The statutory minimum wage in Germany has been €13.90 gross per hour since January 1, 2026, and will rise to €14.60 on January 1, 2027. It applies to nearly all employees in Germany, with few exceptions such as minors without vocational training, certain interns, and apprentices. Employers are required to comply with the minimum wage and document working hours in certain industries.
Definition: What Is the Minimum Wage?
The minimum wage (Mindestlohn) is the legally mandated minimum hourly rate that employers in Germany must pay for every hour worked. It was introduced with the Minimum Wage Act (Mindestlohngesetz – MiLoG) on January 1, 2015, and applies across all industries nationwide.
The minimum wage is non-waivable – meaning employees cannot legally waive their entitlement to it, even voluntarily. Any agreement that undercuts the minimum wage is invalid. The Federal Ministry of Labour and Social Affairs (BMAS) emphasizes: This wage floor must not be undercut.
The general statutory minimum wage differs from sector-specific minimum wages, which are set by collective agreements in certain industries (e.g., construction, care, building cleaning) and are often higher than the statutory minimum.
Current Rates: Minimum Wage 2026 and 2027
Since January 1, 2026, the statutory minimum wage has been €13.90 gross per hour. The Minimum Wage Commission decided on June 27, 2025 to raise the minimum wage in two stages:
Based on a 40-hour work week, the 2026 minimum wage corresponds to a gross monthly salary of approximately €2,410. According to the Federal Statistical Office, up to 6.6 million jobs nationwide will benefit from the increase – around 17 percent of all employment relationships.
Development of the Minimum Wage Since 2015
Since its introduction, the minimum wage has been continuously increased:
- 2015: €8.50
- 2017: €8.84
- 2019: €9.19
- 2020: €9.35
- 2022: €12.00 (special increase)
- 2024: €12.41
- 2025: €12.82
- 2026: €13.90
The significant increase to €12.00 in 2022 was a political decision by the federal government. Since then, adjustments have followed the regular procedure through the Minimum Wage Commission.
Impact on Mini-Jobs
The earnings limit for mini-jobs is dynamically linked to the minimum wage and is based on a weekly working time of 10 hours. Since 2026, the mini-job threshold has been €603 per month.
At an hourly rate of €13.90, mini-jobbers may work a maximum of 43.4 hours per month without exceeding the limit. Employers must review whether the agreed working hours still fit within the earnings limit whenever the minimum wage increases.
Legal Framework: The Minimum Wage Act (MiLoG)
The Minimum Wage Act (Mindestlohngesetz – MiLoG) forms the legal basis for the general minimum wage in Germany. It regulates:
- Entitlement (Section 1 MiLoG)
- Non-waivability of the minimum wage (Section 3 MiLoG)
- Documentation requirements (Section 17 MiLoG)
- Exceptions from scope (Section 22 MiLoG)
All employers with a registered office in Germany or abroad are required to pay the minimum wage, provided they employ workers in Germany – regardless of the employees' nationality.
The Minimum Wage Commission
The Minimum Wage Commission is an independent body that develops proposals for adjusting the minimum wage every two years. It consists of:
- Three voting representatives each from the employer and employee sides
- One chairperson
- Two advisory members from academia (without voting rights)
In its decision-making, the Commission considers the collective bargaining index of the Federal Statistical Office and, since 2025, also the reference value of 60 percent of the median wage of all full-time employees – a recommendation from the European Minimum Wage Directive.
Non-Waivability and Scope
The minimum wage applies not only to actual hours worked but also to:
- Continued payment of wages during illness
- Paid vacation
- Public holidays
- On-call time
A waiver of the minimum wage is invalid. Employment contract provisions that undercut the minimum wage are also void.
Exceptions to the Minimum Wage
The Minimum Wage Act provides for several groups of people in Section 22 MiLoG who are not entitled to the statutory minimum wage.
Minors Without Vocational Training
Employees under 18 years of age without completed vocational training are exempt from the minimum wage. This provision is intended to prevent young people from neglecting vocational training in favor of employment.
Interns (Section 22 MiLoG)
In principle, interns are considered employees under the MiLoG and are entitled to the minimum wage. However, there are four exceptions:
- Mandatory internships: Internships required by school, university, or training regulations
- Orientation internships: Voluntary internships of up to three months for career orientation before vocational training or university studies
- Internships accompanying training: Voluntary internships of up to three months alongside vocational or university education (provided no such internship with the same employer was previously completed)
- Entry qualification: Participation in an entry qualification program under Section 54a of the Social Code Book III
Important: If a voluntary internship is extended beyond three months, the minimum wage entitlement applies retroactively from the first day.
