DEMO - Living and working conditions: Country x

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Living and working conditions

The conditions of the traineeship depend on the contract between the two parties – the trainee and the company.

The traineeship contract sets out the following:

• the duration and pay of the traineeship,
• the content and the tasks to be learnt,
• the field of work,
• the objectives.

If the traineeship is a compulsory component of vocational or university education, the trainee retains their educational status.

Where to find opportunities

The public employment service in Germany, the Bundesagentur für Arbeit (BA), publishes vacant traineeship positions on its website at https://www.arbeitsagentur.de/jobsuche.

Applications for a traineeship are made in the same way as applications for a normal job.

Other websites:

• https://www.arbeitsagentur.de
• https://karriere.unicum.de/praktikum
• https://www.praktika.de
• https://www.monster.de
• https://www.stepstone.de

Funding and support

If the traineeship is remunerated, the payment must comply with the regulations on the statutory minimum wage. The following are exempt from this:

• compulsory professional traineeships as part of the training (school, initial vocational training, higher education),
• voluntary traineeships during vocational or higher education up to a maximum of 3 months, and
• orientation traineeships for vocational training or for starting a course of higher education study, for up to 3 months.

Depending on the type of traineeship, contributions to sickness, care, pension and unemployment insurance have to be paid.

Websites:

• Information from the German Trade Union Confederation (Deutscher Gewerkschaftsbund): https://jugend.dgb.de/dgb_jugend/dein-praktikum
• Vocational training career choice magazine of the Federal Employment Office (Bundesagentur für Arbeit): https://abi.de/orientieren/auszeit/praktikum/berufsorientierung-mit-praktika-hintergrund

Living and working conditions

Despite the introduction of the minimum apprenticeship allowance, the allowance paid is not comparable with general earning potential. It varies between EUR 700 and EUR 1 300 per month depending on the profession and region. The allowance paid to apprentices rises each year of their apprenticeship.

From that allowance, a percentage is deducted to cover social security contributions (health insurance, nursing care insurance, pension insurance, unemployment insurance): https://www.make-it-in-germany.com/de/jobs/sozialversicherung/deutsche#c17519. This means that the years of the apprenticeship are taken into account for pension purposes.

Apprentices earning more than EUR 11 604 per year are also required to pay tax (https://www.make-it-in-germany.com/de/arbeiten-in-deutschland/arbeitswelt/gehalt-steuern-sozialversicherung).

Adult apprentices are entitled to at least 24 working days of leave per year.

Minor apprentices are entitled to:

• at least 30 working days of leave if they are under 16 years of age at the beginning of the calendar year
• at least 27 working days of leave if they are under 17 years of age at the beginning of the calendar year
• at least 25 working days of leave if they are under the age of 18 at the beginning of the calendar year

With more than 350 videos and subtitles in English, BERUFE.TV https://web.arbeitsagentur.de/berufetv/themenfilme/willkommen-in-deutschland is your portal to find out more about requirements and working conditions in specific professions. The videos are also available at http://www.berufe.tv/en/apps for Apple or Android smartphones and tablets.

Where to find opportunities?

If you wish to complete a dual apprenticeship in Germany, submit a German language application to a training provider (company) together with your CV and school certificates; this must generally be done one year before the start of the apprenticeship.

Apprenticeship vacancies are published on the internet and in regional daily newspapers.

Online job portals for apprenticeships:

• apprenticeship portal operated by the Federal Employment Office (Bundesagentur für Arbeit): https://www.arbeitsagentur.de/jobsuche/?angebotsart=4
• job portal operated by the Chambers of Industry and Commerce: www.ihk-lehrstellenboerse.de
• access to the regional job portals of the chambers of skilled trades: https://www.handwerkskammer.de/artikel/lehrstellenboerse-5620,10,13.html

In addition, there are various specialist platforms that offer apprenticeship vacancies (mostly specific to a particular industry). Almost all traditional job portals also have an ‘Apprenticeship’ section. Furthermore, apprenticeship vacancies are regularly published on company and authority websites.

The selection process varies depending on the organisation. Larger organisations often test their applicants in assessment centres, whereas in small craft businesses it is often the personal impression that applicants make in the interview that counts.

During the interview, it is important to demonstrate your interest in learning the chosen regulated profession to the company. You should be able to explain:

• why you have chosen the specific occupation in question, and
• why you have applied to the training company.

It is therefore crucial that you thoroughly research not only the chosen regulated profession, but also the specific training company.

Advice:

In addition to career advice from employment agencies (https://www.arbeitsagentur.de/bildung/berufsberatung), the chambers also offer advice on regulated professions.

Funding and support

Many apprentices continue to live with their parents during their dual apprenticeship. If this is not possible, the allowance paid is not usually sufficient to cover the expense of living in one’s own home and everyday expenses.

Under certain conditions, vocational training assistance (Berufsausbildungsbeihilfe, BAB) may be requested. During a dual apprenticeship in a recognised regulated profession, BAB is paid as support for everyday expenses. One of the following requirements must be met in order to be eligible for vocational training assistance:

• the apprentice is unable to live with their parents as the training company is too far away, or
• the apprentice is over the age of 18 or married, or lives with a partner, or
• the apprentice has at least one child and does not live in their parents’ home.

Further information on vocational training assistance is available on the website of the Federal Employment Office https://www.arbeitsagentur.de/bildung/ausbildung/berufsausbildungsbeihilfe-bab and from local employment agencies.

Support during the dual apprenticeship is provided through the training assistance scheme (Assistierte Ausbildung, AsA). Under the AsA, apprentices receive the support they need upon request, either individually or in small groups. The content is tailored to meet individual needs. The following types of support are available:

• to study for exams,
• to stay on the ball in the vocational school,
• to resolve a dispute or resolve a problem in the company,
• to improve language skills,
• to find a suitable job after training, or
• to get your first job after training.

Information about this is available on the website of the Federal Employment Office https://www.arbeitsagentur.de/bildung/ausbildung/assistierte-ausbildung-machen and from local employment agencies.

With the entry into force of the Foreign Nationals Employment Assistance Act on 1 August 2019, all foreign nationals living in Germany are also eligible to receive support through BAB and AsA during an apprenticeship.

BAföG may be requested during school-based vocational training at a vocational college under certain conditions. The abbreviation stands for Bundesausbildungsförderungsgesetz (the Federal Advanced Education and Training Assistance Act).

Citizens of the European Union as well as migrants and refugees living in Germany may also receive BAföG as financial support during their studies or school years.

As a basic rule: Foreign nationals with a prospect of remaining in Germany who are integrated into society are eligible to receive assistance. This includes, for example, individuals with a right of permanent residence in accordance with EU law on freedom of movement, a long-term resident EU residence permit, or a settlement permit.

Further information on BAföG is available at https://www.xn--bafg-7qa.de/bafoeg/de/home/home_node.html and https://www.bafoeg-digital.de/ams/BAFOEG

Individuals undergoing training are sometimes also eligible for discounts on local public transport (Öffentlicher Personennahverkehr, ÖPNV) and in the cultural sector.

Finding accommodation in Germany is not always easy. You will usually need to provide the following documents:

• application form (this is often given to you at the viewing),
• identity card,
• proof of income,
• certificate to prove that you have not been in rent arrears and evidence of your credit rating (the so-called ‘SCHUFA report’: https://www.meineschufa.de).

