The new job has been found, but the previous flat continues to run on a fixed-term basis. To prevent the change of employment becoming an unplanned financial transition, you should first clarify your contractual exit routes. The desired moving date alone does not terminate the existing contract.
First clarify the scope of application and the contract version
Gather the contract, extensions and any agreed exit options together. Important are the actual date and the question of which statutory rules apply to the flat. Our editorial recommendation: create a timeline from this, rather than equating the currently visible end date with all possible termination options.
§ 29 Absatz 2 MRG provides for a right of termination after the expiry of one year for the fixed-term main or sub-tenancy agreements for flats covered by that provision. The provision specifies a three-month period and the last day of the month as the deadline. [MRG29] Whether this provision covers your contract and which specific receipt date follows from it must be examined separately. This article deliberately does not provide a blanket termination calculation based on the start of the job.
Do not confuse three different routes
An already existing statutory or contractual right of termination is a different route from a consensual termination. In the latter you request a specific agreement, for example for an earlier end of the contract. In addition, particular legal grounds for termination may need to be examined. You should not infer an automatically existing special route from the employment reason alone.
Therefore do not write only that you have to move. State which solution you propose and by which date you need a response. If you want to use a termination route, have the content, form and deadline checked in good time. A polite request for consent can legally be something different from the intended termination.
Transition planning needs a confirmed end point
First plan based on the previously binding status. A possible earlier dismissal will only be taken into account as such when the appropriate agreement is in place. A subsequent person interested in the flat does not by itself answer every question about your own contract end.
An earlier handover of the keys, the takeover of furniture and the settlement are also separate issues. Record what is actually agreed. In the case of outstanding costs or a deposit, the return is not a suitable occasion to sign off on a comprehensive settlement without checking.
Example: job start and contract end do not coincide
A tenant starts a new job in December. After an initial review the desired November move-out does not automatically fit with the existing termination route. He therefore additionally proposes a consensual solution. As long as there is no reply, he plans financially for a possible overlap. The letting side later agrees to a specific date; both parties still clarify the handover and actual settlement.
Turn uncertainty into a specific technical question
The words fixed-term and job change are not sufficient for advice. Bring the contract version, start or extension, desired move-out and previous correspondence. This makes it possible to specifically check which route is open. This article does not replace an individual assessment of an important ground for termination and does not promise automatic exemption from costs due to the new job.