Vocational Training in Germany – Definition, Types & HR Tips

Vocational training (German: Berufsausbildung) is a formalised, state-recognised qualification that prepares trainees for a specific occupation – in Germany most commonly through the dual system, combining on-the-job training at a company with instruction at a vocational school. The legal foundation is the Vocational Training Act (Berufsbildungsgesetz, BBiG). For companies, the careful selection of trainees is essential to reducing dropout rates and securing qualified junior talent over the long term.

What Is Vocational Training?

Vocational training is a structured, state-regulated qualification that systematically prepares trainees for the demands of a recognised training occupation. Its goal is to develop skills, knowledge and occupational competence – that is, the ability to carry out professional tasks independently and to a high standard.

Germany currently recognises around 325 state-approved training occupations (as of 2024, Federal Institute for Vocational Education and Training, BIBB). Training concludes with a chamber examination (Kammerprüfung) administered by the relevant body – typically the Chamber of Commerce and Industry (IHK), the Chamber of Skilled Crafts (HWK), or another competent authority depending on the occupational field.

The legal foundation for all vocational training in Germany is the Vocational Training Act (BBiG). It governs the rights and obligations of trainees and training companies, the content of the training contract, remuneration, and examination requirements.

Types of Vocational Training

The Dual System – The Most Common Model

The dual system is the backbone of vocational education in Germany. According to the BIBB Data Report 2024, around 1.3 million young people are completing their training within the dual system. "Dual" means trainees learn simultaneously at two locations – in the company and at the vocational school (Berufsschule).

Practical specialist knowledge is developed at the company, while the vocational school provides theoretical foundations and general education subjects. The model closely integrates theory and practice, and is internationally recognised as a highly effective approach.

School-Based Vocational Training

In school-based (full-time) training, the entire programme takes place at a vocational college (Berufsfachschule). This model is particularly common in social care and health professions – such as nursing, early childhood education or physiotherapy. Practical components are completed as mandatory placements at relevant institutions.

Other Forms

Alongside the dual and school-based models, Germany also has the preparatory service (Vorbereitungsdienst) for civil service positions, and the cooperative training model (Verbundausbildung), in which several companies jointly deliver a training programme – a practical solution when a single company cannot cover all required training content on its own.

Legal Framework for Training Companies

The Vocational Training Act (BBiG) – An Overview

The Vocational Training Act (BBiG) provides the statutory basis for vocational training in Germany. It covers: the requirements for companies wishing to take on trainees, the content and form of the training contract, trainee remuneration, termination rules, and final examination requirements.

The Training Contract – Mandatory Content under § 11 BBiG

A written training contract must be signed before training begins. Under § 11 BBiG, it must contain at minimum:

• The type, subject matter and timetable of the training (training framework plan)
• Start date and duration of training
• Training location and premises
• Regular daily training hours
• Duration of the probationary period (minimum 1, maximum 4 months)
• Amount and payment of training remuneration
• Holiday entitlement
• Conditions for termination

The contract must be registered with the competent body (IHK or HWK) before training begins.

Training Remuneration and Minimum Amounts

Since 2020, a statutory minimum training remuneration has been enshrined in the BBiG (§ 17). It applies to all training occupations not covered by a higher collective agreement. Amounts are adjusted annually. According to BIBB, the minimum rates for 2024 are:

• 1st year of training: at least €649 per month
• 2nd year of training: at least €766 per month
• 3rd year of training: at least €876 per month
• 4th year of training: at least €909 per month

In many training occupations, collectively agreed remuneration is significantly higher than these statutory minimums.

Probationary Period and Termination

Under § 20 BBiG, every training relationship begins with a probationary period of at least one and at most four months. During this period, either party may terminate the training contract in writing at any time and without stating reasons. After the probationary period ends, termination is only possible for good cause (with immediate effect) or with four weeks' notice – effective either on the 15th of a month or at the end of the month.

Training Suitability: Requirements for Companies

Not every company is automatically permitted to take on trainees. Under the BBiG, both the company and the designated trainers must demonstrate training suitability (Ausbildungseignung). Specifically:

The company must be technically capable of delivering all required content for the training occupation. Trainers must be personally suitable (no disqualifying criminal convictions) and professionally qualified, which typically requires passing the trainer aptitude examination under the Trainer Aptitude Ordinance (AEVO – Ausbilder-Eignungsverordnung).

