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Termination by Employer (Sections 12 and 13 TV Stud III)

It is possible for your employer to terminate your employment. Termination must be communicated in writing (Section 12 TV Stud III). A differentiation should be made between:

  • ordinary termination and
  • extraordinary termination

For an ordinary termination, the notice period is six weeks by month’s end. During the probationary period (the first three months of employment), it is two weeks by month’s end. For an extraordinary termination, notice can be given within two weeks if serious reasons exist preventing the continuation of employment.

The Staff Council is to be informed before the notice of termination is given. If you are threatened with termination, we strongly recommend consulting with the Staff Council. By the way: If research projects end before the conclusion of the arranged contract duration, this does not represent a reason for dismissal. Instead, you are entitled to be transferred to a different position within the University.

-> See also: Termination of Employment, Disciplinary Warning, Transfer within the University

Termination by Employee (Sections 12 and 13 TV Stud III)

Employees are permitted to terminate their contract before it ends without providing a reason. This termination must be submitted in writing and submitted to Human Resources. The notice period (after the probationary period) is six weeks till month’s end. However Human Resources generally accepts other periods of notice, if an annulment contract has been mutually concluded. You can, thus, terminate your employment without notice if important reasons exist. The notice period for both the employee and employer during the probationary period is two weeks till month’s end.

-> See also: Annulment Contract, Termination of Employment, Transfer within the University, Termination by Employer

Termination of Employment (Sections 12, 13 TV Stud III, employment contract)

The employment relationship ends:

a) without a termination, in the event of:

  • Expiry of the period stipulated in the employment contract (end of contract)
  • Exmatriculation
  • End of the semester in which the final exam was successfully taken

b) through termination or an annulment contract.

Please refer to Vacation for information regarding vacation days in the calendar year in which your employment ends. It is important that you take your vacation days before your employment ends as they are usually not paid out.

-> See also: Termination: by the employee/by the employer, Annulment Contract, Final Exam

Termination of Enrollment (Sections 14, 15 BerlHG, Section 12 Abs. 3 TV Stud III)

If your enrollment is terminated, your employment is likewise terminated as it is conditional upon your enrollment. However, an exception applies to exmatriculation resulting from successful completion of studies. In such a case, your employment is terminated at the end of the semester in which you completed your final coursework/exam.

-> See also: Final Exam, Termination of Employment

Transfer Within the University

It is possible to transfer to another workplace within Technische Universität Berlin. After a new application and a hiring proposal for you, no notice is necessary, let alone advisable. Instead, you should arrange a transfer date with your former workplace. If your former workplace refuses to do so, you must inform your workplace and Human Resources that you would like to be transferred to your new place of work at the earliest possible date. The same notice periods apply for a transfer as for a regular termination, that is six weeks to month’s end.

There are some exceptions in which a transfer is not possible. For example, it may not be possible for you to transfer from a position funded by external funding to a budgeted position. Your personnel team will inform you in advance however, if this is the case.

You should also note that it may make more sense to have a new contract, as it may have a longer contract duration

Tutor Scheduling Plan

The tutor scheduling plan (TAP) details how student assistants are scheduled for tutoring work. In the plan, the workplaces of student assistants and the tutor:student ratios for different teaching activities (labs, projects, practical tutorials, tutorials) are categorized.

Funds for student assistants are allocated to the faculties based on the TAP: The TAP can be used, among other purposes, to support arguments if there is resistance to workloads and group sizes. We are currently experiencing a higher workload again and increased group sizes in tutorials.

As the TAP is partially based on amended calculation formulas from the 1990s, the Staff Council is currently pushing for the TAP to be fundamentally revised so that it reflects the actual situation.

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H 1501b-d
Straße des 17. Juni 135
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0049 30 314-21724

Staff Council for Student Assistants

H 1501b-d
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0049 30 314-22351

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