Apprentices
Apprentices do not fall under the MiLoG but are subject to the provisions of the Vocational Training Act (Berufsbildungsgesetz – BBiG). A separate minimum remuneration applies to them.
Long-Term Unemployed
For long-term unemployed persons as defined in Section 18(1) of the Social Code Book III, the minimum wage requirement does not apply during the first six months of new employment. This provision is intended to facilitate reintegration into the labor market.
Documentation Requirements for Employers
Under Section 17 MiLoG, employers are required to record the start, end, and duration of daily working hours. This obligation applies to:
- Marginally employed workers (mini-jobbers) in the commercial sector
- Industries listed in Section 2a of the Act to Combat Undeclared Work (e.g., construction, hospitality, meat processing)
Recording must be completed no later than seven days after the work is performed. Documentation must be retained for at least two years. There are no legal requirements regarding the format – both digital and handwritten records are permissible.
Violations and Penalties
Violations of the Minimum Wage Act constitute administrative offenses and can be punished with fines of up to €500,000. Enforcement is carried out by the Financial Control of Undeclared Work (FKS) of the Customs Administration.
Possible consequences of violations:
- Obligation to pay back wages not paid at minimum wage level
- Fines
- Exclusion from public contracts
- Reputational damage
Failure to comply with documentation requirements can also result in fines.
Frequently Asked Questions About the Minimum Wage
What is the minimum wage in Germany in 2026?
Since January 1, 2026, the statutory minimum wage has been €13.90 gross per hour. This represents an increase of 8.42 percent compared to 2025 (€12.82). Based on a 40-hour work week, this results in a gross monthly salary of approximately €2,410.
When will the minimum wage be increased?
The next increase will take effect on January 1, 2027, raising the rate to €14.60 per hour. The Minimum Wage Commission proposes adjustments every two years, based on the collective bargaining index and the 60 percent median wage reference value.
Does the minimum wage apply to interns?
In principle, yes. Interns are considered employees under Section 22 MiLoG. Exceptions exist for mandatory internships, orientation internships (up to three months), and internships accompanying training (up to three months). If the three-month limit is exceeded, the minimum wage applies retroactively from day one.
What exceptions exist to the minimum wage?
The following are exempt from the minimum wage: minors without completed vocational training, certain interns (Section 22(1) sentence 2 nos. 1-4 MiLoG), apprentices (BBiG applies), long-term unemployed (first six months), and volunteers.
How does the minimum wage affect mini-jobs?
The mini-job earnings limit is dynamically linked to the minimum wage and has been €603 per month since 2026. At an hourly rate of €13.90, mini-jobbers may work a maximum of 43.4 hours per month without exceeding the threshold.
What documentation requirements apply?
Employers must record the start, end, and duration of daily working hours – no later than seven days after the work is performed. This requirement applies to mini-jobs and certain industries. Records must be retained for at least two years.
What happens if the minimum wage is violated?
Violations can be punished with fines of up to €500,000. Additional consequences include back-pay obligations, possible exclusion from public contracts, and inspections by the Financial Control of Undeclared Work (Customs).
Does the minimum wage apply during the probationary period?
Yes, without restriction. The probationary period is not an exception to the minimum wage. Full minimum wage entitlement also applies to fixed-term employment contracts from the first day of work.
Conclusion
The statutory minimum wage is a key compliance issue for HR professionals. At €13.90 per hour (2026) and the planned increase to €14.60 (2027), the wage floor continues to rise. Particular care is required with interns, mini-jobs, and working time documentation to avoid violations and fines.
Sources
- Minimum Wage Act (Mindestlohngesetz – MiLoG). Federal Ministry of Justice, 2014.
https://www.gesetze-im-internet.de/milog/ - Minimum Wage – Information from BMAS. Federal Ministry of Labour and Social Affairs, 2026.
https://www.bmas.de/DE/Arbeit/Arbeitsrecht/Mindestlohn/mindestlohn.html - Level and Adjustment of the Minimum Wage. Minimum Wage Commission, 2025.
- Questions and Answers on the Minimum Wage. Federal Government, 2026.
https://www.bundesregierung.de/breg-de/aktuelles/mindestlohn-faq-1688186 - Scope of the Minimum Wage Act. Customs (Financial Control of Undeclared Work), 2026.
- Minimum Wage in the European Union. Federal Statistical Office, 2025.
- Minimum Wage and Mini-Jobs. Minijob-Zentrale, 2026.
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