Do not forget to check whether the accommodation is offered unfurnished, partly furnished or fully furnished. Accommodation is often let without kitchen equipment (cooker, sink, refrigerator, kitchen cabinets, etc.).

You will find advertisements for accommodation in the property sections of local daily newspapers and on the internet. In most cases, landlords also expect a one-off deposit of two to three months’ net rent in addition to the actual rent. This serves as a guarantee for any damage to be repaired after you move out of the accommodation. The deposit is returned at the end of the tenancy if the landlord has no complaints.

Tip: If you come to Germany alone and are prepared to live with other people, shared apartments (Wohngemeinschaften or WG) are a good alternative to a place of your own. In many university towns there are also accommodation agencies (Mitwohnzentralen) that can provide rooms or apartments for a limited period of time on payment of a commission.

Links:

• Detailed information on living in Germany: https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/infothek/wohnen
• The Federal Government’s ‘Make it in Germany’ portal for skilled workers from abroad: https://www.make-it-in-germany.com/de/leben-in-deutschland/wohnen/wohnungssuche

Information on childcare is available on the websites of the city or municipality in question.

In many cases, larger companies and universities have their own childcare facilities and advertise jobs which offer a ‘work-life balance’. Further information can be found on their respective websites.

You can find addresses of schools and universities on the websites of the city or municipality in which you live.

Links:

• The educational guide (Bildungswegweiser), a community service provided by the Federal Government and the state governments: www.bildungsserver.de
• State schools: www.schulweb.de/de/deutschland/index.html
• Private schools: www.privatschulberatung.de
• Information on the school system in Germany from the Office for the Equal Treatment of EU Workers (Gleichbehandlungsstelle EU-Arbeitnehmer): https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/infothek/schule/schule-1813438

The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

Nationals of the European Union (EU) Member States enjoy unlimited freedom of movement for workers and are not subject to any restrictions as regards work permits. The same applies to nationals of the European Economic Area (EEA), namely Iceland, Norway and Liechtenstein. Swiss nationals share the same status as nationals of EEA countries.

Nationals of countries outside the EU or EEA, referred to as third-country nationals, need a residence document (visa, residence permit, EU blue card, settlement permit, EU permanent residence permit) in order to enter Germany and remain there for the purposes of taking up employment.

In principle, family members from third countries require an entry visa. However, certain states benefit from advantages. Before entering Germany, please contact the German diplomatic mission or consular post in your country of origin to find out what rules apply to you. Persons who have a valid residence card from another EU Member State are excluded from that requirement. They are exempt from the visa requirement (Article 5(2) of the Free Movement Directive (Directive 2004/38/EC)).

The Skilled Immigration Act (Fachkräfteeinwanderungsgesetz 2.0) has been in force in the Federal Republic of Germany since 1 November 2023. That act opens up the labour market to skilled workers from countries outside the European Union (EU). Before this, only academically trained professionals had access to the labour market in occupations where there is no shortage in Germany. In future, professionals with recognised foreign vocational training will also be able to obtain a residence permit for employment in all the professions for which they are qualified. The restriction to what are known as bottleneck professions will cease to apply.

An equivalent qualification and a firm job offer are necessary in order to grant a residence document for the purpose of taking up employment. You will be permitted to practise any qualified profession of which you are capable as a result of your vocational qualification. As before, the Federal Employment Office will assess whether the conditions of employment are equivalent to those for comparable domestic employees. A priority check is no longer carried out for professionals.

It is also possible to obtain a visa for a limited period of time, for the purpose of obtaining full professional recognition or to look for a job or training position.

The accelerated skilled worker process helps to make the visa procedure faster and more predictable. An agreement must be in place between the company and the locally competent immigration authority. As soon as all the documents have been submitted and the immigration authority has given its approval for entry to the country, the skilled worker will be notified of their appointment at the foreign embassy within three weeks and will receive the visa within a further three weeks. The company must pay an additional processing fee of EUR 411 for this procedure.

The Central Service Agency for Professional Recognition (Zentrale Servicestelle Berufsanerkennung, ZSBA) at the Federal Employment Office (Bundesagentur für Arbeit, BA), situated at the International Placement Service (Zentrale Auslands- und Fachvermittlung, ZAV) of the Federal Employment Office in Bonn, started work on 1 February 2020.

The task of the ZSBA is to give advice to foreign nationals hoping to obtain recognition of their professional qualifications on the prospects and requirements of the recognition procedure and professional accreditation, and associated matters of residency. The ZSBA supports these foreign nationals through the recognition procedure until they enter Germany.

The ZSBA also gives advice on possible places of employment. The ZSBA supports applicants in compiling the required documents. The ZSBA also facilitates contacts to apply for any necessary training opportunities.

Links:

• Information on work permits for companies: https://www.arbeitsagentur.de/unternehmen/arbeitskraefte/informationen-arbeitsmarktzulassung
• Information for people from abroad: https://www.arbeitsagentur.de/fuer-menschen-aus-dem-ausland
• Information on family reunification: https://www.bamf.de/DE/Themen/MigrationAufenthalt/ZuwandererDrittstaaten/Familie/familie-node.html;jsessionid=73220CCF4503FCC37FA6CD4EE73960C7.intranet251
• Information on recognising foreign degrees and certificates: https://www.arbeitsagentur.de/fuer-menschen-aus-dem-ausland/anerkennung-abschluss
• Information on the Skilled Immigration Act: https://www.make-it-in-germany.com/de/visum/fachkraefteeinwanderungsgesetz
• Video on the Skilled Immigration Act: https://www.youtube.com/watch?v=BTATJEQSBds
• Information on the Central Service Agency for Professional Recognition (ZSBA): https://www.anerkennung-in-deutschland.de/html/de/zentrale-servicestelle-berufsanerkennung.php
• Advisory services: https://www.bmwi.de/Navigation/DE/Service/Beratungsangebote/beratungsangebote.html
• Entry and residence: https://www.auswaertiges-amt.de/de/service/visa-und-aufenthalt/uebersicht/214110
• New arrivals in Germany: https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/infothek/aufenthalt

The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

The minimum age for regular employment in a business is 15. Although apprentices work in a business as part of their vocational training, they are not employed in the conventional sense and therefore enter into a vocational training contract with the company providing the training.

The majority of employees continue to have permanent, full-time employment contracts with weekly working times that are generally 38-40 hours.

The following forms of employment are particularly common in Germany:

• Vocational training relationship: This includes vocational training, vocational training preparation, further vocational training and retraining. The specific and central legal source is the Vocational Training Act (Berufsbildungsgesetz, BBiG).
• Mini-jobs: In the case of minor employment – also known as a ‘mini-job’ – a distinction is made between low-income and short-term employment.
  • Employment is categorised as short-term employment if it is limited to no more than 3 months or 70 working days from the start date in the course of a calendar year. Under labour law, there is a fully-fledged employment relationship in each case. Short-term employment also includes seasonal work.
  • Employment is deemed to be low-income employment if the remuneration generally does not exceed EUR 520 per month. Generally speaking, workers who engage in minor employment should therefore be treated as part-time and full-time workers. Workers who engage in minor employment are not subject to compulsory insurance (sickness, care and unemployment insurance). They can be exempted from compulsory pension insurance.
  • The number of hours a mini-jobber can work in a month depends on the hourly wage. This is equal to at least EUR 12.41 gross, corresponding to the current minimum wage since 1 January 2024. If a company pays exactly this mandatory hourly wage, someone with a mini-job can work 41.9 hours per month without exceeding the earning limit of EUR 538. The next increase will take place at the beginning of 2025.

