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Europe

Germany

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Employer of Record (EOR) in Germany

What you'll learn

  • Country Introduction
  • Tax Breakdown for Employers
  • Statutory Leave Laws
  • Minimum Wage and Working Hours
  • Termination Process
  • Additional Information
Germany Introduction

Germany is a country in central Europe bordered by France, Denmark, Poland, the Czech Republic, Austria, Switzerland, Luxembourg, Belgium, and the Netherlands. It’s the 2nd-most populous country in Europe (after Russia) and has the largest economy on the continent. Germany is a developed country with social security, a universal healthcare system, environmental protections, and a tuition-free university education.

Paid Leave and Statutory Leave

Parental Leave

Pregnant mothers in Germany are entitled to 6 weeks of paid leave before their due date, and at least 8 weeks of leave after the child is born. While there is no statutory paternity leave, parents can take extended parental leave of up to 36 weeks before their child turns 3 years old. Employees can also take adoption leave.

Sick Leave

Employees who have worked at least 4 weeks at their company are entitled to 6 weeks of sick leave paid at their full salary. After 6 weeks, the health insurance fund pays 70-90% of the salary for up to 78 weeks within a period of 3 years.

Paid Leave

Germany has 9 national holidays and regional holidays based on the employee’s location. Employees are also entitled to at least 20 days of paid time off each year.

Wage Requirements and Working Hours

The minimum wage in Germany is €12, though a higher minimum wage is often set via collective bargaining agreements. The standard workweek can be no longer than 40 hours per week at 8 hours per day. Some days can be extended to 10 hours per day as long as the average working day over 6 months does not exceed 8 hours/day. Overtime work must conform to the stipulations in the employment contract.

Termination Process

Process

The termination process in Germany depends on the collective agreements in place, the type of contract, and the reason for termination. After 6 months at a company, workers are protected by the German Termination Protection Act.

Notice Period

Notice periods are usually stipulated in the employment contract and are linked to the employee’s length of time at the company:

  • 0-2 years = 1 month notice
  • 2-5 years = 2 months notice
  • 5-8 years = 3 months notice
  • 8-10 years = 4 months notice
  • 10-12 years = 5 months notice
  • 12-15 years = 6 months notice
  • 15+ years = 7 months notice

Severance Pay

Severance pay applies if an employer terminates the employment agreement without notice, in which case the severance pay would be for the same amount the employee would have earned if given notice. If the termination is due to operational changes, the employer must pay out a severance generally equal to 2 weeks of salary for each year at the company.

Additional Information

While not legally mandated, 13th-month salary bonuses are customary in Germany and paid out in December.

OVERVIEW
Language(s):
German
Currency:
Euro (EUR)
Capital City:
Berlin
Population:
84.3 Million
Cost of Living Rank:
32nd
VAT (Valued Added Tax):
19%
Employer TaxES
23.06%
(estimated)

★  9.3% - Pension

★  7.3% - Health Insurance

★  1.53% - Long term Insurance

★  1.25% - Unemployment Insurance

★  1.18% - Accident Insurance

★  2.5% - Sickness/Maternity

Simplified Global HR and Payroll.
Let’s work on it together.

We've made the process really simple
with only 3 steps.

1

Remote candidate

You've sourced a full-time employee or contractor located in a country where your company is not incorporated.

2

Cost Calculation

Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.

3

Onboarding & Admin

Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.

Same-day onboarding
Best Pricing
Available in 150+ countries
How Remofirst employs in Germany

It can be prohibitively expensive to establish an entity in every country you want to hire talent in, so Remofirst will hire and pay your employee on your behalf while you manage their daily duties. Remofirst will handle formal HR procedures and employment contracts that adhere to local laws, so that you can simply approve invoices via our platform. When you work with an Employer of Record (EOR) you can compliantly hire the best employees around the world.

How employees in Germany get paid
Your employee's hours, time off, holidays, bonuses, and commissions are automatically calculated into payroll. Remofirst will invoice you in either US Dollars (USD), Euros (EUR), British Pounds (GBP), Canadian Dollars (CAD), or Singapore Dollars (SGD) around the 15th of each month to make sure your employees in Germany are paid on time in Euro (EUR). To make it even easier, you can summarize your entire global team's salaries to aggregate them into one payment (instead of many individual payments).
Full-time Employees vs Global Contractors

Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.

Dependable support for employees
Whenever the employee or employer has a question about benefits, Visas, or anything else related to international employment in Germany, they can use our platform's chat function to get answers from our team of experts. Every client of Remofirst also receives a dedicated account manager that will serve as a point of contact for global HR support.