Employer of Record
Germany combines a written-contract hiring culture with mandatory health, pension, unemployment and nursing-care insurance registration for standard hires, plus a statutory minimum wage that steps up again in 2027. Share the role, the work location and your intended start date, and PIO confirms the available arrangement for that specific hire, then coordinates the contract and payroll while explaining how leave and offboarding work within it.
Practical points to line up before you hire in Germany.
Germany's statutory minimum wage is at least €13.90 gross per hour from 1 January 2026, rising to €14.60 from 1 January 2027, and wages must be paid by the agreed due date and no later than the last banking day of the following month — build both the rate and the timing into your offer.
German hiring practice centers on a written employment contract that sets out role, pay, probation and notice period — collective agreements in some sectors can add further terms. We help align your offer with that structure before the hire begins.
Source:Work contract
Ending employment in Germany is governed by the statutory notice periods in BGB § 622, which grow with the employee's length of service — from one month up to seven months for long-tenured staff — though a valid collective agreement or contract terms can modify what applies. A probation period of up to six months can carry a shortened two-week notice period instead.
Source:Bürgerliches Gesetzbuch (BGB) – Section 622: Notice Periods for Employment Relationships
A standard employment relationship in Germany — including ordinary part-time work — triggers registration for health, pension, unemployment and nursing-care insurance alongside gross salary. Only a role that meets the statutory Minijob earnings limit, or one of the specific short-term Minijob conditions, follows different, reduced registration rules — confirm which applies and budget for the full cost of employment, not just the listed pay.
Source:Social securityMinijob-Zentrale — Information about minijobs
Once your hire is confirmed, here's what we help you coordinate.
You stay in control of the decisions that are yours to make.
A straightforward path from sign-up to your employee's first day.
Share the role, the work location and your target start date, and we'll confirm the available arrangement for that hire.
Once confirmed, we help coordinate the information, contract and payroll setup needed within your arrangement.
You manage the day-to-day relationship; we help coordinate the recurring administration within your arrangement.
Germany's statutory minimum wage is at least €13.90 gross per hour from 1 January 2026, stepping up to €14.60 from 1 January 2027. Wages must also be paid by the agreed due date and no later than the last banking day of the month after the work was performed — both the rate and the payment deadline shape how a German hire's payroll gets set up.
Yes — share the role, the work location and your intended start date, and we confirm the available arrangement for that specific hire before onboarding begins.
A verbal agreement is technically possible, but German hiring practice — and official guidance on work contracts — treats a written contract covering role, pay, probation and notice period as the standard starting point. Collective agreements in some sectors add further terms on top of that baseline.
Source:Work contract
Beyond gross salary, a standard employment relationship in Germany — including ordinary part-time work — needs to be registered for health, pension, unemployment and nursing-care insurance. Only an arrangement that meets the statutory Minijob conditions — either the Minijob earnings limit or a short-term limit of up to 70 working days or three months — gets different, reduced registration treatment through the Minijob-Zentrale. Budget for the full cost of employment, not just the salary you offer — the specific registration steps get confirmed as part of your arrangement.
Source:Social securityMinijob-Zentrale — Information about minijobs
You provide the role details, compensation and any company-specific policies. Around those decisions, we coordinate the onboarding paperwork and confirm how the local employment contract and payroll administration are handled within your arrangement.
Notice periods in Germany are set by statute — BGB § 622 — and scale with the employee's length of service, from one month's notice up to seven months for long-tenured staff; a collective agreement or valid contract terms can modify what applies on top of that statutory baseline. During an agreed probation period of up to six months, either side may give a shortened two-week notice instead.
Source:Bürgerliches Gesetzbuch (BGB) – Section 622: Notice Periods for Employment Relationships
Practical guidance is grounded in these official references, but local law and public requirements can change and should be reconfirmed. Your PIO contract and quote govern only PIO's service scope, terms and fees.
Sign up to start an EOR hire in Germany. Share the role, the work location and your target start date, and we'll confirm the available arrangement — or book a demo first to talk it through with our team.
