An interim reference (Zwischenzeugnis) is a reference letter issued during a still-ongoing employment relationship — as opposed to the final reference (Endzeugnis) issued when the employment ends. You can demand one when you have a legitimate reason (berechtigtes Interesse). In some cases, an interim reference is the most valuable single document in your file.
When you have a legitimate reason
- A change of direct manager. The person who can best assess your work is leaving or moving; you have an interest in capturing the assessment before institutional memory fades.
- An internal application. You are applying for another role inside the same company or group and need a written reference for the application file.
- An upcoming reorganisation, sale of the business, or management buyout. The new ownership or structure creates uncertainty; a current Zwischenzeugnis preserves your record.
- A long period without a reference. After several years of employment without a reference, an interim Zeugnis is usually granted as a matter of good practice even without a specific trigger.
- An external job application in some cases — though employers often resist this on the grounds that an open application risks the trust relationship.
What it should contain
A Zwischenzeugnis follows the same structure as a final reference (employer, employee data, duties, performance assessment, conduct assessment) — but instead of a closing formula about your departure, it ends with a statement like “We issue this interim reference at the employee’s request”. The grading conventions are identical to the Endzeugnis.
Strategic uses
- Locking in a high grade before things sour. If you have a good relationship with your current manager but you anticipate a difficult phase ahead, a Zwischenzeugnis preserves the current assessment. The employer is unlikely to issue a worse Endzeugnis later without a documented reason.
- Document trail in a dismissal dispute. A Grade 2 Zwischenzeugnis issued three months before a behavioural dismissal is a powerful piece of evidence — the employer cannot credibly claim long-standing performance issues.
- Preparation for severance negotiations. Having a strong Zwischenzeugnis in hand shifts the negotiation in your favour, because the employer knows the final reference will need to be at least as good.
The form
Request the Zwischenzeugnis in writing, briefly identifying the legitimate reason. Most employers respond within two to four weeks. If yours does not, a formal demand with deadline is usually enough; if not, the claim is enforceable at the labor court alongside any other open claims.
When to ask without raising eyebrows
- Right after your annual performance review (use the review notes as supporting material).
- After a major project completion (your contribution is fresh, the manager can be specific).
- When a manager change is announced (the explanation writes itself).
- When the company is in flux (restructuring, ownership change, layoffs in another team).
Drafting your own version to submit
Many employers will accept a draft you submit, then minimally edit. This is a powerful tactic. We can draft a Zwischenzeugnis for you in your manager’s voice, aligned with the standard German conventions, and you submit it as “for your convenience”. HR departments under time pressure often sign with minimal changes.
What to expect on form
A Zwischenzeugnis on company letterhead, dated, signed by an authorised representative, structured like a final Zeugnis but with a closing line like “Dieses Zwischenzeugnis wird auf Wunsch des Mitarbeiters erstellt” rather than a Bedauerns-formula. The grading conventions are identical.