A twelve-month programme may state a precise final day and still contain rules for ending the relationship earlier. To understand the sequence, separate the fixed term, probationary period and notice provisions before considering how they interact.
Mark the calendar dates
Write down the first day, stated last day and the exact length of probation. Check whether the programme rotates between departments or training phases without changing the employing entity. A rotation is not necessarily a new contract period.
Read each route to termination
Find wording on ordinary notice during probation, ordinary notice after probation and termination for serious cause. Also identify any clause addressing the automatic end of the fixed term. Do not assume that one notice period applies throughout the entire agreement.
If the document incorporates a collective agreement or policy, obtain the referenced text. A clause that says the applicable rules govern notice cannot be assessed from the main agreement alone.
Ask about the operational process
Useful questions include where notice must be sent, whether written form is required, who receives company property and how remaining leave is handled. These practical details do not replace an assessment of the clause, but they make the recorded obligations easier to follow.
Where enforceability or an existing dismissal is disputed, seek prompt advice from a German employment lawyer; consultation on a proposed agreement is not representation in a termination matter.