When companies from the EU operate in Germany or post employees to Germany, they must comply with numerous labor law regulations. German employment law is known for its extensive regulations for the protection of employees, which is often a challenge for foreign employers. Here is an overview of the most important obligations and requirements.<\/p>\n
In Germany, the so-called Evidence Act<\/strong>which obliges employers to record the most important contractual conditions in writing.<\/p>\n The Working Hours Act (ArbZG)<\/strong> sets clear limits for working hours:<\/p>\n Important for EU employers:<\/strong> Practical example:<\/strong> As soon as an employee works in Germany, they are generally subject to German social security contributions, unless they have a A1 certificate<\/strong> (for postings from the EU).<\/p>\n German social security contributions are made up of the following components:<\/p>\n Exception:<\/strong> Practical example:<\/strong> In Germany, a statutory Minimum wage<\/strong>which is regularly adjusted. Since January 2024, it has been 12,41 \u20ac per hour<\/strong> (as of 2025 it could rise).<\/p>\n Attention for employers from the EU:<\/strong><\/p>\n Practical example:<\/strong> Germany has strict regulations on protection against dismissal. Especially the Dismissal Protection Act (KSchG)<\/strong> protects employees from unjustified dismissals.<\/p>\n Practical example:<\/strong> Companies from the EU that employ workers in Germany must comply with certain reporting obligations:<\/p>\n Practical example:<\/strong> Foreign employers who do not comply with German regulations risk severe penalties:<\/p>\n Tip for employers from the EU:<\/strong> Wenn Unternehmen aus der EU in Deutschland t\u00e4tig werden oder Mitarbeiter nach Deutschland entsenden, m\u00fcssen sie zahlreiche arbeitsrechtliche Vorschriften beachten. Das deutsche Arbeitsrecht ist bekannt f\u00fcr seine umfangreichen Regelungen zum […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[211,212],"tags":[],"class_list":["post-12407","post","type-post","status-publish","format-standard","hentry","category-arbeitsrecht-mitarbeiter-aus-dem-ausland","category-buerokratie-im-deutschen-arbeitsrecht-was-unternehmen-aus-der-eu-beachten-muessen"],"_links":{"self":[{"href":"https:\/\/bosporus24.de\/en\/wp-json\/wp\/v2\/posts\/12407","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bosporus24.de\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bosporus24.de\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bosporus24.de\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bosporus24.de\/en\/wp-json\/wp\/v2\/comments?post=12407"}],"version-history":[{"count":1,"href":"https:\/\/bosporus24.de\/en\/wp-json\/wp\/v2\/posts\/12407\/revisions"}],"predecessor-version":[{"id":12431,"href":"https:\/\/bosporus24.de\/en\/wp-json\/wp\/v2\/posts\/12407\/revisions\/12431"}],"wp:attachment":[{"href":"https:\/\/bosporus24.de\/en\/wp-json\/wp\/v2\/media?parent=12407"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bosporus24.de\/en\/wp-json\/wp\/v2\/categories?post=12407"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bosporus24.de\/en\/wp-json\/wp\/v2\/tags?post=12407"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
An Italian company hires a sales employee in Germany. The contract must be in writing and clearly regulate which working hours, salary components and notice periods apply.<\/li>\n<\/ol>\n2. working hours and overtime: Strict regulations in Germany<\/strong><\/h3>\n
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Working hours in Germany are more strictly regulated than in many other EU countries. Violations of the Working Hours Act can be punished with fines of up to \u20ac15,000.<\/p>\n
A Polish construction company sends workers to Germany for a project. They regularly work more than 10 hours a day. They are threatened with heavy fines during an inspection by the trade supervisory office.<\/p>\n3. compulsory social insurance in Germany<\/strong><\/h3>\n
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If an employee is only temporarily posted from an EU country, they remain covered by social security in their home country if they have a valid A1 certificate<\/strong> is available.<\/p>\n
A Czech logistics company has deployed drivers in Germany. Without an A1 certificate, the drivers must be registered for social security in Germany.<\/p>\n4. minimum wage and payroll accounting: no room for violations<\/strong><\/h3>\n
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A Hungarian cleaning company provides staff for a job in Germany. It pays the Hungarian minimum wage. This leads to a breach of the German Minimum Wage Act, for which there is a risk of severe penalties.<\/p>\n5. dismissal and occupational health and safety: German laws are employee-friendly<\/strong><\/h3>\n
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A Spanish employer wants to make an employee in Germany redundant at short notice. As the company has more than 10 employees, this is not possible without further ado. The employer must provide evidence of a recognized reason for dismissal.<\/p>\n6. reporting obligations for foreign employers in Germany<\/strong><\/h3>\n
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A Slovakian company sends fitters to Germany for an order. It fails to make the customs declaration, resulting in high fines.<\/p>\n7. sanctions for violations of German labor law<\/strong><\/h3>\n
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Before deploying employees in Germany, all labor law regulations should be checked and complied with in order to avoid legal problems and high penalties.<\/p>\n<\/h3>","protected":false},"excerpt":{"rendered":"