German Payroll Providers

Hiring employees in Germany
Currency
Euro (EUR)
Population
83,149,300
Capital
Berlin
Official language(s)
German
Date format
dd/mm/yyyy
Fiscal year
1 January – 31 December
  • Hassle-free global payroll
  • Hire abroad from just 1 employee upwards
  • Fast 3-week setup
  • Dedicated expert local support

Why use PeoplePay?

Guaranteed Compliance

Robust, compliant payroll and hiring supported by a dedicated Account Manager.

Local Expertise
Avoid international payroll and hiring pitfalls including language barriers, regulations and employment laws.
Lower Costs
Reduced administration, no need for an in-country team, and consolidated, outsourced payroll.

Get in touch

If you’d like one of our Global Specialists to call you, please fill in the form below and we will contact you within the hour.

Germany Payroll

Get peace of mind with a streamlined, fully-managed payroll solution for 1+ employees.

Germany HR

Helping you hire compliantly, steering you through the local HR laws and regulations.

Germany Payments

Consolidated, one-wire transfers to cover your entire global workforce – at competitive rates.

We’re thrilled to be recognised in prestigious industry awards

The Reward 23 winner logo11
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Employing in Germany

In Germany, the minimum wage is set at €12.82 per hour.

The individual income tax contributions in Germany range from 14% to 45% and is calculated on a progressive basis. The rate is based on the employee tax class, which means that marital status and multiple income sources will determine an employee’s tax class and therefore their tax rate.

For more information on other tax rates, allowances and employer contributions in Germany, please get in touch to discuss your specific requirements.

In Germany, pension contributions are a significant portion of social security, with employees and employers splitting the 18.6% pension contribution rate between them.

This contribution is capped at an annual income rate, which is currently €84,600 (or €81,000 in the new federal states). 

In Germany a standard working week is 8 hours per day and 40 hours per week, Monday to Friday. Any hours outside of this are considered overtime.

Employees can work overtime although payment is not mandatory. Employers can choose to compensate overtime either financially or with time off in lieu, at their discretion. An employee can work a maximum of 2 hours overtime per day and 12 hours per week.

Employee’s leave consists of several types:

  • Statutory time off or paid leave, which is 20 days per year for full-time employees
  • Public holidays (there are 9 bank holidays per year in Germany)
  • Maternity, Paternity and Parental leave
  • Sick leave

Termination of an employment contract in Germany is complex and is covered by the Dismissal Protection Act and any contractual obligations made at the time employment commenced.

Legally compliant terminations can include:

  • When the agreed contract end date occurs
  • Voluntarily by the employee, or by mutual agreement
  • Termination by the employer:
    • At the conclusion of any probationary period
    • Conduct-related dismissal
    • Person-related dismissal
    • Business-related dismissal

All dismissals require a minimum notice period to be given, which is four weeks prior to either the 15th of the month, or the last day of the next month.  

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employees paid
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countries covered
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transactions
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currencies supported
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Frequently Asked Questions

How does payroll work in Germany?

In Germany, employees are generally salaried and paid on a monthly basis. Each employee must be registered with their chosen health insurance, which the employer will need to maintain and process via the payroll. This creates quite a large volume of payments on a monthly basis, however PeoplePay Global will handle this on your behalf.

What are the regulations around leave?

When an employee is sick, they will generally be entitled to 100% pay. Employers receive 80% of that amount back via the health insurance system, providing they do not have over 30 employees. An employee must provide a doctor’s note after three days of sickness, to ensure they remain compensated. For illnesses lasting longer than six weeks, the sick pay is reduced and must continue to provide doctor’s notes until they are able to return to work.

What about dismissing an employee?

Employment rights are very strict in Germany. Therefore before taking any action, we suggest speaking to one of our Employment Law Advisors. For example, notice of termination is usually delivered in person to ensure receipt, otherwise this can be used against the employer. We are able to handle all aspects to ensure compliance throughout the process.

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