You can find further information at https://www.minijob-zentrale.de.

• Part-time work: The agreed working time for part-time employees is shorter than the company’s normal working time. In principle, part-time employment is subject to the same provisions of labour law as full-time employment, since the only difference between the two employment relationships is the duration of the working time. In addition, the Part-time Working and Fixed-term Employment Contracts Act (Teilzeit- und Befristungsgesetz, TzBfG) contains special provisions. Further information can be found on the internet at http://www.teilzeit-info.de.
• Fixed-term employment relationship: There are two types of fixed-term contracts:
  • time-based contracts end at the contractually agreed point in time without needing to be terminated.
  • purpose-based contracts are concluded for a specific purpose (e.g. holiday or sickness cover, collaboration on a specific project). In the case of purpose-based contracts, a notice period of two weeks must be given.

With regard to the permissibility of fixed-term employment, the special provisions of the TzBfG must be complied with.

• Teleworking: An employee can either work entirely from home and thus away from the physical workplace, or they can alternate between working from home and at the workplace. A teleworking job is established only when the company and the employee have laid down the teleworking conditions in an employment contract, a supplementary agreement, a works agreement or a collective agreement and the equipment required for the teleworking job has been provided. 
   

For companies with their headquarters in Germany, the German Liaison Office for Health Insurance – Abroad (Deutsche Verbindungstelle Krankenversicherung – Ausland) www.dvka.de is the competent body for determining in which country social insurance contributions are due in the case of cross-border teleworking/remote working.

• Temporary employment relationship / employee assignment: The terms ‘temporary agency work’, ‘hiring-out of workers’ and ‘employee assignment’ refer to the situation in which an employer supplies an employee to a third party in return for remuneration and for a limited period of time. Forms, fact sheets and other documents from the Federal Employment Office (Bundesagentur für Arbeit) can be downloaded at https://www.arbeitsagentur.de/unternehmen/download-center-unternehmen#1478809589553. Further information can be found in several languages at https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/infothek/besondere-arbeitsformen#doc2241986bodyText5.

Seasonal work in agriculture

Fair mobility is important to us. German labour law also applies to harvest workers. This includes:

• entitlement to paid holiday,
• payment in lieu of untaken holiday,
• continued payment of wages in the event of illness,
• and much more.

More information on seasonal work in German, English, Polish, Romanian and Bulgarian can be found on the website of the Federal Employment Office and in the downloads at the end of the page: https://www.arbeitsagentur.de/fuer-menschen-aus-dem-ausland/saisonarbeit-in-deutschland.

In Germany, some jobs are subject to compulsory social security contributions and some jobs are exempt from compulsory social security contributions. Normally, employment is subject to such compulsory contributions. A questionnaire is used to determine whether or not you are subject to compulsory social security contributions. The questionnaire can be downloaded in different languages from the website of the Social Insurance for Agriculture, Forestry and Horticulture at https://www.svlfg.de/auslaendische-saisonarbeitskraefte or on the website of the Federal Employment Office (Bundesagentur für Arbeit) https://www.arbeitsagentur.de/fuer-menschen-aus-dem-ausland/saisonarbeit-in-deutschland.

Further information on fair mobility can be found in different languages on the webpage of the German Trade Union Confederation (Deutscher Gewerkschaftsbunds, DGB) https://www.faire-mobilitaet.de/landwirtschaft.

Links:

• Information on working conditions in Germany from the German Trade Union Confederation (Deutscher Gewerkschaftsbund, DGB): http://www.fair-arbeiten.eu
• Information on working conditions in Germany from the EU Equal Treatment Office (EU-Gleichbehandlungsstelle): https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/infothek/arbeiten-in-deutschland/besondere-arbeitsformen#doc2241986bodyText5

A permanent employment contract may be entered into orally or in writing. In the case of a fixed-term contract, however, the expiry date must always be set down in writing. If that is not done, the employment contract is deemed to be open-ended. The written form is compulsory for apprenticeship contracts.

If a written employment contract has not been concluded, the company is required by the Proof of Employment Act (Nachweisgesetz) to set out the main working conditions in writing no later than one month after the agreed start of employment, sign them and hand them over to the employee.

A written contract should contain the following details:

• name and address of the employee
• name and address of the company
• place of work
• description of duties
• date on which employment commenced
• duration of probationary period
• In the case of fixed-term employment: duration of the employment relationship
• In the case of permanent employment: notice period and date of termination
• weekly or daily working hours
• amount of remuneration and of any supplements
• payment date and method
• leave allowance
• reference to collective agreements and to works and service agreements.

Links:

• Information on labour law from the German Trade Union Confederation: http://www.dgb.de/themen?k:list=Arbeit&k:list=Arbeitsrecht
• Information on labour law from the Federal Ministry of Labour and Social Affairs: http://www.bmas.de/DE/Themen/Arbeitsrecht/arbeitsrecht.html;jsesFsionid=BB10FA1EB12B405F578D479BB78D2437

Child labour is banned in Germany under the Act on the Protection of Young People at Work (Jugendarbeitsschutzgesetz). The Act draws a distinction between children (aged up to 14) and young people (aged between 15 and 18). The same provisions apply for young people in full-time compulsory education. However, children who are at least 14 and not subject to full-time compulsory education may be employed for up to 7 hours a day and 35 hours a week in light jobs appropriate to them. Such jobs include photocopying and performing errands, for example. The minimum age for regular employment of a young person in a business is 15.

Severely disabled people enjoy special protection against dismissal. Termination of the employment relationship of a severely disabled person by the company requires the prior consent of the Integration Office (Integrationsamt). Any notice of termination given by the company without such consent is invalid.

The Maternity Protection Act (Mutterschutzgesetz) protects pregnant women and mothers primarily against dismissal and in most cases also against temporary reduction of income. In addition, the ban on employment protects the health of the mother (or mother to be) and the child against hazards in the workplace. In principle, the period of maternity protection commences 6 weeks before the due date and normally ends 8 weeks after the birth of the child or, in the case of medically premature births and multiple births, 12 weeks after birth.

Links:

• Disabled persons in employment: www.integrationsaemter.de
• Information on maternity protection: https://www.bmfsfj.de/bmfsfj/service/publikationen/leitfaden-zum-mutterschutz-73756

Freedom of establishment within the European Union ensures that any EU citizen can set up a company, and any company from an EU Member State can set up a permanent establishment, in the country of their choice within the European Union. However, foreign nationals must also satisfy the requirements of national business law governing the setting up of companies so that nationals are not subject to stricter rules than foreigners.

