Understanding employment models and contract types in Germany is crucial if you’re planning to work here. German labor laws offer extensive protections and benefits, but the distinctions between full-time, part-time, Minijob, and Midijob arrangements—as well as limited and unlimited contracts—can be complex. This guide breaks down these different employment types and explains essential details around termination rights, notice periods, and severance, helping you navigate the system with confidence.
• Full-Time: 35-40 hours/week, higher salary and taxes, full social benefits (e.g., vacation, sick leave).
•Part-Time: 10-30 hours/week, lower salary and taxes, flexible for students and parents.
A full-time job in Germany typically requires a workweek of 35 to 40 hours, with 40 hours being the standard in many sectors. This arrangement offers employees stability and comprehensive benefits but comes with higher taxes and social contributions.
For more details on income tax rates and brackets in Germany, check out this overview of German income tax.
Part-time jobs typically involve 10 to 30 hours per week, offering flexibility for those balancing work with other responsibilities. Despite the reduced hours, part-time employees enjoy the same legal rights as full-time employees.
Part-time jobs typically involve 10 to 30 hours per week, offering flexibility for those balancing work with other responsibilities. Despite the reduced hours, part-time employees enjoy the same legal rights as full-time employees.
For more details on employee rights for part-time workers, visit the Federal Ministry of Labour and Social Affairs (BMAS) website.
Yes. Minijobs are a form of part-time employment with earnings capped at 538 euros per month, making them ideal for individuals seeking limited hours or supplementary income.
Supplementary income: Great for individuals looking for additional earnings without a full-time commitment.
No full social insurance coverage required: Keeps deductions minimal.
You can find more information about Minijobs on the Minijob-Zentrale website.
• Minijob: Up to €538/month, minimal social insurance.
• Midijob: €538–€2,000/month, reduced social insurance with full coverage.
Midijobs are part-time jobs for those earning between 538.01 and 2,000 euros per month. They are ideal for individuals seeking a moderate income with reduced social insurance contributions.
For a detailed explanation of Midijobs, see the German Pension Insurance page.
Full-time jobs, by contrast, do not qualify as Minijobs or Midijobs because they exceed the income thresholds and work hours associated with these categories. Full-time positions are therefore fully subject to standard tax rates and social insurance contributions.
Employment contracts are typically divided into two main types: limited (befristeter Arbeitsvertrag) and unlimited (unbefristeter Arbeitsvertrag).
| Limited Contract | Unlimited Contract |
| Fixed End Date: Typically ranges from 6 months to 2 years. | No Fixed End Date: Offers long-term job security and stability. |
| Probationary Period: Usually includes up to 6 months, with a 2-week notice period during this time. | Probationary Period: Also up to 6 months, but follows standard contract terms. |
| Flexibility for Employers: Allows employers to assess employee suitability. | Stronger Employee Protections: Offers long-term stability and rights. |
| Conversion Option: Can be extended or converted into an unlimited contract if performance is satisfactory. | Termination Notice: Requires longer notice periods after probation (1-3 months depending on tenure). |
| Job Security: Limited; employees face uncertainty as the contract has an end date. | Job Security: High; viewed as more secure by lenders and landlords. |
| Best For: Short-term roles or projects. | Best For: Long-term employment and career development. |
Employment termination (Kündigung) is strictly regulated to protect employees. Generally, there are three ways a job can end: through employee resignation, employer termination, or mutual agreement. The most common forms of termination are employer-initiated and employee-initiated, each with specific rights and notice periods.
For both limited and unlimited contracts, the standard notice period is at least four weeks for employees who wish to resign. For employers, the notice period can vary based on the length of the employee’s tenure, ranging from four weeks to seven months for long-standing employees. The notice period must be specified in the employment contract, but it cannot be shorter than the legal minimums set by German labor law.
After the probationary period (Probezeit), which can last up to 6 months, employees gain more protection, and termination becomes more challenging for employers. During the probation period, termination can happen with only two weeks’ notice. Please read your contract carefully, the termination period specific to your Probezeit will be mentioned there.
Germany has strong protections against unfair dismissal under the Protection Against Dismissal Act (Kündigungsschutzgesetz). This law applies to employees in companies with more than 10 employees who have worked at the company for over six months. The law prevents dismissal without a valid reason, such as economic factors, employee misconduct, or poor performance. Employees who believe they have been unfairly dismissed can file a claim within three weeks of receiving their termination notice.
Dismissal without notice (außerordentliche Kündigung) is only allowed in extreme cases, like theft or serious breaches of contract, and must be justified with valid reasons.
In Germany, severance pay (Abfindung) is not automatically granted unless specified in the employment contract or offered voluntarily by the employer.
Whether you’re looking for flexibility in a part-time role, stability in an unlimited contract, or a transitional job with a limited contract, Germany’s employment laws offer diverse options. We hope this guide has clarified the essentials to make your job search and employment journey smoother.
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