What is happening to the Postbank branches?

That is a separate, older programme: as early as the end of October 2023, Deutsche Bank announced it would nearly halve the Postbank branch network from around 550 to around 300 locations by mid-2026; some will continue as advisory or service centres (sources: Immobilien Zeitung, t-online). This branch reduction runs in parallel to the job cuts announced in 2025, the two figures should not be conflated.

Am I entitled to severance pay?

A statutory claim to severance pay only exists in exceptional cases, it is not the general rule. At a large employer like Deutsche Bank, severance pay usually comes from one of three sources: a social plan (Sozialplan) (§§ 111, 112 BetrVG, negotiated between the employer and the works council (Betriebsrat) and directly enforceable via the conciliation committee (Einigungsstelle), § 112 (4) BetrVG), a termination agreement or voluntary redundancy agreement, or a settlement reached in an unfair dismissal claim. This should be distinguished from disadvantage compensation (Nachteilsausgleich) under § 113 BetrVG, which relates to the reconciliation of interests (Interessenausgleich), not the social plan, and applies if the employer deviates from it without compelling reason. For an operational dismissal, the deadline under § 4 KSchG applies: three weeks from receipt, otherwise the dismissal is deemed valid.

How does severance pay affect unemployment benefit and tax?

Two things need to be kept apart: a benefit suspension period (Sperrzeit) (§ 159 SGB III) is mainly a risk if you contribute to your own unemployment through a resignation or termination agreement without good cause. The suspension of entitlement (Ruhen des Anspruchs) (§ 158 SGB III), on the other hand, applies where a severance payment is made and the statutory notice period has not been observed. For tax purposes, the one-fifth rule (Fünftelregelung) (§ 34 EStG) applies; since 1 January 2025 it is no longer applied automatically in payroll tax deductions but only through the income tax assessment, a bunching of income is still required. We work through both figures with you based on your specific offer.

What does advice from you cost?

The initial consultation comes at no upfront cost. If you instruct us, we work on a success basis via litigation funding (Prozessfinanzierung) (litigation funder, operating under the German Legal Services Act, RDG), so you bear no upfront cost risk.

Severance Pay at Deutsche Bank: Job Cuts 2025/26

Q: What is "Deutsche Bank 3.0"?

"Deutsche Bank 3.0" is an efficiency programme unveiled at the end of January 2025. The aim is leaner hierarchies and greater use of artificial intelligence; return on equity is meant to rise above 10% in 2025 (up from 4.7% in 2024). For employees, that means ongoing cost pressure, beyond the current round of job cuts (source: ZDFheute, 19 March 2025).

In March 2025, Deutsche Bank announced it would cut around 2,000 jobs this year, mainly in retail banking and across its branch network. The cuts are part of the "Deutsche Bank 3.0" efficiency programme (sources: ZDFheute, Börsen-Zeitung, 19 March 2025). The exact breakdown by department and location is being negotiated with employee representative bodies.

Reviewed by specialized labor lawyers · Updated: September 2026

Deutsche Bank AG (Frankfurt am Main) announced in March 2025 that it will cut around 2,000 jobs in 2025, with a focus on retail banking and its branch network (sources: ZDFheute, Börsen-Zeitung, 19 March 2025).

This is part of the "Deutsche Bank 3.0" efficiency programme unveiled at the end of January 2025: leaner hierarchies and greater use of artificial intelligence; return on equity is meant to rise above 10% in 2025 (2024: 4.7%).

Separate from this is Postbank: as early as the end of October 2023, the bank announced it would nearly halve the Postbank branch network from around 550 to around 300 locations by mid-2026 (sources: Immobilien Zeitung, t-online).

The bank stresses that the cuts will be socially responsible; as is typical for the sector, this mainly happens through natural staff turnover and termination agreements (Aufhebungsverträge). Around 125 branches were already closed the year before (source: Börsen-Zeitung).

There is no automatic right to severance pay, it results from a social plan (Sozialplan), a termination agreement, or an unfair dismissal claim (Kündigungsschutzklage) (§ 4 KSchG: 3 weeks from receipt).

We review your termination agreement or severance offer at no upfront cost, paid only on success.

Job cuts at Deutsche Bank: what's happening right now?

As of: September 2026. In March 2025, CEO Christian Sewing announced that Deutsche Bank would cut around 2,000 jobs in 2025, with a focus on the retail banking business and a significantly leaner branch network at both Deutsche Bank and Postbank (ZDFheute; Börsen-Zeitung, 19 March 2025). The bank had already closed around 125 branches the year before.

For employees in retail banking and central functions, this creates real uncertainty. The group stresses that the cuts will be socially responsible; as is typical for the sector, such cuts mainly happen through natural staff turnover and termination agreements (Aufhebungsverträge). If you receive an offer, you're negotiating within an ongoing process in which the bank needs planning certainty: that gives you room to negotiate.

"Deutsche Bank 3.0" and Postbank: two separate programmes

The job cuts are part of the "Deutsche Bank 3.0" efficiency programme that Sewing presented at the end of January 2025: leaner hierarchies, greater use of artificial intelligence, and a return on equity of over 10% for 2025 (up from 4.7% in 2024) (ZDFheute, 19 March 2025).

This should be kept separate from an older, unrelated programme at Postbank: as early as the end of October 2023, Deutsche Bank announced it would nearly halve the Postbank branch network by mid-2026, from around 550 to around 300 locations; some will continue as advisory or service centres (Immobilien Zeitung; t-online). This branch reduction is running in parallel: the roughly 2,000 jobs from 2025 and the Postbank halving are two separate matters and shouldn't be conflated.

Your rights in job cuts and severance pay

There is no automatic entitlement to severance pay. At a large, heavily co-determined employer, severance pay usually comes from one of three sources:

Social plan (Sozialplan) (§§ 111, 112 BetrVG): negotiated between the employer and the works council (Betriebsrat) and, if necessary, directly enforceable via the conciliation committee (Einigungsstelle) (§ 112 (4) BetrVG).
Termination agreement or voluntary redundancy agreement: individually negotiated, and often room to negotiate.
Settlement in an unfair dismissal claim: in the case of an operational dismissal; deadline under § 4 KSchG: three weeks from receipt.

This should be distinguished from disadvantage compensation under § 113 BetrVG: it relates to the reconciliation of interests (Interessenausgleich), not the social plan, and applies if the employer deviates from the agreed reconciliation of interests without compelling reason.

Received an offer? Check it before you sign

You should check: the amount against the social plan and your profile, the benefit suspension period risk for unemployment benefit (§ 159 SGB III), a possible suspension of entitlement if the notice period wasn't observed (§ 158 SGB III), waiver and settlement clauses (watch out for outstanding bonuses!), and the tax treatment under the one-fifth rule (§ 34 EStG; since 1 January 2025 only applied via the tax assessment, provided income is bunched). Upload your document and the critical points are flagged in seconds, at no upfront cost.

How we work

An initial consultation at no upfront cost, an assessment of your offer by our partner law firm specialising in employment law, and, if you instruct us, negotiation via litigation funding, with no upfront cost risk for you. Here's how the cost model works.

Note: Team Abfindung is an independent provider and has no business or legal connection to Deutsche Bank AG. Company and brand names mentioned are used solely for the orientation of affected employees.

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