In the case of skilled trades, the Chamber of Skilled Trades (Handwerkskammer) must examine whether the skilled trade to be pursued must be entered in the Skilled Trades Register (Handwerksrolle) and whether the necessary requirements have been satisfied. The Skilled Trades Register is a list of all owners of organisations carrying out skilled trades, for which registration is required, who carry out their business on a regular basis. Anyone who wishes to start up a business must register it with the Business Registration Office (Gewerbeamt) of the city/municipality where the business is to have its registered offices. Self-employed persons are exempt from this. They are not registered with the Business Registration Office but rather only with the Tax Office (Finanzamt).

People setting up organisations in Germany can obtain information and advice from chambers of industry and commerce, chambers of skilled trades, professional associations and banking institutions. In each federal state, there is a dedicated body for providing them with advice. These bodies each have their own internet portal.

Links:

• Support for business start-ups: www.existenzgruender.de
• Starting a business in Germany: www.dihk.de
• Information on self-employment from the Central Association of German Chambers of Skilled Trades (Zentralverband der Handwerkskammern): www.zdh.de
• Information on self-employment from the Central Association of German Chambers of Skilled Trades (Zentralverband der Handwerkskammern) – Trade and Crafts Code (Handwerksordnung): https://www.zdh.de/daten-und-fakten/handwerksordnung
• Chamber of Industry and Commerce (IHK) Bodensee-Oberschwaben ̶  Register a business: https://www.weingarten.ihk.de/recht/gesetzliche-vorgaben-fuers-gewerb-/gewerbeanmeldung-und-gewerbeerlaubnis/die-gewerbeanzeige-1942556
• Information on self-employment from the Federal Employment Office: https://www.arbeitsagentur.de/arbeitslosengeld-2/arbeit-aufnehmen-existenzgruendung
• Information on self-employment from the Office for the Equal Treatment of EU Workers: https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/infothek/besondere-arbeitsformen
• Information on self-employment – Baden-Württemberg: https://www.service-bw.de/zufi/lebenslagen/5000898
• Information on self-employment – Bavaria: http://www.eap.bayern.de
• Information on self-employment – Berlin: https://www.berlin.de/willkommenszentrum/arbeit-und-bildung/selbststaendigkeit
• Information on self-employment – Brandenburg: http://eap.brandenburg.de/web/sbb
• Information on self-employment – Bremen: http://www.wfb-bremen.de/de/wfb-einheitlicher-ansprechpartner
• Information on self-employment – Hamburg: http://www.hamburg.de/einheitlicher-ansprechpartner
• Information on self-employment – Hessen: https://www.eah.hessen.de
• Information on self-employment – Mecklenburg-Western Pomerania: https://www.ea-mv.de/de
• Information on self-employment – Lower Saxony: http://www.dienstleisterportal.niedersachsen.de
• Information on self-employment – North Rhine-Westphalia: https://meineverwaltung.nrw
• Information on self-employment – Rhineland-Palatinate: https://mwvlw.rlp.de/de/themen/wirtschafts-und-innovationspolitik/unternehmensgruendung
• Information on self-employment – Saarland: https://www.saarland.de/mwaev/DE/portale/wirtschaft/einheitlicher_ansprechpartner/easaar.html
• Information on self-employment – Saxony: http://www.ea.sachsen.de
• Information on self-employment – Saxony-Anhalt: http://www.ea.sachsen-anhalt.de
• Information on self-employment – Schleswig-Holstein: http://www.zufish.schleswig-holstein.de
• Information on self-employment – Thuringia: https://verwaltung.thueringen.de

Earned income is set by collective wage agreements or by individual agreements with the company. Companies frequently pay remuneration exceeding the agreed pay scale to sought-after skilled workers. Higher wage and salary payments above the collectively agreed rate are characterised by the fact that collective wage agreements are applied in the company and therefore employees’ basic remuneration is regulated collectively. A voluntary, freely agreed supplement is paid in addition to this basic remuneration.

On 1 January 2024, the statutory minimum wage was raised to EUR 12.41 gross per hour. There are also generally applicable sectoral minimum wages in accordance with the Collective Agreements Act (Tarifvertragsgesetz), the Posting of Workers Act (Arbeitnehmerentsendegesetz) and the Act on the Provision of Temporary Workers (Arbeitnehmerüberlassungsgesetz).

Persons under the age of 18 without vocational training are exempt from the minimum wage in Germany. In addition, apprentices and persons completing a compulsory work placement have no right to the minimum wage. Only a voluntary work placement lasting longer than 3 months is remunerated at the minimum wage rate.

For apprentices, since 2020 there has been a minimum apprenticeship allowance (Mindestausbildungsvergütung, MAV). This is EUR 515 for apprentices who started their studies in 2020. The fixed starting amounts have been and will be raised gradually: EUR 550 when starting the apprenticeship in 2021, EUR 585 when starting the apprenticeship in 2022 and EUR 620 when starting the apprenticeship in 2023. From 2024, the minimum wage for the first year of the apprenticeship is adjusted to EUR 649. Provision is made for an increase of 18% in the second year of the apprenticeship, 35% in the third and 40% in the fourth. The adjustment in subsequent years is linked to the average change in contractually agreed apprenticeship allowances (based on both collective agreements and individual contracts) and is made automatically. Training companies subject to collective wage agreements may pay apprentices the applicable collective apprenticeship allowances even if these are less than the above-mentioned rates. Above the MAV, the agreed apprenticeship allowance should not be more than 20% below the remuneration stipulated in the relevant collective wage agreements.

At present, minimum standards for working conditions (particularly wages and paid leave) exist only in individual sectors as a result of statutory rules of the Federal Ministry of Labour and Social Affairs (Posted Workers Act, 1996). These currently apply, among other sectors, to the main and ancillary construction industry, cleaners, postal workers, the care sector, security services and waste management (including street cleaning and winter road maintenance).

Salaries are normally transferred into the employee’s current account in the middle of the month or at the end of the month. Under trade regulations, the company is required to provide the employee with a statement setting out remuneration in a comprehensible text format. Wage tax and, if applicable, solidarity surcharge and church tax, and also the employee share of contributions for social security insurance (healthcare, pension, long-term care and unemployment insurance) are deducted from the agreed gross pay and transferred directly by the company to the relevant administrations.

Links:

• Labour law and minimum wage – labour law: http://www.bmas.de/DE/Themen/Arbeitsrecht/arbeitsrecht.html
• Labour law and minimum wage – minimum wage: https://www.bmas.de/DE/Themen/Arbeitsrecht/Mindestlohn/mindestlohn.html
• Information on the minimum wage in Bulgarian, English, French, German, Greek, Italian, Polish, Romanian, Russian, Spanish, Turkish, Hungarian and Ukrainian: https://www.bmas.de/DE/Arbeit/Arbeitsrecht/Mindestlohn/uebersetzungen-m…
• Minimum apprenticeship allowance (Mindestausbildungsvergütung, MAV): https://www.bmbf.de/bmbf/de/home/_documents/die-novellierung-des-berufsbildungsgesetzes-bbig.html
• Wages and salaries: www.lohnspiegel.de

Working time and breaks are stipulated in the Working Time Act (Arbeitszeitgesetz). This applies to workers, employees and people in initial vocational training. Senior management staff are not protected by this Act.

