Key Takeaways
Germany's statutory minimum wage is €13.90 gross per hour in 2026.
It will increase to €14.60 gross per hour on 1 January 2027. This increase has already been enacted.
The right generally applies regardless of nationality and includes part-time employees, minijobbers, seasonal workers and foreign employees working in Germany.
Some sectors have a higher binding minimum wage. The higher applicable rate must be paid.
If you are underpaid, customs can investigate the violation, but you must pursue your own payment claim separately.
Minimum wage in Germany is €13.90 gross for every hour worked in 2026. From 1 January 2027, it rises to €14.60 gross per hour. If you work in Germany, your nationality usually makes no difference to this entitlement. This guide explains who is covered, which exceptions matter, how to check a salary or minijob, and what you can do if your payslip does not match your working time.
You do not need to understand every German payroll term before checking your position. Start with your actual hours, your gross pay and any higher wage floor that may apply in your sector.
What is the minimum wage in Germany in 2026 and 2027?
The statutory minimum wage is €13.90 gross per hour from 1 January 2026 and €14.60 gross per hour from 1 January 2027. The 2027 amount is already legally fixed by the Fifth Minimum Wage Adjustment Ordinance; it is not merely a political target.
Period | General statutory minimum | Status |
|---|---|---|
1 January–31 December 2025 | €12.82 gross/hour | Historical rate |
1 January–31 December 2026 | €13.90 gross/hour | Current rate |
From 1 January 2027 | €14.60 gross/hour | Already enacted |
§§ 1 and 20 Minimum Wage Act (MiLoG)
Employees have a statutory minimum-wage entitlement. Employers based in Germany or abroad must pay at least the applicable minimum to employees working in Germany.
Official sources: § 1 MiLoG and § 20 MiLoG
Who is entitled to the minimum wage in Germany?
Almost every employee working in Germany is entitled to the applicable minimum wage, irrespective of nationality or whether the employer is established in Germany. This generally includes full-time and part-time employees, minijobbers, seasonal employees and employees posted to Germany.
Your residence permit and your access to the German labour market are separate immigration-law questions. If you are legally employed in Germany, however, being a foreign national does not reduce the hourly wage floor.
Tip for expats
Do not rely only on an English job offer or a monthly net-pay estimate. Ask for the gross salary, contractual weekly hours and any working-time account in writing. These figures make the minimum-wage check much clearer.
Who is not covered by the statutory minimum wage?
The exceptions are limited and depend on the real legal relationship, not simply the label used in a contract. Section 22 MiLoG excludes or separately regulates certain young people, trainees, volunteers, interns and previously long-term unemployed employees.
Situation | Minimum wage? | Important qualification |
|---|---|---|
Employee aged 18 or over | Generally yes | Including part-time and minijob work |
Under 18, no completed vocational training | No statutory MiLoG entitlement | Other protective rules may still apply |
Apprentice in recognised vocational training | Not under MiLoG | Vocational-training remuneration rules apply instead |
Mandatory internship | Generally exempt | It must genuinely be required by the relevant education rules |
Orientation internship up to three months | May be exempt | It must prepare for vocational training or higher education |
Study- or training-related internship up to three months | May be exempt | Further statutory conditions apply, including the prior-internship rule |
Previously long-term unemployed employee | Exception during first six months | Only where the statutory definition is met immediately before employment |
Genuinely self-employed person | No | False self-employment may still be treated as employment |
§ 22 MiLoG — personal scope
Interns are generally treated as employees unless a specific statutory exception applies. The provision also defines the exceptions for minors, vocational training, voluntary work and previously long-term unemployed employees.
How do you calculate whether your pay meets the minimum wage?
Compare the eligible gross remuneration for a payroll month with all hours actually worked during that month. The basic check is: eligible gross pay ÷ actual hours worked.
Example: Sofia checks her monthly salary
Sofia works 40 hours per week. An average month has about 173.33 working hours. At the 2026 minimum wage, the illustrative monthly floor is therefore 173.33 × €13.90 = approximately €2,409.33 gross. Her actual monthly calculation must still use the hours she really worked in that payroll month.
Overtime must be included in the hours side of the calculation. A fixed monthly salary can therefore fall below the statutory minimum if unpaid additional hours push the effective hourly rate under €13.90.
Verified judgment: standby time
The Federal Labour Court held that every hour of qualifying standby duty must be remunerated at least at the statutory minimum-wage level, even where a contract or collective agreement values standby time only proportionately for other pay purposes.
