The termination agreement is designed as a win-win in a relaxed and future-oriented manner with the help of NewPlacement AG's set screw model. More than 20 topics, such as internal and external separation communication, severance pay, outplacement, etc., are regulated.

Termination by the employer is the common starting point for professional separation management that leads to a fair, relaxed and future-oriented win-win with the immediate support of a NewPlacement coach. As part of our successful NewPlacement model, we have developed a comprehensive model for a termination agreement. This is why your path should lead directly to the NewPlacement coach after announcing your intention to separate. Especially in the first few hours of the separation, you can remove many stumbling blocks for the rest of the process.

For about 30 years we have been developing classical outplacement, fair mutual separation management, application strategies on 8 runways, professional job search, inverse headhunting, DirectPlacement, opening of the hidden market, matching, career consulting and coaching into our successful concept NewPlacement.com.
On our website you will find a lot of information in the directory resp. in the horizontal sliders around all phases of professional change.
However, the analysis of your personal starting situation, termination arrangements in the set screw model, external image of your current resume/digital self beyond the formal as well as your chances on the labor market (market maturity) and the necessary process steps can only be provided by a personal non-binding informational interview (telephone, video, presence in 60 cities).

A good termination agreement is always a compromise with two winners.
A fair, relaxed and future-oriented termination agreement includes a NewPlacement coaching of your choice (coach, method) until success, where you save income tax and VAT.See also
Questions&Answers or ask us directly!

Contents termination agreement (no legal advice, excerpt)
Full months / Pro rata Severance amount (absolute) Unemployment benefits, lock-up period, necessary clause Length of service (eg. Successor company) in years Company car, time of handover, takeover Factor per year of service (usually 0.5-1.0)





Leave of absence, (irrevocable) Transfer of fees for NewPlacement by company, offset against severance payment (usually 0-50%) Cell phone & computer, takeover or handover, telephone number handover, telephone number Annual gross salary, basis of agreement, monthly salary divided by 12



Communication, internal and external
Exclusion of competition, (partial) waiver Notice period, note from employment contract Monthly salary including fringe benefits, basis for multiplication by factor (e.g. 0.5) Secondary employment, permission, exclusion Competition Reference, personal, willingness, definition Donor Sprinter bonus (in %) for each month (leaving before end of agreement)





Tax-exempt Out/NewPlacement of NewPlacement AG (support job search until successful/guaranteed)
Inheritability of benefits from termination agreement End of agreement, taking into account notice period of employment contract Variable share (bonus) in the period of release, determination


Directory, here you may find further contents Reference, overall assessment Reference, concluding paragraph with proactive motivation to change Reference, job title (target focus) Reference, originator draft (NewPlacement-Coach) Interim reference The set screw model of NewPlacement AG helps to determine all parameters, even disputed ones, in a mutual compromise without dispute and court. Contentious disputes block both sides for months and in the subsequent application process, necessary personal references often have to be dispensed with.








When negotiating termination agreements, the separation should not be dramatized. Fairness, relaxation and a focus on the future should be at the forefront of this win-win instead of disappointment, anger and fear for the future. The NewPlacement-Coach supports you already in the free and non-binding informational interview thereby, all aspects (setting screws) against each other to weigh and for relaxation to provide.

Blocking periods unemployment pay (12 weeks/no legal advice)
The cancellation agreement should terminate the employer-employee relationship instead of an imminent operational or personal notice. It is imperative that the contractual remaining term after a termination be observed. The severance payment should be up to 0.5 monthly salaries per year of employment. The costs for the NewPlacement/OutPlacement consultation are not part of the severance payment and can be paid additionally. About the tax exemption see link above.

The NewPlacement coach can play an important role in the necessary relaxation as well as avoidance of disputes and future-blocking legal proceedings due to his experience.

A cleverly designed severance payment
A termination agreement with a cleverly divided severance payment is used in the case of professional dismissals to avoid social selection, reinstatement or proof of personal reasons. A fair, relaxed and future-oriented severance agreement includes NewPlacement coaching of your choice (coach, method) until success is achieved, saving you income tax and VAT as well as an additional subsidy from the company. The future-proof Out/NewPlacement fee can be financed by the tax benefits through a net settlement half the size and topped up by the company's subsidy.
In addition, a missing amount can be supplemented by an installment model in relation to the new salary (first in the month following commencement).
In general, the severance amount is negotiated as a factor (0.5-1.0) x years of service) times the last monthly salary (annual gross salary incl. bonus etc. divided by 12). Here, 0.5 is a general starting point (courts), unless there are applicable social plans with a higher factor. The severance payment can be topped up by a sprinter bonus (50-100% monthly salary) for leaving early. This results in a direct return on investment of the out/new placement fee for both sides (savings on ancillary costs/leasing/bonus for remaining term even at 100% for the company).
See also Questions & Answers or ask us directly!