🇩🇪 Germany · Employment & Labor
Hiring rules, employment contracts, payroll, social insurance, and EOR options.
Quick answer
German employment law is strongly protective: a statutory minimum wage (Mindestlohn), at least 20 days' paid leave (usually more), and strong dismissal protection (Kündigungsschutz) for established employees. Works councils and collective agreements (Tarifverträge) shape conditions; disputes go to the labour courts (Arbeitsgericht).
Employment is governed by a body of labour law overseen by the Federal Ministry of Labour and Social Affairs (BMAS); a statutory minimum wage and mandatory social insurance apply.
- A statutory minimum wage (Mindestlohn) applies to most employees.
- Employers and employees share contributions to health, pension, unemployment and care insurance.
- Dismissal protection applies in larger establishments after a qualifying period.
Step-by-step
- 1
Get a written contract
You should receive a written employment contract or a statement of essential terms; check pay, hours, notice and any collective agreement that applies.
- 2
Know your pay and hours rights
You must receive at least the statutory minimum wage (or the higher collectively-agreed rate); the Working Hours Act limits daily hours and requires rest.
- 3
Understand leave and time off
The Federal Leave Act guarantees at least 20 days’ paid leave on a five-day week (many contracts give 25-30), plus continued pay when sick.
- 4
Register for social insurance
You are enrolled in statutory health, pension, unemployment and care insurance, with contributions split between you and the employer.
- 5
Know the dismissal-protection rules
In larger firms, after six months' service the Dismissal Protection Act requires a socially-justified reason to dismiss you; notice periods increase with tenure.
- 6
Resolve disputes at the labour court
Consult the works council if there is one, and bring claims to the labour court (Arbeitsgericht).
Checklist
- Written contract / essential terms + applicable Tarifvertrag
- Minimum wage (or collectively-agreed rate)
- Working-hours limits + rest
- ≥20 days’ leave + continued sick pay
- Social insurance (health/pension/unemployment/care)
- Dismissal protection (after 6 months, larger firms) + notice
- Works-council consultation where present
- Dispute route (labour court / Arbeitsgericht)
Official authorities
- Federal Ministry of Labour and Social Affairs (BMAS)
Labour law and social-security policy.
Frequently asked questions
How much holiday am I entitled to?
The statutory minimum is 20 days on a five-day week, though most contracts and collective agreements give 25-30 days.
What is Kündigungsschutz?
Dismissal protection: in covered firms an employer generally needs a socially-justified reason (conduct, capability or operational) to dismiss an established employee.
What is a works council?
A Betriebsrat is an elected employee body that co-determines many workplace matters in larger companies.
Official-information aggregation, not legal advice. Always verify on the authority's own site.
Government portals
- Federal Government of Germany — Germany's Federal Cabinet official website — policy, legislation, news, and government programs
- Federal Office for Migration (BAMF) — German visas, EU Blue Card, asylum, integration courses, and permanent residency
- Federal Central Tax Office (BZSt) — Tax ID (IdNr) registration, tax identification lookup, withholding tax refunds — the key authority for foreign taxpayers in Germany