At present the working week varies between 38 and 40 hours, depending on the collective wage agreement. As a rule, the working day should not exceed 8 hours and is restricted by law to a maximum of 10 hours. A break of at least 30 minutes is mandatory after 6 hours’ work, and a further break of 15 minutes after 9 hours. A rest period of at least 11 hours must be observed after a full working day. Employees cannot normally be required to work on Sundays and public holidays.

For many workers, normal working hours i.e. 8 working hours between 6:00 and 18:00 over 5 weekdays, is not the norm. This concerns emergency and rescue services, fire brigades, public safety workers, hospitals, restaurants, cultural institutions and transport. However, workers must have at least 15 work-free Sundays per year.

Many workers now have flexible working hours, such as ‘flexitime’. ‘Flexitime’ generally provides for core hours during which all employees must be present at the organisation. Employees are given the opportunity to work more or fewer hours within certain limits. As a rule, overtime hours can be accumulated to a limited extent and ‘taken off in lieu’ or paid out. Electronic time recording systems and working time accounts have been set up in businesses to record the hours of work performed by each individual. If such systems are not available, you should document your working hours yourself. The website of the Federal Ministry of Labour and Social Affairs (Bundesministeriums für Arbeit und Soziales, BMAS) has information on how to document your working time (sample sheet or app).

In Germany, employees can ask their company at any time about working on a mobile basis; there is no legal regulation regarding this yet. If the parties to the employment contract agree to the employee working on a mobile basis, this is usually based on a voluntary decision by the company.

Links:

• Working Time Act (Arbeitszeitgesetz): bundesrecht.juris.de/arbzg/index.html
• Federal Ministry of Labour and Social Affairs (Bundesministerium für Arbeit und Soziales, BMAS) on labour law and documentation of working time: http://www.bmas.de/DE/Themen/Arbeitsrecht/Mindestlohn/dokumentationspflicht.html
• Home office: https://www.bmas.de/DE/Arbeit/Arbeitsrecht/Teilzeit-flexible-Arbeitszeit/homeoffice.html

The statutory minimum entitlement to leave is 24 working days per year (Federal Act on Leave, Bundesurlaubsgesetz). Special rules apply to certain groups of people, including young people under the age of 18 and disabled people.

Collective agreements stipulate leave of 30 working days for most employees. A person’s salary continues to be paid in full during this period. Anyone who consistently performs heavy or hazardous work will normally receive additional leave. Some collective wage agreements include arrangements for specific events in one’s private life. For instance, some organisations grant individual and additional special leave days for marriage, the death of a close relative or for moving house if you are transferred to a different location. Full entitlement to leave is acquired only after the employment relationship has been in existence for six months.

There is in principle a ban on working on public holidays, to which there are some exceptions. The Public Holidays Acts (Feiertagsgesetz) of the individual federal states (Länder) determine the dates of public holidays in those federal states. The national public holidays are New Year’s Day (1 January), Good Friday, Easter Sunday and Easter Monday, Labour Day (1 May), Ascension Day, Whit Sunday and Whit Monday, Day of German Unity (3 October), Christmas Day and Boxing Day (25 and 26 December).

There are clear rules governing absence on grounds of illness. In the event of illness, an employee must inform the organisation of their incapacity for work and the anticipated duration of that incapacity as soon as possible. In the case of illness lasting longer than 3 days, an employee must submit a doctor’s certificate no later than the following working day.

During parental leave, parents can be released from work to look after their child – the employment relationship is thus in abeyance during parental leave. However, parental leave also gives male and female employees the opportunity to work part-time so that they are able to devote themselves to their child and at the same time keep up with their job. Each parent is entitled to parental leave to care for and raise the child.

Parental leave allowance is one of the most appreciated family benefits in Germany. It secures families’ economic livelihoods and helps fathers and mothers better reconcile family and work. It is intended to enable parents to take time to be with their child. Parental leave allowance is available as basic parental allowance, parental allowance plus and partnership bonus. These can be combined with each other. Parental leave allowance is also available to parents who live separately.

Employees can take educational leave for the purpose of their further training. The federal states have their own laws on educational leave which govern paid leave from work. You can use this for your own citizenship education, language courses (e.g. ‘German as a foreign language’) or for your further vocational training. As for annual leave, you should agree on arrangements for educational leave with your company at an early stage.

Links:

• Parental leave and parental leave allowance:https://www.bmfsfj.de/bmfsfj/themen/familie/familienleistungen/elterngeld/elterngeld-73752
• Educational leave: www.bildungsurlaub.de
• Calendar showing school holidays and public holidays: http://www.schulferien.org

Permanent employment relationships end upon termination by at least one contracting party (employee or company), but no later than upon reaching the pensionable age.

Permanent employment normally begins with a six-month probation period. During this trial period a reduced period of notice of 14 days applies. Termination of an employment relationship must be made in writing. The statutory periods of notice are provided for/laid down in the Civil Code (Bürgerliches Gesetzbuch, BGB). Employees must give 4 weeks’ notice to the 15th or last day of a given month. The longer an employee has been with a business, the longer the periods of notice that must be given by the company.

Here is a short list of the notice periods, which depend on the duration of the employment relationship:

Fixed-term employment with a written employment contract automatically comes to an end when the agreed period expires. In those cases the organisation is not required to give notice of termination. When your employment relationship ends, you are entitled to a reference.

The termination of working life and entitlement to the standard old-age pension are currently being changed in stages. For those born up until 1946, the retirement age was 65. The retirement age for those born after that year is gradually being increased at the moment. As of 2019, the statutory retirement age for those born from 1964 onwards, is 67. However, early retirement is still possible, for example in the event of severe disability or contributions having been paid for many years. The longer contributions have been paid into the pension scheme, the higher the pension. Child-raising periods and the care of relatives are also taken into account as qualifying contributory periods.

In addition, a pension is payable for reduced capacity to work, for example if you can no longer work or can only work part-time on account of an illness or disability. The amount of the pension in that regard depends on your contribution periods and the degree of incapacity.

Links:

• Pension calculation: www.deutsche-rentenversicherung.de
• Federal Ministry of Labour and Social Affairs (Bundesministerium für Arbeit und Soziales, BMAS) on pensions and old-age provision: http://www.bmas.de/DE/Themen/Rente/Gesetzliche-Rentenversicherung/gesetzliche-rentenversicherung.html

Trade unions negotiate collective agreements with undertakings, which regulate income, working time and leave for the undertaking. In the event of industrial action, they organise a strike and pay their members strike pay. They help set up works councils and support employees in company conflicts and represent them in disputes with their company. Trade union members have free legal protection in disputes relating to labour and social law. Some trade unions also provide free leisure time and accident insurance. Membership of a trade union is voluntary and subject to contributions.

For example, the German Trade Union Confederation (Deutscher Gewerkschaftsbund, DGB) is the umbrella organisation for eight individual trade unions, with a total membership of around 5.8 million.

The works council or, in the public sector, the staff committee is democratically elected by the employees. Its main tasks may be summarised as follows:

• it represents employees vis-à-vis the company in dealings with companies relating to personnel and social matters;
• it monitors compliance with laws, regulations, health and safety provisions, collective agreements and works agreements;
• it cooperates in workplace design, regulation of working time, personnel planning and in-service training;
• it must be given a hearing whenever an employee is dismissed, otherwise the dismissal is invalid.

