Time-based pay is a compensation model in which employees are remunerated according to the hours they work – not by output or quantity produced. It is the most widely used pay model in Germany and includes variations such as hourly pay, daily pay, and monthly salary. HR professionals must ensure that the agreed time-based pay does not fall below the statutory minimum wage and that working hours are fully documented.
What is Time-Based Pay? Definition and Distinction
Time-Based Pay Simply Explained
Time-based pay is a remuneration model in which the level of compensation depends solely on the time worked – regardless of how much was produced or accomplished during that time. The legal basis in Germany is § 611a of the German Civil Code (BGB), which governs the employment contract and the employer's obligation to pay remuneration.
The concept combines two elements: "time" as the basis for calculation and "pay" as the consideration for work performed. In a broader sense, time-based pay encompasses all compensation models in which working time is the sole measure for calculating remuneration.
For employees, time-based pay offers a decisive advantage: income security. Earnings are predictable and not subject to fluctuating performance metrics. For employers, it enables straightforward, transparent payroll processing – but requires reliable time tracking as its foundation.
Distinction: Time-Based Pay, Piece-Rate Pay, and Premium Pay Compared
Time-based pay is one of three fundamental pay models in German employment law:
Piece-rate pay compensates for the quantity produced – the more you produce, the more you earn. With premium pay, employees receive a fixed time-based wage as a base, plus a variable bonus tied to defined targets (e.g. quality, cost savings, on-time delivery).
Calculating Time-Based Pay: How It Works
Formula and Calculation Example
The calculation of time-based pay follows a simple formula:
Time-Based Pay = Hourly Rate × Hours Worked
Example – Hourly Pay: A warehouse worker works 160 hours per month at an agreed gross hourly rate of €15.00.→ €15.00 × 160 hours = €2,400.00 gross/month
Example – Monthly Salary: An office administrator receives a fixed monthly gross salary of €3,200.00 – regardless of whether they work 158 or 163 hours in a given month. A monthly salary is a lump-sum form of time-based pay in which the exact hourly count is not recalculated each day.
Note on Minimum Wage Compliance for Monthly Salaries: Even with a monthly salary, it must be ensured that the effective hourly rate does not fall below the statutory minimum wage. The verification formula is:
Effective Hourly Rate = Monthly Salary ÷ Actual Hours Worked
Overtime and Public Holidays
Overtime must be explicitly regulated in the employment contract or collective agreement. Without an express agreement, additional hours may be considered covered by the agreed salary if this is stipulated in the individual or collective contract. In practice, overtime is frequently compensated with a surcharge of 25–50%.
On statutory public holidays on which no work is performed, employees covered by time-based pay are entitled to continued remuneration under § 2 of the German Continued Remuneration Act (EFZG): the wage must be paid as if the employee had worked that day.
Forms of Time-Based Pay
Hourly Pay
Hourly pay is the simplest and most direct form of time-based pay. Compensation is calculated for each hour of work performed. It is typical for part-time employees, temporary workers, blue-collar workers, and roles with highly variable working hours.
Daily Pay
With daily pay, a fixed amount is paid for each complete working day, regardless of the exact number of hours. This form is common in certain sectors such as construction or seasonal work.
Monthly Salary
The monthly salary is the most widely used form of time-based pay for salaried employees. Compensation is a fixed monthly amount. In everyday usage, the term "salary" is often used interchangeably for this model – legally, both are forms of time-based pay under § 611a BGB.
Advantages and Disadvantages of Time-Based Pay
Time-based pay offers specific strengths and weaknesses for both employees and employers:
For Employees:
For Employers:
Legal Framework: What HR Professionals Need to Know
Complying with the Minimum Wage (MiLoG)
The statutory minimum wage under the German Minimum Wage Act (MiLoG) sets an absolute floor for all time-based pay in Germany. Since 1 January 2025, the statutory minimum wage is €12.82 gross per hour (as of 1 January 2025; source: Federal Ministry of Labour and Social Affairs, BMAS).
No employment contract, collective agreement, or company-level agreement may fall below this amount. Employers who fail to comply face substantial fines of up to €500,000 under § 21 MiLoG, as well as back-payment obligations to affected employees.
Important: In certain industries, sector-specific minimum wages apply (e.g. construction, care, cleaning) that exceed the statutory minimum. These take precedence.
Mandatory Working Time Recording (ECJ Ruling 2019)
The European Court of Justice ruling of 14 May 2019 (C-55/18) established that employers across the EU are obliged to implement a reliable system for recording employees' daily working time. For time-based pay models, this obligation is particularly central: without accurate time records, legally compliant payroll processing is not possible.
The German Working Hours Act (ArbZG) additionally governs maximum working hours (generally 8 hours per working day, up to 10 hours with compensatory rest within 6 months) and mandatory break regulations. Violations of the ArbZG can result in fines.
Collective Bargaining Agreements
In many industries, time-based pay rates are not freely negotiated but are instead set by collective agreements (Tarifverträge). These define pay grades, minimum wage rates by qualification and job type, and supplements for overtime, night work, and public holiday work. Employers who are members of an employers' association or have concluded a company-level collective agreement are bound by these provisions.
