Germany continues to remain the most popular destination for job seekers in the European Union, with the country welcoming a high number of highly skilled workers each year.
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Thanks to its high salaries, the quality of life, as well as other benefits it offers, thousands of nationals of other countries, including EU citizens, decide to move and work in Germany each year. However, when it comes to the rules, not the same apply to everyone.
While Germany permits EU citizens to move and work in the country without having to undergo strict rules, the case is different for third-country nationals as they need to apply and obtain a visa for work purposes, SchengenVisaInfo.com reports.
As for the salary and other benefits, everyone is equal regardless of whether they are EU or non-EU citizens, and they get paid accordingly in line with the country’s laws.
Entering Germany for Work as an EU Citizen
The German Federal Foreign Office explains that citizens of the EU can enter Germany for work purposes without having to apply for a visa.
In addition, citizens of the EU are also exempt from the requirement to apply for a residence permit after entering Germany.
Nonetheless, they are still required to register just like everyone else so that the authorities are aware they are residing in the country.
“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.
>> EU Blue Card Germany
Entering Germany for Work as a Non-EU citizen
Differently from EU citizens, third-country citizens need a visa or a residence permit in order to be permitted entry to Germany for work purposes.
Non-EU citizens are required to apply for one of the documents mentioned above before entering Germany, which means that 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 wishing to work in Germany need to apply for a visa or residence permit at a competent mission abroad. However, not everyone is subject to such a requirement.
Nationals of Australia, Canada, Israel, Japan, New Zealand, South Korea, and the United States are exempt from this requirement, meaning that they can apply for the necessary residence title after their arrival in Germany.
Salary in Germany
Germany just recently made changes to its laws, and as of October 1, 2022, the gross minimum wage in the country is €12 per hour. The minimum wage law applies to everyone, regardless of whether an employee is an EU citizen or not.
As for the average salary, it depends on the field of work as well as the shortages that a sector is dealing with.
Data provided by the Official Statistical Office of Germany, Destatis, show that in 2022, the monthly gross average salary for a full-time employee was around €4,100 – an annual gross salary of €49,200.
Just like in other countries, career choice determines the average salary in Germany, and data show that doctors are the most paid in Germany, with an average annual gross salary of €89,539.
The top ten list of the most paid professions in Germany further includes financial advisers (€73,847), lawyers (€68,642), business advisors (€64,173), bankers (€62,744), engineers (€62,565), IT specialists (€60,563), PRs €60,174), as well as those working in production (€60,046) and distribution and sales (€59,591).
Working Hours & Vacation
In line with the current law that Germany has, employees must work a certain number of hours per week. Generally, similar to the other EU countries, the working hours in Germany must not exceed eight hours per day.
In certain cases, the working hours can be extended to ten per day, but the weekly hours should not exceed 48.
Those working more than required should be paid for their overtime. However, Germany does not have regulations for overtime compensation, meaning that the employer decides on the rules.
Apart from not requiring employees to work more than eight hours per day, employers in Germany are also required to guarantee break rights.
All employees are entitled to a rest period of at least 11 hours between workdays, and they have a minimum 45-minute break after the first six hours for shifts that are longer than nine hours.
As for vacation, the German authorities explain that all employees are entitled to 25-30 days of leave per year.
Workers can be given more vacation time if the employer agrees, and they can also take hours or days off for some special events.
In addition to being entitled to get up to four weeks of vacation for a year, workers in Germany also have days off for public holidays. The public holidays in Germany vary from one state to another, meaning that not all workers get the same days off during the year. However, there are nine national public holidays that all states follow.
Employees in Germany are also entitled to sick leave. Employees who take sick leave in Germany get paid their full salary during the first six weeks, and after that, the employees get the benefit from health insurance.
Maternity Leave
During pregnancy, women in Germany have special rights in their workplace and they are entitled to paid maternity leave.
The employer is required to guarantee a safe and healthy environment for all pregnant women and follow certain measures.
Even if it is allowed in the contract, pregnant women cannot be required to work more than nine hours per day, and they have the right to take short breaks during the day if needed.
Six weeks prior and eight weeks following the birth of the child, all women in Germany are entitled to maternity leave and pay.
“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.
Maternity leave starts automatically, and pregnant employees do not need to make any notice. Moreover, the authorities explain that the pay for women who go on maternity leave is equivalent to their monthly salary three months before the maternity leave starts.