Federal Labour Court, judgment of 29 June 2016, 5 AZR 716/15
Payment component | Can it count? | Reason |
|---|---|---|
Basic gross wage | Yes | Direct remuneration for work |
Irrevocable work-related bonus paid for the same payroll period | Potentially | Depends on purpose and payment terms |
Shift, hardship or Sunday supplement | Potentially | May count where it directly remunerates work and has no separate statutory purpose |
Statutory night-work compensation | No | It serves a separate statutory purpose |
Loyalty bonus | Generally no | It rewards continued service rather than current work |
Revocable special payment | Generally no | The employee does not receive it unconditionally |
Accommodation or meals | Generally no | The minimum wage is owed in money; narrow rules exist for certain seasonal workers |
Can your sector require a higher minimum wage?
Yes. A binding sector minimum takes precedence where it is higher than the general statutory minimum. The exact amount depends on the sector, job group, qualification and effective period.
Selected sector in October 2026 | Binding minimum | Scope note |
|---|---|---|
Interior and maintenance cleaning | €15.00/hour | Relevant commercial employees within the ordinance's scope |
Glass and façade cleaning | €18.40/hour | Relevant wage group within the cleaning ordinance |
Care assistant | €16.10/hour | Covered employees in the care sector |
Statutory night-work compensation | €17.35/hour | Requires the specified training and corresponding work |
Qualified nursing professional | €20.50/hour | Requires the relevant professional qualification |
Temporary agency work (Zeitarbeit) | €15.33/hour | 1 September 2026–31 March 2027 |
Sector rates change on their own schedules. A sector name lone is not enough: the binding ordinance and your actual duties determine the correct rate.
How does the minimum wage affect a minijob?
Minijobbers are entitled to the same hourly minimum wage, while the monthly earnings ceiling adjusts with the statutory rate. The ceiling is €603 per month in 2026 and rises to €633 in 2027.
Example: maximum hours at the 2026 minimum
At €13.90 per hour and a €603 monthly ceiling, a minijob generally allows about 43.38 hours per month. If you work more without a corresponding change to the arrangement, either your pay or the classification may need correction.
When must the minimum wage be paid?
The minimum wage must be paid on the contractually agreed due date and no later than the final banking day of the month following the month in which the work was performed. Narrow special rules apply to written working-time accounts.
What can you do if you are paid below the minimum wage?
You can demand the gross difference from your employer and, if necessary, enforce the claim before the labour court. A report to the Financial Control of Undeclared Employment unit of German customs can trigger an investigation, but it does not recover your money for you.
Calculate the shortfall separately for each payroll month.
Collect your contract, payslips, rota, messages and personal time records.
Request payment in writing and keep proof of delivery.
Seek advice promptly if the amount is disputed or your records differ from the employer's records.
Consider reporting a suspected violation to the competent customs office; anonymous reports are possible.
Do not delay your claim
Section 3 MiLoG prevents agreements from excluding or restricting the statutory minimum-wage claim as such. However, related pay items and higher contractual or sector claims can follow different limitation or forfeiture rules. Acting early also makes your working-time evidence easier to preserve.
Do not delay your claim
Record the date, start, end, breaks and place of work. Save schedules, app screenshots and messages outside any employer-controlled account so that you retain access.
What should you check before raising an underpayment?
A structured file helps you explain the shortfall clearly and reduces unnecessary back-and-forth.
Employee wage-check checklist
Employment contract and amendments
Applicable collective agreement or sector ordinance, if any
Payslips and bank statements for each relevant month
Daily start, finish and break times
Overtime, standby time, travel between work sites and required preparation time
Explanation of each bonus, allowance or deduction
Calculation: eligible gross pay divided by actual hours
Copies of written requests and proof of delivery
How can you ask your employer to pay the minimum-wage difference?
You can begin with a factual written request that identifies the payroll months, hours, paid amount and calculated difference. Do not sign a waiver or settlement you do not understand.
Sample letter: request for clarification
Template notice: This is a general editorial aid, not individual legal advice. Sending it does not suspend election, contractual or court deadlines. Review and adapt it before use.
[Your full name]
[Your address]
[Employer name]
[Employer address]
[Place, date]
Subject: Payment of outstanding statutory minimum wage for [month(s)]
Dear Sir or Madam,
According to my records, I worked [number] hours during [month/year]. I received eligible gross remuneration of [amount]. Based on the applicable minimum wage of [€13.90 / higher sector rate] gross per hour, the required remuneration is [amount] gross.
I therefore request payment of the outstanding difference of [amount] gross and a corrected payslip by [reasonable date].
My calculation and supporting records are enclosed. Please confirm in writing when payment will be made.
Yours faithfully,
[Signature / name]
What do employees often ask about the minimum wage?
What should you remember about the minimum wage in Germany?
In 2026, you must generally receive at least €13.90 gross for every hour worked in Germany; from 1 January 2027, the binding rate is €14.60. Check whether your sector sets a higher floor, count all working time and examine pay components carefully. If the figures do not match, preserve your evidence and pursue the difference promptly.
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