Practical Tips: Implementing Time-Based Pay in a Legally Compliant Way
1. Document the agreed rate in writing - Always record the agreed hourly rate or monthly salary as well as the planned weekly working hours in the employment contract. Verbal agreements are difficult to enforce legally.
2. Conduct regular minimum wage compliance checks - After each statutory minimum wage adjustment (typically on 1 January), verify that all time-based pay rates in the organisation remain above the new floor. This applies particularly to part-time employees and marginal employment (Minijob) arrangements.
3. Implement reliable time tracking - Establish a complete working time recording system – digital or analogue. The ECJ ruling of 2019 requires this. At the same time, time records are the only reliable basis for accurate time-based payroll calculations.
4. Clearly define overtime rules - Specify in the employment contract or a works agreement how additional hours are compensated or offset through time off. Ambiguous provisions frequently give rise to employment law disputes.
5. Check collective bargaining obligations - Clarify whether a sectoral or regional collective agreement applies to your organisation. The minimum pay rates and supplement rules set out there take precedence over individual contractual arrangements – and over the statutory minimum wage where they exceed it.
Frequently Asked Questions about Time-Based Pay
What is time-based pay?
Time-based pay is a compensation model in which employees are remunerated according to the time they work – regardless of the quantity or result of their work. It is the most common pay model in Germany and encompasses hourly pay, daily pay, and monthly salary. The legal basis is § 611a of the German Civil Code (BGB).
How is time-based pay calculated?
The basic formula is: Time-Based Pay = Hourly Rate × Hours Worked. Example: at an hourly rate of €15.00 and 160 working hours per month, gross earnings amount to €2,400.00. A monthly salary is a lump-sum form of time-based pay – it is paid regardless of the exact number of hours. Overtime must be separately agreed and billed.
What is the difference between time-based pay and piece-rate pay?
Time-based pay compensates for hours worked; piece-rate pay compensates for units or quantities produced. Time-based pay provides income security and is suited to quality-oriented work. Piece-rate pay creates performance incentives but carries the risk of quality shortfalls and income fluctuations.
What forms of time-based pay exist?
There are three main forms: Hourly pay compensates each hour worked individually. Daily pay provides a fixed amount per complete working day. Monthly salary (often simply called "salary") pays a fixed amount per month, regardless of the exact number of hours. All three are legally forms of time-based pay within the meaning of the BGB.
Must time-based pay comply with the minimum wage?
Yes, absolutely. The statutory minimum wage under the MiLoG is the absolute lower limit. Since 1 January 2025, it stands at €12.82 gross per hour. Falling below this threshold is subject to fines (up to €500,000) and triggers a back-payment obligation. In industries with higher sector-specific minimum wages, those rates take precedence.
Is time recording mandatory for time-based pay?
Yes. The ECJ ruling of 14 May 2019 (C-55/18) obliges employers across the EU to systematically record employees' daily working time. For time-based pay calculations, time recording is in any case an indispensable foundation. Missing or inadequate documentation can trigger fines and back-payment risks.
When is time-based pay appropriate?
Time-based pay is particularly suited to roles where the volume of work is not easily measurable: consulting, administration, care, knowledge work, and creative activities. Wherever quality and thoroughness take priority over speed, time-based pay is the appropriate model. For standardised mass production with clear output measurement, piece-rate pay may be more suitable.
Conclusion
Time-based pay is the dominant compensation model in the German labour market – for good reason: it is transparent, predictable, and suitable for a broad range of roles in which quality and reliability are paramount. For HR professionals, three things matter most: consistently meeting the statutory minimum wage, ensuring complete time recording, and anchoring overtime arrangements clearly in the employment contract.
Annual minimum wage adjustments make regular compliance reviews necessary – particularly for part-time employees and low-wage groups. Organisations that manage time-based pay in a legally sound and systematic way avoid costly back-payments and fines.
Find more HR knowledge and tools for modern recruiting at Aivy.
Sources
- German Civil Code (BGB) § 611a – Employment Contract and Remuneration. Federal Ministry of Justice, 2024. https://www.gesetze-im-internet.de/bgb/__611a.html
- Minimum Wage Act (MiLoG). Federal Ministry of Justice, 2024. https://www.gesetze-im-internet.de/milog/
- Working Hours Act (ArbZG). Federal Ministry of Justice, 2024. https://www.gesetze-im-internet.de/arbzg/
- ECJ Ruling C-55/18 – Obligation to Record Working Time Systematically. European Court of Justice, 14 May 2019. https://curia.europa.eu/juris/liste.jsf?num=C-55/18
- Minimum Wage – Current Information. Federal Ministry of Labour and Social Affairs (BMAS), 2025. https://www.bmas.de/DE/Arbeit/Mindestlohn/mindestlohn.html
- Continued Remuneration Act (EFZG) § 2 – Pay on Public Holidays. Federal Ministry of Justice, 2024. https://www.gesetze-im-internet.de/entgfg/__2.html
Make a better pre-selection — even before the first interview
In just a few minutes, Aivy shows you which candidates really fit the role. Beyond resumes based on strengths.