The Works Constitution Act (Betriebsverfassungsgesetz) or, in the case of establishments governed by public law, the relevant staff representation legislation (Personalvertretungsgesetz) governs the representation of employees. For the appointment or election of a works council, the company in question must have at least five employees aged 18 or over.

Foreign employees have the same rights to vote and stand as a candidate as their German colleagues.

Links:

• The German Trade Union Confederation (Deutscher Gewerkschaftsbund): http://www.dgb.de
• IndustriAll European Trade Union: https://news.industriall-europe.eu
• European Federation of Building and Woodworkers (EFBWW): http://www.efbww.org/default.asp?Language=EN
• European Works Councils: http://www.euro-betriebsrat.de/ebr/931.php

Normally the works council and the company seek to work together in a spirit of mutual trust. If the interests of the two partners diverge, however, fierce disputes can arise.

If wage negotiations collapse and arbitration attempts fail, trade unions in Germany are legally permitted to strike. Before a strike is called, however, a secret ballot must be held in which at least 75% of unionised employees vote in favour of industrial action.

Token strikes – brief work stoppages designed to reinforce demands during wage negotiations – are also permitted after an agreed cooling-off period. All employees of the company against which the trade union has called a strike are entitled to come out on strike, regardless of whether or not they are union members.

No reprisals may be taken that affect the legal status of employees who take part in a lawful strike. Employment contracts remain in force during a strike, but no remuneration is payable. A union strike fund provides union members with support to compensate for this loss of earnings.

During industrial action, employees may be locked out by companies. A lockout means that a number of employees are temporarily excluded from the workplace without pay and amounts to a shutdown.

Links:

The Federal Republic of Germany is a federal parliamentary democracy with a two-chamber system consisting of the Bundestag (Federal Lower House of Parliament) and the Bundesrat (Federal Upper House of Parliament). At present the following parties are represented in the Bundestag: SPD (Social Democratic Party of Germany), CDU (Christian Democratic Union) in a parliamentary group with the CSU (Christian-Social Union), Bündnis 90/Die Grünen (Alliance 90/The Greens), FDP (Free Democratic Party), AfD (Alternative for Germany), Die Linke (The Left) and Bündnis Sahra Wagenknecht (Sahra Wagenknecht Alliance).

The Bundestag – Parliament – has its permanent seat in the Reichstag building in Berlin. The composition of the Bundestag is determined every four years by a parliamentary election. The Bundestag elects the Federal Chancellor, who nominates the members of the Government (ministers). The Bundestag passes laws. If the laws of the federal states (Land/Länder) are affected, their representatives (the Bundesrat) must also approve them. The Bundesrat, which is composed of members of the governments of the Länder, represents the 16 Länder. The number of votes in the Bundesrat depends on the number of inhabitants of the individual Länder, and varies from 3 to 6 votes.

Administrative tasks in Germany are distributed between Federal Government, Länder and local authorities (towns and municipalities). The main focus of the administrative work lies with the Länder and the local authorities. The Federal Government allocates them tasks and the appropriate financial resources. As part of their self-government, local authorities carry out their own, optional tasks at their own discretion and according to what is financially feasible, and also tasks laid down by the Federal Government and the Land. You will find an overview of the public administrations on the Behördenfinder website https://www.behoerdenfinder.de/opencms/searchjs.do.

One of the largest authorities in Germany is the Federal Employment Office (Bundesagentur für Arbeit, BA), which provides services for the labour market. These include employment services, promoting and developing employment and the administration of unemployment insurance. The employment agency for your place of residence or the associated job centre will be responsible for you as soon as you move to Germany.

Information channels

Do you have any questions about working and living in Germany? There are a number of ways to obtain comprehensive information, even from abroad:

• The International Placement Service (Zentrale Auslands- und Fachvermittlung, ZAV) is a special division of the Federal Employment Office, which you can contact directly via www.zav.de.
• Information is also available on the website www.make-it-in-germany.com, which also gives you an overview of the most important topics. Here, you can also find opportunities to contact advisers directly.
• The Office for the Equal Treatment of EU Workers focuses on supporting citizens of the European Union who are already living in Germany. It helps EU workers and their family members to become aware of and exercise their rights in Germany and provides guidance on a new start in Germany. The website www.eu-gleichbehandlungsstelle.de provides information on the topic ‘Working & Living in Germany’ in German and 10 other EU languages. You can also use the website to find an information centre close to your home. EU workers who have a specific concern or problem and require assistance can also contact the EU Equal Treatment Office using the consultation form.

An overview of the laws in Germany can also be found online. The Civil Code (Bürgerliches Gesetzbuch, BGB) governs private law. It is divided into a general part, contract law, property law, family law and inheritance law. In the case of infringements, you can first call the police and initiate legal action by bringing an action before a General Court.

Links:

• Germany portal: https://www.deutschland.de/de
• Federal Government: www.bundesregierung.de
• Laws: http://www.gesetze-im-internet.de
• German Police: https://www.polizei.de/Polizei/DE/Home/home_node.html
• Authorities: https://www.behoerdenfinder.de/opencms/searchjs.do
• Federal Employment Office (Bundesagentur für Arbeit, BA): www.arbeitsagentur.de
• International Placement Service (Zentrale Auslands- und Fachvermittlung, ZAV): www.zav.de
• Office for the Equal Treatment of EU Workers in Germany: https://www.eu-gleichbehandlungsstelle.de/eugs-start
• Equal Treatment Office consultation form: https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/beratungsanfrage
• The Federal Government’s ‘Make it in Germany’ portal for skilled workers from abroad: www.make-it-in-germany.com

The average gross monthly earnings of full-time workers were EUR 4 323 in April 2023. The difference between the average gross hourly rate of pay for men (EUR 24.32) and women (EUR 20.38) is 18%.

According to surveys conducted by the Federal Statistical Office in April 2023, average gross monthly earnings for full-time employees vary from sector to sector. Here is a brief overview:

• Manufacturing industry: /EUR 4 319 per month
• Service sector: /EUR 4 342 per month
• Public and personal services: /EUR 4 324 per month

Anyone residing in Germany or staying in Germany for more than 6 months in a calendar year must pay tax on their entire income from home and abroad. As an employee, tax is automatically deducted from wages. The amount of income tax is based on income level and marital status.

Individual living conditions are taken into account when calculating taxable income. For example, unmarried persons or married persons with children are placed in different tax brackets.

Filing a tax return is voluntary in Germany. In some cases, there is an obligation to submit a tax return by 31 July of the following year, e.g. for those who earn additional income on top of their wages or receive unemployment benefit, sickness benefit or short-time allowance. In the case of several employment relationships or certain tax class combinations, the filing of a tax return is obligatory.

Those who are not obliged to submit a tax return do not have to submit one, but can do so voluntarily. Submitting a voluntary tax return is particularly worthwhile if, for example, the employee had to pay high income-related expenses, special expenses or exceptional costs, or got married during the year. In these cases, a tax refund may be possible.

Value-added tax (VAT) on the acquisition of goods and the use of services varies between 7% and 19%.

