recollections from last week
Last week was one of the most emotionally draining experiences I've had in my professional life. It began with an unexpected phone call from a colleague asking me to come into the office to "talk about work stuff." I found it odd—why not just schedule a web call like we usually do?
Still, I went in the next day. The moment I arrived, I sensed something was off. My usual desk setup was gone. I didn’t even have a chair. I tried to brush it off, thinking: people are decent, right?
But then things got weirder. The same colleague who had called me avoided eye contact and offered only an awkward smile. Later, I overheard someone on the phone with a boss, who asked, “Is [my name] in the office?” That should’ve been my sign to leave.
By the afternoon, the picture became clear. I was called into a meeting and informed of my termination.
Just for context, I had been working at this company for only five months. When I had a feedback session in early February, I was even told that everything was going well. It came as a shock, then, to later come across an internal document that suggested my probation period lasted six months. This conflicted with what was in my actual employment contract, which clearly stated only four months. That means my probation had officially ended in February.
This discrepancy was deeply unsettling. If even the basic terms of employment—like the probation period—aren’t clearly understood or honored internally, what else might be overlooked or misrepresented? It raised questions about transparency and internal communication, and made me wonder whether this lack of clarity was part of a broader pattern in how the company operated.
While I had been contemplating leaving for some time—there were things about the company culture that never sat right with me—the way this was handled was shocking. I asked if we could negotiate the end date, perhaps extend it until the end of April to give me time to organize my files and prepare for what’s next. The response? A cold, dismissive "no" from one of the bosses. It didn’t feel like a professional decision—it felt like a tantrum.
Trying to stay calm, I said I’d accept the decision. I asked to take the termination letter with me to review it. Again, I was met with a harsh, almost threatening "no." The atmosphere was so tense, I genuinely feared it might escalate. I avoid conflict whenever I can. My hands were shaking, but I signed the papers. That was my mistake—never sign anything under pressure. In most cases, a warning comes first.
Hoping to retrieve what I could, I asked if I could briefly take the company laptop home to access personal files for my portfolio. Denied. Then, out of nowhere, I was accused of working for another company. What?! I didn’t even know I was doing that! And legally, I can’t—my visa doesn't allow it. I tried to explain, but the boss doubled down and even threatened to involve the legal team.
He stormed out. When the meeting ended, I noticed the laptop had disappeared. He had taken it. That was the moment I realized this wasn’t just a termination—it was an ambush. It felt really uncomfortable. I left the office as quickly as I could.
Was this proper or legal?
It didn’t feel like it. The process was abrupt, hostile, and possibly in violation of labor protections. In many jurisdictions, including Germany:
- Employees are entitled to a clear explanation of their dismissal.
- They should be given time to review documents before signing.
- Abrupt terminations without warning—especially when there's no gross misconduct—can be unlawful.
- Even in cases of suspected gross misconduct, employers are generally required to issue a written warning (Abmahnung) first, unless the offense is exceptionally serious.
- Even if the laptop was company property, denying access to personal files—especially those needed for a job search—may cross legal boundaries, depending on how it’s handled.
I know during probation, employers can usually terminate a contract without needing a strong reason. Even so, regardless of timing, basic professionalism, respectful communication, and fair treatment are still expected. And what I experienced felt like the opposite.
If you’re ever in a similar situation, I highly recommend consulting with a labor lawyer or a union. Just because a company acts a certain way doesn’t mean it’s lawful.
This experience confirmed what I had long suspected: I wasn’t in a healthy work environment. And maybe—just maybe—this sudden and painful end is the beginning of something better.
What makes this experience so jarring is that it had never happened to me before. All my previous companies had been decent, respectful, and professional—even during difficult transitions.