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Germany remains the most popular destination for job seekers in the European Union, accepting a large number of highly trained workers each year.
Every year, thousands of foreign people, including EU members, choose to relocate and work in Germany because of its high wages, great quality of life, and other benefits. When it comes to rules, though, not all of them apply to everyone.
While Germany allows EU residents to relocate and work in the country without having to follow tight criteria, third-country people must apply for and acquire a visa for employment purposes.
In terms of salary and other perks, everyone is treated equally, regardless of whether they are EU or non-EU nationals, and they are paid in accordance with the country's regulations.
Entering Germany as an EU Citizen for Employment
According to the German Federal Foreign Office, nationals of the EU are not need to obtain a visa to enter Germany for work purposes.
Furthermore, EU citizens are excluded from the necessity to apply for a residence permit after entering Germany.
Yet, they must register, just like everyone else, so that the authorities are aware they are in the nation.
“Since the entry into force of the Freedom of Movement Act/EU on 1 January 2005, EU citizens are no longer required to apply for a residence permit after entering Germany. However, they need to register, like everyone else, with their local resident’s registration office,” the statement of the Federal Foreign Office reads.
Working in Germany as a Non-EU Citizen
Third-country citizens, unlike EU citizens, require a visa or a residency permit in order to enter Germany for work purposes.
Non-EU citizens must apply for one of the above-mentioned documents before visiting Germany, thus the procedures cannot be completed upon arrival.
“As a general rule, non-EU nationals need a residence title (visa or residence permit) to take up employment in Germany. By law, the residence title has to give information on whether and to which extent access to the labour market is granted. This information replaces the former work permit,” the Federal Foreign Office explains.
Non-EU citizens who want to work in Germany must apply for a visa or a residence permit at a competent foreign mission. Yet, such a requirement does not apply to everyone.
Australians, Canadians, Israelis, Japanese, New Zealanders, South Koreans, and Americans are exempt from this requirement, which means they can apply for the necessary resident title after arriving in Germany.
Germany Salary
Germany has changed its legislation, and beginning of October 1, 2022, the country's gross minimum wage is €12 per hour. The minimum wage rule applies to all employees, regardless of whether they are EU citizens or not.
The average income is determined by the field of work as well as the shortages that a sector is experiencing.
According to data from Germany's Official Statistical Office, Destatis, the monthly gross average wage for a full-time employee in 2022 was roughly €4,100 - an annual gross compensation of €49,200.
The average income in Germany, as in other nations, is determined by profession choice, and records reveal that doctors are the most paid in Germany, with an average yearly gross compensation of €89,539.
Financial advisers (€73,847), attorneys (€68,642), business advisors (€64,173), bankers (€62,744), engineers (€62,565), IT specialists (€60,563), PRs (€60,174), and those working in manufacturing (€60,046) round out the top 10 list of the highest-paid occupations in Germany.
Working Hours and Time Off
Employees are required to work a set amount of hours each week under German legislation. In general, working hours in Germany must not exceed eight hours a day, as in the rest of the EU.
Working hours can be increased to 10 per day in some instances, but weekly hours should not exceed 48.
Overtime should be compensated for those who labour more than is required. Unfortunately, there are no overtime pay restrictions in Germany, thus the rules are set by the company.
Employers in Germany are required to guarantee break rights in addition to not requiring employees to work more than eight hours per day.
All employees are entitled to at least 11 hours of rest between workdays and a minimum 45-minute break after the first six hours for shifts longer than nine hours.
In terms of holiday, the German government states that all employees are entitled to 25-30 days of leave every year.
If the employer agrees, employees can be given more holiday time, and they can even take hours or days off for special occasions.
Workers in Germany are entitled to up to four weeks of holiday each year, as well as days off for public holidays. The public holidays in Germany differ from one state to the next, which means that not all employees have the same days off throughout the year. Nonetheless, there are nine national public holidays observed by all states.
Workers in Germany have the right to sick leave as well. Workers who take sick leave in Germany are paid their full wage for the first six weeks, after which they are eligible for health insurance.
Leave of Absence for Maternity
Women in Germany enjoy specific privileges at work during pregnancy, and they are entitled to paid maternity leave.
The employer is expected to provide a safe and healthy workplace for all pregnant women and to adhere to specified guidelines.
Even if the contract allows it, pregnant women cannot be expected to work more than nine hours a day, and they have the right to take brief breaks throughout the day if necessary.
All women in Germany are entitled to maternity leave and pay for six weeks before and eight weeks after the birth of their child.
"Maternity allowance is paid for six weeks before the birth and eight weeks after (12 weeks for premature and multiple births, as well as cases where a doctor declares the child disabled within eight weeks of childbirth and the woman applies for a longer term of protection"), as well as the day of childbirth, according to the authorities.
“Maternity allowance is paid for six weeks before the birth and eight weeks after (12 weeks for premature and multiple births as well as in cases where a doctor declares the child to be disabled within eight weeks of childbirth and the woman applies for a longer term of protection) and for the day of childbirth,” the authorities explain.
The employer is not permitted to terminate an employee's work contract while she is on maternity leave until four months have passed since the child's birth.
The payment, according to the authorities, is split between the employer and the health insurance carrier.
Other Advantages for German Employees
Employee benefits required by German law in Germany include healthcare, retirement, unemployment insurance, workers' compensation, and long-term nursing care.
In Germany, every worker is entitled to a retirement pension. Businesses in Germany are obligated to contribute to the state pension for all of their employees, and after an employee retires, they are given approximately €1,600 per month. However, the amount fluctuates depending on how long someone worked and whether they retired early.
Furthermore, all employees in Germany have access to healthcare. Everyone who works in Germany is required to obtain health insurance, which covers the bulk of expenditures in the event of sickness or an accident, among other things.
Workers in Germany also have access to long-term care. Home care is one of the benefits, and it is tax-free.
Germany will revise its skilled workers act.
Given the large number of foreigners who want to work in Germany, the German government has been seeking to ease some of its immigration regulations.
Earlier this year, German officials stated that the country is working hard to modernise its Skilled Workers Act, emphasising that, among other things, Germany's Blue Card will become available to more highly trained employees with a university degree.
Furthermore, Germany intends to make it easier for non-EU people to migrate to the country for job purposes without having to go through official degree recognition procedures.
By fLEXI tEAM