Whether you're a German national or working in Germany as a foreign employee, German labour law applies equally to all workers. The country has strong regulations in place to protect employee rights, from employment contracts and wages to health and safety and anti-discrimination. This guide offers a clear overview of the most important rules you need to know for a fair and safe work experience in Germany.
When you start your job in Germany, you’ll have an employment contract. It might be verbal at first, but your employer must give you a written copy within one month. This contract should clearly say:
Make sure you get a copy of your signed contract. If it’s not in a language you understand, ask for time to have it translated before signing. Always request a copy of the signed contract for your records.
It is a statutory insurance system that provides protection against general life risks. In general, social insurance contributions are shared equally between employees and employers. However, contributions for statutory accident insurance are paid entirely by the employer.
Social Security Insurance includes:
These contributions provide you with health care, retirement benefits, unemployment support, and protection in case of work-related accidents. Your employer shares the cost, which is automatically deducted along with your own contributions from your wages.
German labour law requires employers to ensure a safe and healthy working environment. This means:
If you notice unsafe conditions, report them to your employer or works council immediately. Your safety and well-being are a top priority.
In Germany, the Works Constitution Act (BetrVG) plays a vital role in ensuring employee participation in workplace decisions. Any private-sector establishment in Germany with at least five employees entitled to vote, of whom three are eligible for election, must allow employees to elect a works council.
The works council acts as the representative body for all employees, communicating workforce proposals to the employer. One of its key responsibilities is to ensure compliance with laws, safety regulations, collective agreements, and works agreements designed to protect employee rights and welfare.
Beyond representation, the works council holds significant participation rights in matters related to social welfare, personnel policies, and economic issues, fostering dialogue between employees and management.
In Germany, the standard working day is eight hours on average but can be extended to a maximum of ten hours for short periods if compensated by shorter hours on other days. Between shifts, workers must have a rest period of at least 11 hours.
If you work between 6 to 9 hours daily, you are entitled to a 30-minute break. For workdays longer than 9 hours, the break extends to 45 minutes. It is important to know that breaks cannot be taken at the end of the day to shorten working hours and are not counted as paid working time.
The minimum holiday entitlement in Germany is two days for each full month of work. If you agree with your employer, holiday pay may be paid out at the end of your employment period.
For those who work on Sundays or public holidays, your employer must grant you equivalent days off within eight weeks as compensation.
Germany enforces a statutory minimum wage to ensure fair pay for all workers. The German minimum wage is currently set at €12.82 gross per hour, effective from January 1, 2025. This applies to all employees in Germany aged 18 and older, regardless of whether they are German citizens or foreign workers, and regardless of whether their employer is German or foreign. Employers cannot pay less than this, even if you have agreed on a piecework rate.
You are also entitled to receive a payslip that details your earnings and any deductions, including taxes and social security contributions. If your employer provides accommodation, the costs may be deducted from your wages but must be clearly itemized on your payslip.
Seasonal workers can refer to sample contracts related to accommodation, meals, and travel expenses to understand these arrangements better.
Both you and your employer have the right to terminate the employment relationship, including seasonal contracts, by observing the notice periods stated in your employment contract. Termination without notice is only valid under specific circumstances.
For a termination notice to be legally valid, it must be handed over in written form and signed by both parties or witnessed at the time of delivery. Importantly, termination notices sent by email are not legally recognized in Germany.
German labour law offers comprehensive protection for all workers, citizens and migrants alike. From minimum wage to fair termination, health and safety to anti-discrimination, knowing your rights helps you work safely and fairly.
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