnis is a crucial document for your future job search in Germany. Here's why:

• Beweis Ihrer Erfahrung: It serves as official proof of your employment history, responsibilities, and achievements. It verifies what you claim in your CV.
• Eindruck auf zukünftige Arbeitgeber: Potential employers rely heavily on the Arbeitszeugnis to assess your qualifications and suitability for a position. A strong Arbeitszeugnis can significantly increase your chances of landing an interview.
• Verhandlungsgrundlage: It provides a basis for salary negotiations and career advancement. A positive Arbeitszeugnis demonstrates your value and justifies higher compensation.
• Rechtlicher Anspruch: You are legally entitled to receive an Arbeitszeugnis, ensuring that your employment history is properly documented. Don't hesitate to request one!

Die Arten von Arbeitszeugnissen

There are two main types of Arbeitszeugnisse:

• Einfaches Arbeitszeugnis (Simple Employment Reference): This is a basic confirmation of your employment, stating the duration of your employment and your job title. It doesn't include any evaluation of your performance or conduct. While legally sufficient, it's generally not as valuable as a qualifiziertes Arbeitszeugnis.
• Qualifiziertes Arbeitszeugnis (Qualified Employment Reference): This is a more detailed document that includes information about your tasks, responsibilities, skills, and performance. It also assesses your conduct and provides an overall evaluation of your contribution to the company. This is the type of Arbeitszeugnis you want and is standard practice in Germany.

For most situations, especially when looking for new employment, you'll want to request a qualifiziertes Arbeitszeugnis.

Der Inhalt eines qualifizierten Arbeitszeugnisses

A qualifiziertes Arbeitszeugnis typically includes the following sections:

1. Überschrift (Heading): Clearly identifies the document as an "Arbeitszeugnis".
2. Angaben zum Arbeitnehmer (Employee Information): Includes your full name, date of birth, and address.
3. Angaben zum Arbeitgeber (Employer Information): Includes the company's name and address.
4. Dauer des Arbeitsverhältnisses (Duration of Employment): Specifies the start and end dates of your employment.
5. Tätigkeitsbeschreibung (Job Description): Describes your main tasks, responsibilities, and areas of expertise. This should be detailed and comprehensive.
6. Leistungsbeurteilung (Performance Evaluation): This is the most important section! It evaluates your work performance, skills, knowledge, and achievements. Pay close attention to the wording, as subtle nuances can significantly impact the overall impression.
7. Verhaltensbeurteilung (Conduct Evaluation): Assesses your conduct towards colleagues, superiors, and clients. It should confirm that you were a reliable and cooperative employee.
8. Schlussformulierung (Closing Statement): Expresses gratitude for your contributions and wishes you well for the future. The tone and wording of this section can also indicate the employer's overall satisfaction with your performance.
9. Datum und Unterschrift (Date and Signature): The Arbeitszeugnis must be dated and signed by a authorized representative of the company (usually your supervisor or someone from HR).

Die Noten im Arbeitszeugnis: Decoding the Secret Language

German Arbeitszeugnisse don't explicitly state a grade like in school. Instead, they use a specific wording style to convey the employer's evaluation. Understanding this "secret language" is crucial for interpreting the true meaning of the reference. Here's a breakdown of the most common phrases and their corresponding "grades":

• Sehr gut (Very Good): Phrases like "stets zu unserer vollsten Zufriedenheit" (always to our complete satisfaction) or "er/sie hat unsere Erwartungen stets in jeder Hinsicht übertroffen" (he/she always exceeded our expectations in every respect) indicate exceptional performance.
• Gut (Good): Phrases like "stets zu unserer vollen Zufriedenheit" (always to our full satisfaction) or "er/sie hat unsere Erwartungen stets erfüllt" (he/she always met our expectations) suggest a solid and reliable performance.
• Befriedigend (Satisfactory): Phrases like "zu unserer vollen Zufriedenheit" (to our full satisfaction) or "er/sie hat unsere Erwartungen erfüllt" (he/she met our expectations) imply an average performance. This is often the baseline, and anything below this can be problematic.
• Ausreichend (Sufficient): Phrases like "im Allgemeinen zu unserer Zufriedenheit" (generally to our satisfaction) or "er/sie hat sich bemüht, unsere Erwartungen zu erfüllen" (he/she made an effort to meet our expectations) suggest a below-average performance. This indicates potential weaknesses and should be carefully reviewed.
• Mangelhaft (Deficient): Phrases like "er/sie war bemüht" (he/she tried) or the omission of positive qualifiers often point to significant performance issues. This is a red flag and requires immediate attention.

