A qualifiziertes Arbeitszeugnis (qualified job reference) assesses not only the type and duration of the role but also the employee's performance and conduct. It must be truthful yet benevolent and is issued only on request (§ 109 GewO). Coded „Zeugnissprache“ expresses school-style grades; the employee bears the burden of proof for anything better than „befriedigend“ (satisfactory).
At a glance
- Right to a written reference under § 109 GewO
- The einfaches Zeugnis (type and duration only) is the default; the qualifiziertes version (with performance and conduct) is issued only on request
- The guiding principle is Wahrheit und Wohlwollen: truthful, but worded benevolently
- The overall grade is expressed through coded Zeugnissprache, not as an open school grade
- For a grade better than „befriedigend" (satisfactory) the employee bears the burden of proof; for a worse grade, the employer does (BAG, 18 Nov 2014 – 9 AZR 584/13)
- Due on termination; an interim reference (Zwischenzeugnis) is possible for good cause
The coded grade language (Zeugnissprache)
- „stets zur vollsten Zufriedenheit" = very good
- „stets zur vollen Zufriedenheit" = good
- „zur vollen Zufriedenheit" = satisfactory
- „stets zur Zufriedenheit" = sufficient
- „zur Zufriedenheit" or „bemüht" = poor
FAQ
Should employees settle for a simple reference or ask for the qualified one?
Only the qualifiziertes Zeugnis is really meaningful for applications, because it rates performance and conduct. Since it is issued only on request, employees should actively ask for it.
May the employer use hidden codes or a „secret language"?
No. The reference must not contain wording that conveys a meaning different from its literal text. Coded put-downs are unlawful and can be challenged for correction.
What can be done about a flawed reference?
There is a right to correction. Disputes usually concern the grade: an employee seeking more than „befriedigend" must present and prove the corresponding performance; for a worse grade, the employer carries the burden.
When is an interim reference (Zwischenzeugnis) available?
For a legitimate reason, such as a change of supervisor, a transfer, a longer Elternzeit, or an upcoming application. An ongoing employment relationship does not rule it out.
Last updated: August 2026
This article provides general information and is not a substitute for legal advice in individual cases.