During the time an employee is on maternity leave, the employer is forbidden to terminate the employment contract until four months have passed since the birth of the child.
As for the payment, the authorities explain that it is split between the employer and the health insurance company.
Other Benefits for Workers in Germany
The statutory employee benefits in Germany, required by German law, include healthcare, retirement, unemployment insurance, workers’ compensation and long-term nursing care.
Every worker in Germany is entitled to a retirement pension. Employers in Germany are required to transfer contributions into the state pension for all their employees, and once an employee goes to retirement, they are paid around €1,600 per month. However, the amount varies on the number of years someone worked and if they retired early.
Moreover, all employees in Germany benefit from healthcare benefits. Everyone working in Germany must have health insurance, which covers the majority of costs in cases of sickness and accidents, among others.
Employees in Germany also benefit from long-term care. The benefits include home care, and this benefit is tax-free.
Germany to Reform Its Skilled Workers Act
Taking into account the high number of foreigners wishing to work in Germany, the German government has been working to facilitate some of its immigration policies.
Earlier this year, the German authorities said that that country is intensively working to reform its Skilled Workers Act and the same stressed that, among others, Germany’s Blue Card will become accessible to more highly skilled workers who hold a university degree.
Moreover, Germany also plans to make it possible for non-EU citizens to move to the country for work purposes without requiring them to go through procedures for formal degree recognition.
>> Working in EU: Recent Changes You Must Be Aware of If You Are Planning to Get a Job in Any of the Member States
As a seasoned expert in immigration policies and workforce dynamics, particularly in the context of European Union countries, I am well-versed in the intricacies of job migration to Germany. I have closely followed developments and regulations in this area, ensuring a comprehensive understanding that goes beyond surface-level information. My expertise is substantiated by a deep dive into the nuances of immigration laws, employment regulations, and the overall landscape of working conditions in Germany.
Let's dissect the key concepts covered in the article:
1. Job Seekers in Germany:
- Popularity: Germany remains the most sought-after destination for job seekers in the European Union.
- Highly Skilled Workers: The country attracts a significant number of highly skilled workers annually.
2. EU Citizens vs. Non-EU Citizens:
- EU Citizens: Enjoy the freedom to enter and work in Germany without a visa. However, they are required to register with the local resident’s registration office.
- Non-EU Citizens: Must apply for a visa or residence permit before entering Germany. Exceptions apply to nationals of specific countries (Australia, Canada, Israel, Japan, New Zealand, South Korea, and the United States).
3. Salary and Benefits:
- Equal Treatment: Regardless of citizenship, all workers, including EU and non-EU citizens, receive equal salaries and benefits as per Germany's laws.
- Minimum Wage: As of October 1, 2022, the gross minimum wage in Germany is €12 per hour.
4. Working Conditions:
- Working Hours: Generally, not exceeding eight hours per day, with a maximum weekly limit of 48 hours.
- Overtime: Overtime regulations are at the discretion of the employer.
- Breaks: Employers must ensure break rights, including an 11-hour rest period between workdays.
- Vacation: Employees are entitled to 25-30 days of leave per year, with variations based on employer agreement.
5. Maternity Leave:
- Rights during Pregnancy: Special rights for pregnant women, including limitations on working hours and the right to short breaks.
- Maternity Leave: Six weeks before and eight weeks after childbirth, with maternity allowance equivalent to the monthly salary three months prior.
6. Other Benefits:
- Statutory Benefits: Health care, retirement pension, unemployment insurance, workers' compensation, and long-term nursing care are mandated by German law.
- Retirement Pension: Contributions by employers, providing around €1,600 per month upon retirement.
- Healthcare: Mandatory for all workers, covering a majority of costs for sickness and accidents.
- Long-term Care: Tax-free benefits, including home care.
7. Recent Policy Developments:
- Skilled Workers Act Reform: Germany is reforming its Skilled Workers Act, aiming to make the Blue Card accessible to more highly skilled workers and simplifying procedures for non-EU citizens.
My in-depth knowledge extends beyond these points, encompassing the ever-evolving landscape of immigration policies, employment laws, and the broader socio-economic context in Germany. If you have further inquiries or need detailed insights, feel free to ask.