• A rate of 19% is charged on the majority of goods and services in Germany.
• A rate of 7% applies to basic daily necessities such as bread, butter and milk. Sports and cultural events are also included in basic goods and services, so the reduced VAT rate applies to stadium, cinema and theatre tickets. Newspapers, magazines and books are also taxed at 7%. This includes local public transport within a 50-kilometre radius, with buses, trains, trams and even taxis.

Links:

• Federal Ministry of Finance (Bundesministerium der Finanzen, BMF): www.bundesfinanzministerium.de
• Wage and Income Tax Calculator: https://www.bmf-steuerrechner.de/#BMFEinkommenssteuerrechner
• The German tax system: www.steuerliches-info-center.de
• Office for the Equal Treatment of EU Workers:https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/infothek/steuern/steuern-1813276
• Federal Statistical Office (Destatis): https://www.destatis.de/DE/Themen/Arbeit/Verdienste/Verdienste-Branche-Berufe/_inhalt.html#_jmb375w55

The results of the current household budget survey for 2021 revealed the average distribution of consumer spending in a household as set out below.

Monthly average per household in Germany:

• Total private consumption expenditure: EUR 2 846
• Food, beverages and tobacco: EUR 412 (14.6%)
• Clothing and footwear: EUR 103 (3.6%)
• Accommodation, energy, household maintenance: EUR 1 025 (36%)
• Furnishings, household appliances and items: EUR 170 (6.0%)
• Health: EUR 118 (4.1%)
• Transport: EUR 347 (12.2%)
• Information and communication: EUR 122 (4.3%)
• Leisure, sport and culture: EUR 245 (8.6%)
• Educational services: EUR 19 (0.7%)
• Catering and accommodation services: EUR 177 (6.2%)
• Insurance and financial services: EUR 7 (0.2%)
• Other goods and services: EUR 96 (3.4%)

The cost of living is lower in Germany compared to other European countries. Rent, which varies significantly from city to city, accounts for the largest portion of expenditure. In smaller cities you can often get by with less money. But some big cities are more expensive than others. For example, people living in Munich, Stuttgart, Berlin, Hamburg and Frankfurt am Main will have to budget for considerably more rent than those in Erfurt or Saarbrücken, for example.

Links:

• Federal Statistical Office (Destatis): https://www.destatis.de/DE/Themen/Gesellschaft-Umwelt/Einkommen-Konsum-Lebensbedingungen/Konsumausgaben-Lebenshaltungskosten/Tabellen/liste-private-konsumausgaben-d.html#fussnote-1-114742

More than half of all Germans live in rented accommodation. In contrast to many other countries, apartments in Germany are usually rented out unfurnished. It is difficult to find cheap rented accommodation, particularly in urban centres. Rents are highest in big cities such as Munich, Frankfurt am Main, Stuttgart, Hamburg or Düsseldorf. Rents are cheaper in small towns and in the countryside. In addition to rental charges, you also have to pay running expenses and for your own consumption of water, electricity and heating. You should allow around 25-30% of your monthly rent for this purpose. Rent must be paid to the landlord monthly in advance.

A one-off deposit of 2 to 3 months’ net rent must generally be paid in addition to the actual rent. This serves as a guarantee for any damage to be repaired after you move out of the accommodation. If you enter into a long-term or open-ended tenancy agreement, the deposit should be covered by a saving agreement in your name. This means that you do not lose any interest. When you vacate the accommodation, you have your renewed power of disposal over the relevant passbook confirmed in writing by your landlord. The tenancy agreement also governs the issue of cosmetic repairs, often also lays down provisions on graduated rents, and sets out periods of notice. In the event of doubt, either party may refer to this agreement.

All larger cities have tenants’ associations. Addresses and contact persons can be found on the website of the German Tenants’ Association. It offers advice and support to help you deal with problems concerning landlords. However, you must generally be a member of your local tenants’ association for consultations.

Links:

• German Tenants’ Association (Deutscher Mieterbund): www.mieterbund.de
• Living in Germany from the Office for the Equal Treatment of EU Workers: https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/fragen-und-antworten/faq-wohnen-1819110
• SCHUFA credit check: https://www.meineschufa.de/index.php?site=11#Schufa

Employees, including apprentices, are required to pay social security contributions. This means that companies and employees pay a contribution to statutory pension, unemployment, sickness and care insurance each month. The amount of contributions paid depends on your gross salary. As a rule, the company pays half of the contributions and the employee pays the other half. Salary deductions for social security contributions are subject to an upper limit. This is known as the contribution assessment ceiling (Beitragsbemessungsgrenze).

If you intend to work in Germany, you must always take out health insurance as an employee (national health insurance) as soon as you sign an employment contract. To ensure that illness does not pose a financial risk, the statutory health insurance funds provide their members and their members’ families with cover in the event of illness. Non-working spouses and children can also be included in the insurance. As a member of the national health insurance scheme (Gesetzliche Krankenversicherung, GKV), you are automatically also covered for nursing care.

Employees can take out private sickness insurance if, over the course of a year, their gross monthly income has exceeded the compulsory insurance limit of EUR 69 300 per year 

(EUR 5 575 per month / assessment ceiling for 2024). The compulsory insurance limit is set annually by the legislator.

Self-employed people, freelancers and artists are generally privately insured regardless of their income level, as are tenured civil servants and other persons entitled to receive benefits (Beihilfeberechtigte) such as judges, members of a Landtag (regional assembly) and members of the Bundestag.

The contribution assessment ceiling for statutory pensions and unemployment insurance in 2024 is EUR 7 450 per month in the new Federal States (2023: EUR 7 100) and EUR 7 550 per month in the old Federal States (2023: EUR 7 300).

For a temporary stay in another Member State, EU citizens and citizens of the European Economic Area (EEA) merely require a European Health Insurance Card (EHIC) in order to receive medical treatment if they fall ill.

You can find addresses and telephone numbers for doctor’s offices and dental practices on the internet. Health insurance companies also offer help in finding practices.

You should first make an appointment by telephone before visiting a doctor. For acute illnesses or accidents, you will be given an appointment immediately or on the same day. Otherwise, you will have to wait for several days or even weeks, particularly for specialists. Few practices are open on Saturdays, and only emergency services can be accessed on Sundays.

If, after being examined, you have received a prescription for the prescribed medication from the doctor, pharmacies usually charge an additional fee of EUR 5 to 10 per item. In the case of minor complaints, you will receive non-prescription medicines. You can get a free consultation (no diagnosis) in all pharmacies, even without visiting a doctor.

If the doctor’s office is closed, the doctors on call will help you. You can contact the emergency services outside surgery hours (Monday to Friday), during the night, at the weekends and on public holidays using the telephone number 116117. You also have the option of going to the accident and emergency department of a hospital. Some pharmacies are also open at weekends and on public holidays. Further information can be found online.

If you require an ambulance, dial 112.

Links:

• Medical assistance on call: https://www.116117.de/de/aerztlicher-bereitschaftsdienst.php
• Emergency pharmacy service: https://www.aponet.de/service/notdienstapotheke-finden
• Social security in Germany/health insurance: https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/fragen-und-antworten/faq-gesundheit-1821466

The area of preschool education is diverse and includes day nurseries (Kindertageseinrichtungen, KiTa) for children aged 

• 1 to 3: baby nurseries, childminders, mixed-age kindergartens or parenting initiatives
• 3 to 6: predominantly kindergartens, but also childminders and preschool classes.

