Employee Benefits in Germany: A Guide for Employers

What Are Employee Benefits in Germany?

In Germany, employee benefits encompass mandatory statutory benefits required by law, alongside supplemental benefits offered by employers to attract and retain talent. While the statutory benefits provide a safety net for employees, additional perks like private health insurance or gym memberships help create a competitive advantage for employers.

‍

‍

Full-Time vs. Part-Time Employee Benefits

In Germany, full-time employees are entitled to the full range of statutory benefits. In this region, full-time employees are generally defined as those working between 36 to 40 hours per week, with 8-hour workdays considered standard under the German Working Hours Act (Arbeitszeitgesetz).

Part-time employees (employees who work less than an average of 30 hours per week)  are also entitled to these benefits, although it is often prorated based on the number of hours worked. 

‍

Mandatory Employee Benefits in Germany

Mandatory employee benefits in Germany are legally required and aim to provide a strong social safety net for all workers. Employers must comply with these regulations to ensure the well-being of their workforce and avoid legal penalties.

Public Health Insurance 

Employers are required to contribute to all employees’ health insurance. Public health insurance requires a joint contribution from employers and employees, typically amounting to 14.6% of the employee’s gross monthly salary. Employees who earn above €64,350 annually may opt for private health insurance, which provides additional healthcare options.

Unemployment Insurance 

Employees working at least 18 hours a week are eligible for unemployment insurance, covering approximately 2.6% of their salary. This is also split between employer and employee contributions (each paying around 1.3% of the employee's gross monthly salary).To qualify for unemployment benefits, an individual must have contributed to unemployment insurance for at least 12 months within the last 24 months before losing their job.

National Pension 

Employees contribute to a national pension fund at a rate of 18.6%, equally shared between the employer and employee. This public pension serves as the primary retirement plan, though private pension plans are common to supplement retirement savings.

Long-Term Care Insurance 

To support those needing ongoing care due to age or illness, long-term care insurance is required, with contributions around 3.05% shared between employers and employees.

Accident Insurance 

Covering work-related accidents or illnesses, this insurance is fully funded by employers and provides support for medical expenses and rehabilitation. Rates vary depending on the industry and the level of risk associated with the job

Annual Leave 

In Germany, annual leave is a mandatory benefit regulated by the Federal Holiday Act (Bundesurlaubsgesetz). This act sets a minimum entitlement of 20 paid days per year for employees working a five-day week. This minimum requirement can often be extended, with many employers offering up to 30 days to stay competitive and meet employee expectations.

Sick Leave

German employees are entitled to up to six weeks of paid sick leave at their full salary, funded by their employer. If the illness extends beyond six weeks, the employee’s public health insurance steps in to cover a percentage of their salary (typically around 70%) for up to 78 weeks for the same illness.

German labor law prevents employers from terminating an employee due to illness alone, especially if the leave is medically certified and within the entitlement period.

Maternity Leave in Germany

Maternity leave, or Mutterschutz, includes 14 weeks of paid leave—6 weeks before the expected due date and 8 weeks after childbirth. Postnatal leave is extended to 12 weeks​ for cases involving multiple or premature births. 

During maternity leave, mothers are entitled to their full salary. Health insurance covers a portion of this (up to €13 per day), while the employer tops up the difference to match the mother’s average net earnings over the last three months. 

German law provides robust job security during maternity leave. From the beginning of pregnancy until four months after childbirth, mothers are protected against termination, and employers must hold their positions open, enabling them to return to the same role or an equivalent one

Parental Leave in Germany

Beyond maternity leave, German parents can also take up to three years of parental leave per child. This period can be split between both parents or taken by just one and can be taken continuously or in segments. 

Parents can also reserve up to 24 months of their leave to be used anytime before the child’s eighth birthday. Although parental leave itself is unpaid, parents can apply for a government-funded parental allowance (Elterngeld).

‍

Supplemental Employee Benefits in Germany

In addition to the mandatory benefits, many German employers offer a range of supplemental benefits to attract and retain top talent. These voluntary benefits can greatly enhance the attractiveness of an employer’s offer.

Supplemental Or Private Health Insurance 

In Germany, private health insurance or private Krankenversicherung (PKV) is an alternative to public health insurance, available mainly to high-income employees, self-employed individuals, and civil servants. PKV offers enhanced benefits which are often limited in public insurance. Premiums for private insurance depend on age, health, and coverage level rather than income. Additionally, public health-insured employees can add supplemental private plans to cover gaps in standard public health benefits. 

Additional Retirement Plans

In Germany, private retirement plans are a popular supplement to the public pension system, as they provide additional financial security for retirement to employees. While public pensions offer reliability, they may be insufficient for a higher retirement standard. This is where private pension plans come in. They allow for more investment flexibility and personalized retirement income options, such as lump-sum withdrawals or structured payouts​. 

Offering both private and public pension systems to employees provides a balanced retirement approach, combining stable public pensions with the customizable benefits of private plans.