Wichtig: Pay attention to adverbs and adjectives! The difference between "stets" (always) and "im Allgemeinen" (generally) can drastically alter the meaning of a phrase.

Achte auf versteckte Botschaften (Pay Attention to Hidden Messages)

German Arbeitszeugnisse often use subtle cues and omissions to convey negative information without explicitly stating it. This is why it's important to read between the lines and look for potential red flags:

• Fehlende Selbstverständlichkeiten (Missing Obvious Points): If a common task or skill is omitted from the job description or performance evaluation, it could indicate a weakness in that area. For example, if a sales position doesn't mention "erfolgreiche Kundenakquise" (successful customer acquisition), it might suggest the employee struggled with sales.
• Passive Formulierungen (Passive Voice): Using passive voice can downplay the employee's responsibility or initiative. For example, "Die Aufgaben wurden erledigt" (The tasks were completed) is less positive than "Er/Sie erledigte die Aufgaben selbstständig" (He/She completed the tasks independently).
• Bestimmte Reihenfolge (Specific Order): Traditionally, positive aspects are mentioned before negative ones. If negative points are listed first, it can signal a more critical evaluation.
• Widersprüche (Contradictions): Watch out for conflicting statements or inconsistencies in the Arbeitszeugnis. For example, if the job description emphasizes teamwork, but the conduct evaluation doesn't mention the employee's collaborative skills, it could raise concerns.
• Die "Geheimcodes" (Secret Codes): Some phrases have acquired negative connotations over time. For example, "Er/Sie war stets pünktlich" (He/She was always punctual) can imply that punctuality was the only positive attribute. Similarly, "Er/Sie war gesellig" (He/She was sociable) can suggest that the employee spent too much time socializing instead of working.

Was tun, wenn Sie mit Ihrem Arbeitszeugnis nicht einverstanden sind? (What to Do if You Disagree with Your Arbeitszeugnis?)

You have the right to request corrections or modifications to your Arbeitszeugnis if you believe it is inaccurate or unfair. Here's what you can do:

1. Gespräch mit dem Arbeitgeber (Talk to Your Employer): Start by discussing your concerns with your former employer, ideally your supervisor or someone from HR. Explain why you believe the Arbeitszeugnis is inaccurate and provide specific examples to support your claims.
2. Schriftliche Einwände (Written Objections): If the initial discussion doesn't resolve the issue, submit your objections in writing. Clearly state which parts of the Arbeitszeugnis you disagree with and propose specific changes.
3. Anwaltliche Beratung (Legal Advice): If your employer refuses to make the necessary corrections, consult with a lawyer specializing in employment law (Arbeitsrecht). They can advise you on your legal options and represent you in negotiations or legal proceedings.
4. Klage vor dem Arbeitsgericht (File a Lawsuit): As a last resort, you can file a lawsuit at the labor court (Arbeitsgericht) to demand a corrected Arbeitszeugnis. This can be a lengthy and costly process, so it's important to weigh the pros and cons carefully.

Fristen (Deadlines): Be aware of the deadlines for objecting to your Arbeitszeugnis. These deadlines vary depending on the specific circumstances, so it's crucial to seek legal advice as soon as possible.

Fazit (Conclusion)

The German Arbeitszeugnis is a critical document that can significantly impact your career prospects. Understanding its structure, content, and the subtle nuances of its language is essential for ensuring that it accurately reflects your skills, experience, and contributions. Don't hesitate to seek clarification, request corrections, or consult with a lawyer if you have any concerns about your Arbeitszeugnis. A well-crafted Arbeitszeugnis can be a valuable asset in your job search and help you achieve your career goals in Germany. Viel Glück!