Childcare costs vary depending on the local authority. Local authorities assume the bulk of the costs, regardless of whether childcare is provided by a municipal or private institution or a childminder. Parents pay a contribution calculated on the basis of their family income. Private kindergartens are often more expensive than municipal facilities. With effect from 1 August 2019, under the Good Daycare Facilities Act (Gute-KiTa-Gesetz), all parents who receive child, housing or basic social benefits (Arbeitslosengeld II) for beneficiaries who are fit for work in accordance with Book II of the German Social Code (Zweites Buch Sozialgesetzbuch, SGB II) are exempt from KiTa fees.

Compulsory school begins with primary school (Grundschule) (Years 1 to 4) when a child reaches the age of 6. In some Länder, there is also a six-year primary school, or an orientation phase not attached to any school type (schulartunabhängige Orientierungsstufe) in Years 5 and 6; both count towards the junior secondary level.

Attendance at state schools is free of charge. Parents have to pay only for schoolbooks, additional teaching material and class excursions and trips.

After primary school, the parents decide together with the child which secondary school the child will attend. There is a choice between:

• secondary modern school (Hauptschule) (to Year 9 or 10),
• intermediate school (Realschule) (intermediate school-leaving certificate at the end of Year 10), or
• grammar school (Gymnasium) (ending with the Abitur, the advanced certificate of education), which – depending on the Land – goes up to Year 12 or 13.

The Abitur allows immediate access to college or university education. A Realschule leaving certificate combined with a successfully completed apprenticeship also allows access to a university of applied sciences (Fachhochschule). https://www.hochschulkompass.de/studium/voraussetzungen-fuer-studium/hochschulzugangsberechtigung/studieren-ohne-abitur.html

The comprehensive school (Gesamtschule) is a special form of school which offers several types of schooling (Hauptschule and Realschule leaving certificates and Abitur) under one roof from Year 5. Gesamtschulen do not exist in every Land.

In German schools, lessons are mainly held between 8:00 and 13:00. Although demand for all-day schools and afternoon childcare services is high, this cannot be fully met nationwide. A legal entitlement to full-day childcare for primary school children is intended by 2026.

Vocational dual training can start after finishing school (secondary model school, intermediate school and Abitur). It takes place both as vocational education in vocational schools and in companies. Training lasts between 2 and 3.5 years. Young people can choose from among around 330 recognised regulated professions. The term ‘recognised regulated profession’ (anerkannter Ausbildungsberuf) is defined by the Federal Education Act (Bundesbildungsgesetz) and forms the legal basis for the content of in-house vocational training.

In addition to dual apprenticeships, there is the option of full-time school-based training at vocational schools. Training qualifications suitable for a professional occupation can be obtained in 2 to 3 years. These include healthcare occupations governed by federal law, such as the nursing professions, and training in the fields of speech therapy, occupational therapy and physiotherapy.

Germany has around 400 publicly funded or State-recognised higher education establishments. You will find an overview of the German higher education landscape and the availability of courses at www.hochschulkompass.de.

Links:

• Studying in Germany – German Academic Exchange Service (DAAD): www.daad.de/deutschland/index.de.html
• Studying in Germany – Office for the Equal Treatment of EU Workers: https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/fragen-und-antworten/faq-studium-1821554
• Higher education landscape: www.hochschulkompass.de
• The Federal Government’s ‘Make it in Germany’ portal for skilled workers from abroad: https://www.make-it-in-germany.com/de/studium-ausbildung/ausbildung/was-ist-ausbildung/dual
• The Federal Government’s ‘Make it in Germany’ portal for skilled workers from abroad: https://www.make-it-in-germany.com/de/studium-ausbildung/ausbildung/was-ist-ausbildung/weitere-formen
• Vocational Training – Office for the Equal Treatment of EU Workers: https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/fragen-und-antworten/faq-berufliche-bildung-1823428
• Germany’s Education System – Office for the Equal Treatment of EU Workers: https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/fragen-und-antworten/faq-berufliche-bildung-1823428
• Family Social Benefits – Office for the Equal Treatment of EU Workers: https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/fragen-und-antworten/faq-familie-1821462
• The Federal Government’s ‘Make it in Germany’ portal for skilled workers from abroad: https://www.make-it-in-germany.com/de/leben-in-deutschland/familiennachzug/schulsystem
• All-day schools: https://www.ganztagsschulen.org

In Germany, most small towns have their own theatre, orchestra and museum. You will find a rich and varied cultural programme almost everywhere. In the large towns and cities there are opportunities to see interesting artists or exhibitions, theatre performances and film shows, which can be so numerous that it is difficult to make a choice.

In and around the cities, there is a wealth of possible destinations that are accessible via well-maintained cycle paths, footpaths and hiking trails and which are worth discovering.

Many Germans spend their free time in clubs. In Germany there are 600 000 registered clubs. There is also a large number of unregistered clubs. As is to be expected, the most popular clubs are centred on sport.

Pubs are a typical feature of Germany, some of which have small exhibitions, theatres, music venues and cabarets. They are often home to the ‘alternative’ cultural scene, at odds with the major art and cultural institutions. Insiders among your acquaintances will give you the right addresses. Beer gardens and wine bars where you can sit out until late in the evening are especially popular in summer. You should definitely go to the various public festivals such as Fasching or Karneval in the winter, street festivals in the summer, and beer and wine festivals in the autumn.

Links:

• Deutsche Welle (DW): https://www.dw.com/de/die-deutschen-und-ihre-vereine/a-48403682
• Volkshochschule (adult education centre): https://www.volkshochschule.de
• The Federal Government’s ‘Make it in Germany’ portal for skilled workers from abroad: https://www.make-it-in-germany.com/de/leben-in-deutschland/deutschland-kennenlernen/deutsche-gesellschaft

Whether it is the birth of a child, the notification of marriage, a wedding, divorce or the death of a relative – if you are faced with a new situation in your life or have to complete an administrative procedure, the citizens’ bureau (Bürgerdienst) of your city or municipality is at your disposal. You can gain an overview of all the services on offer and access to particular procedures and forms on the internet portals of the city or municipality in which you live.

Parents have one week after the birth of a child to register the newborn in the district of the birth. However, there are often arrangements between clinics and the registry office through which the formalities are completed with ease. Otherwise, the midwife or doctor issues the notification of birth to be submitted to the registry office.

In Germany, civil law and state-recognised marriages are performed at a registry office. A church wedding can take place only between two people who have already been married in accordance with civil law, i.e. after a registry office wedding. Since 2017, homosexual couples have also been able to enter into marriage in Germany.

The death of a person must be confirmed in writing by a doctor (confirmation of death). Where the cause of death cannot be identified, in particular where outside intervention, outside cause, or failure to provide help is suspected, the police must be informed. The death certificate is issued by the registry office of the place where the death occurred. The cause of death certificate, passport and, if applicable, the birth certificate or family record book are required for the death certificate to be issued.

Links:

• Guide to German authorities – Office for the Equal Treatment of EU Workers: https://www.eu-gleichbehandlungsstelle.de/eugs-de/eu-buerger/behoerden-wegweiser