Remuneration

Current information on remuneration, due date, special payments, pay slip, transfer of the annual pay slip and confirmation of contributions, etc.

Information for newcomers

Remuneration refers to all types of monetary payments and payments in kind (e.g. basic wage, special payments, overtime bonus, allowances and supplements, bonuses, private use of the company car, fees), which the employer pays the employee for providing their services. Expense allowances (e.g. mileage allowance, per diems) are not considered remuneration. Remuneration may be based on the time, piecework or performance-oriented remuneration system, or alternatively in the form of profit sharing.

Amount of the remuneration

For most sectors of industry, the collective bargaining agreement provides for a minimum wage in the salary tables. Higher remuneration (‘actual wage’) can be agreed.

White-collar employees receive a monthly wage, while blue-collar employees generally receive hourly wages. Apprentices are entitled to apprenticeship remuneration.

If a collective bargaining agreement is not possible because the employer is not an entity entitled to negotiate collective agreements, a minimum wage rate may be enacted.

If no collective agreement is in place, the employer is liable to pay the employee an appropriate or local rate remuneration. The remuneration will vary depending on many factors, such as qualifications, professional experience, industry or company size.

Payment date of the remuneration

Employers must pay the monthly salary to white-collar employees in two partial amounts by no later than the 15th and the last day of every month. However, an agreement to pay the total monthly salary at the end of the month may be reached. This is also stipulated in most collective bargaining agreements.

The hourly wages of blue-collar employees are essentially payable at the end of every calendar week. But many collective bargaining agreements contain different rules.

By law, claims for remuneration and wages under labour law (including, in particular, claims for current salary, special payments, severance pay) become time-barred within three years from the due date, unless a shorter limitation period is agreed in the collective agreement or employment contract.

It should be noted whether the applicable collective agreement provides for short expiry periods (e.g. in the duration of two months) for the assertion of labour law claims. Such an expiry period can also be agreed in the employment contract, provided that legal or collective agreement provisions are not violated.

The expiry of current statutory, collective bargaining and contractual limitation and expiry periods concerning claims arising from the employment relationship that employees have already acquired at the beginning of a leave of absence for care, a leave of absence for the care of a sick close relative, a family hospice leave and a leave of absence for care shall remain suspended until the expiry of two weeks after the end of the respective leave of absence.

Please note

In principle, remuneration must also continue to be paid in case of leave, inability to attend work (sickness, care leave) as well as on public holidays (public holiday pay).

Special payments

Employees are essentially only entitled to special payments if this is provided for in the relevant collective bargaining agreement. Most collective bargaining agreements provide for holiday pay and Christmas remuneration (‘13th and 14th monthly salary’).

Further links

Translated by the European Commission
Last update: 1 November 2023

Responsible for the content: Federal Ministry of Labour and Economy

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