Gym Memberships And Wellness Programs 

To support employee health and well-being, some employers offer subsidized gym memberships or wellness allowances, contributing to work-life balance and reducing absenteeism.

Additional Paid Time Off (PTO) 

While Germany mandates 20 days of leave, companies often increase this to around 30 days, which is a valued perk for employees in a competitive job market. In Germany, additional paid time off (PTO) goes beyond standard annual leave, offering various forms of leave for significant life events and special circumstances. The most common additional PTO options include public holidays, special occasion leave, compassionate leave, and religious and personal leave. These PTO policies help employees balance work and personal life and help support family and personal well-being in the workplace. 

Transportation And Commuting Support 

Some companies offer transportation allowances or fully subsidized public transit passes, especially for employees commuting long distances. Others offer company cars or bike leases.

Flexible Work Arrangements 

Hybrid work options, allowing employees to work remotely for part of the week, have become a popular supplemental benefit since the pandemic. Additionally, employers can allow workers to work abroad for a few weeks during the year. This is usually within the European Economic Area (EEA), to avoid tax and labor complications. 

These supplementary benefits help employers stand out by boosting employee satisfaction and well-being beyond Germany’s statutory requirements.

‍

Tax Implications Of Employee Benefits In Germany

In Germany, most employee benefits are subject to income tax and social security contributions, with certain tax exemptions for specific benefits. Benefits in kind, such as company cars or housing allowances, are generally taxable, though minor perks (like meal vouchers) may be tax-exempt within limits.

Supplemental benefits, like private pensions, often offer tax-deductible options for employers but are generally taxed as income upon payout for employees​. For stock options, taxation may be deferred until transfer or employment termination, particularly for smaller companies, offering a temporary tax break​.

German employers may also benefit from tax incentives when providing certain types of benefits, such as retirement contributions or childcare support. These perks are often tax-deductible, making them a cost-effective way to boost employee satisfaction. 

‍

Legal Considerations For Employee Benefits In Germany

Compliance with German labor laws is critical when offering employee benefits. Employers must adhere to strict regulations governing statutory benefits like health insurance and annual leave. Non-compliance can result in penalties, fines, and reputational damage. German labor laws also require employers to report benefits to the relevant authorities such as health insurance providers, the Federal Employment Agency (Bundesagentur für Arbeit), and the Mini-Job Central Agency (Minijob-Zentrale). This ensures transparency in tax and social security contributions.

‍

Additional Benefits In Germany To Attract Talent

To attract top talent, German employers often go beyond statutory requirements by offering additional perks, such as:

• 13th-Month Bonus: In Germany, the 13th-month bonus, commonly referred to as the Christmas bonus (Weihnachtsgeld), is a widely appreciated benefit but not legally mandated. Generally, this bonus is equivalent to one month's salary and is typically paid in November or December, providing employees with extra financial support during the holiday season. Approximately 85.7% of employees covered by collective agreements received a Christmas bonus in 2022. Though coverage and amounts vary by industry.‍
• Childcare and Family Support: The Family Benefits Office (Familienkasse), which operates under the Federal Employment Agency (Bundesagentur für Arbeit) provides financial support for childcare, such as the Kindergeld monthly allowance. German employers can supplement this by offering workplace childcare facilities or subsidizing daycare.‍
• Lunch Vouchers: In Germany, lunch vouchers are a tax-advantaged benefit allowing employers to cover part of employees' meal costs.These vouchers are valid for one meal per working day and can be used in restaurants, supermarkets, or food delivery services, making them convenient for both on-site and remote workers. ‍
• Flexible Hours: In Germany, flexible working hours or "flextime" are increasingly common and are highly valued for promoting work-life balance. Flexible hours generally allow employees to adjust their start and end times around a set "core period" during which they must be available for collaboration, often from around 10 am to 4 pm. This setup enables workers to tailor their schedules to personal needs, such as childcare or commuting preferences, while meeting the company's operational needs.

These perks not only enhance employee job satisfaction but also help employers stand out in a competitive job market.

‍

How Benefits Impact Employee Costs In Germany

In Germany, the average contribution to employee costs due to benefits—primarily social security contributions—is around 20% of an employee’s gross salary for mandatory non-wage costs. This figure includes the employer's share of contributions to statutory health insurance, pension insurance, unemployment insurance, long-term care insurance, and accident insurance. 

Health insurance and pensions constitute the largest portions, with health insurance requiring 7.3% and national pension requiring 9.3% of the employee’s gross wage from the employer, while long-term care insurance requires about 1.5%, and unemployment insurance is 1.3%. 

‍

‍

Additional voluntary benefits, like supplemental health insurance or retirement plans, can add around 4-5% of salary depending on the benefits offered, making total non-wage labor costs a significant portion of employee expenses.

To help businesses compare these costs side-by-side in different markets, Playroll offers a free employee cost calculator, helping companies budget effectively for international hires.

‍

‍