The competent body (IHK or HWK) assesses suitability and formally approves the training premises.

Selecting Trainees Successfully

Why the Selection Process Matters

The dropout rate in vocational training has been a persistent challenge in Germany: approximately one in four training relationships is terminated early (Source: BIBB Data Report 2024). The causes are varied – a poor fit between the trainee and the occupation, unrealistic expectations on both sides, and inadequate selection procedures all play a significant role.

For companies, every training dropout means not only a loss of invested time and resources, but also a missed opportunity to develop qualified junior talent.

Structured Selection Processes in Practice

A structured selection process significantly increases accuracy when choosing trainees. The following elements have proven effective:

• Review of application documents against clearly defined criteria (educational qualifications, grades, motivation)
• Aptitude tests to assess basic knowledge and cognitive abilities
• Structured interviews with standardised questions (more comparable results than unstructured conversations)
• Trial work days or internships that give both sides a realistic impression
• Psychometric assessment procedures for an objective evaluation of personality traits and competencies

Aptitude-diagnostic approaches – such as those offered by the digital platform Aivy through scientifically validated, game-based assessments and psychometric questionnaires – can help HR professionals evaluate candidates fairly, objectively and independently of subjective impressions. This reduces unconscious bias in the selection process and improves the quality of hiring decisions – a key lever for reducing high dropout rates.

For more on structured aptitude diagnostics in the selection process, the Assessment Centre entry in the Aivy lexicon provides further information on validated selection methods.

Frequently Asked Questions About Vocational Training

What is vocational training?

Vocational training is a state-recognised qualification that systematically prepares trainees for the demands of a recognised training occupation. Its aim is to develop skills, knowledge and occupational competence. It concludes with a chamber examination (IHK, HWK or another competent body). The legal basis is the Vocational Training Act (BBiG).

What types of vocational training exist in Germany?

The most common form is the dual system (company + vocational school), through which around 1.3 million trainees in Germany are currently training. Other forms include school-based vocational training (full-time, particularly in social care and health professions), the preparatory service for civil service positions, and the cooperative training model involving multiple companies.

How long does vocational training last?

The duration depends on the specific training occupation and is typically 2 to 3.5 years. A reduction in training time is possible under § 8 BBiG – for example, for applicants with relevant school-leaving qualifications (university entrance qualification) or outstanding performance during training. An extension can be granted on application, e.g. in cases of illness or special support needs.

What must a training contract contain?

Under § 11 BBiG, the written training contract must contain at minimum: the type and objective of the training, start date and duration, training location, daily training hours, probationary period, training remuneration, holiday entitlement, and termination conditions. The contract must be registered with the competent chamber (IHK or HWK) before training begins.

What is the minimum training remuneration?

Since 2020, a statutory minimum training remuneration applies (§ 17 BBiG), adjusted annually. For 2024, the minimum in the first year of training is €649 per month, rising to €766 in the second year, €876 in the third year and €909 in the fourth year. Collectively agreed remuneration is frequently considerably higher.

How does the probationary period work in vocational training?

Under § 20 BBiG, the probationary period lasts at least one and at most four months. During this time, either party may terminate the training contract in writing at any time and without giving reasons. After the probationary period, termination is only possible for good cause (with immediate effect) or with four weeks' notice (effective on the 15th or at the end of the month).

How do I select the right trainees?

A structured selection process is essential to reducing poor-fit placements and training dropouts. Proven approaches include standardised aptitude tests, structured interviews, trial work days and psychometric assessment procedures. Scientifically founded diagnostic methods help evaluate candidates objectively and independently of subjective impressions. Further information on candidate experience and modern selection methods is available in the Aivy lexicon.

Conclusion

Vocational training is a cornerstone of Germany's skilled workforce strategy. For HR professionals and training companies, the task comes down to two core priorities: first, knowing and complying with the legal framework (BBiG, training contract, remuneration, probationary period); second, identifying suitable trainees through structured, fair selection processes.

Given persistently high dropout rates, the quality of the selection process is not a secondary concern – it is a strategic lever. Investing early in sound selection methods lays the foundation for successful training relationships and the long-term retention of qualified junior talent.

Want to make your trainee selection process more objective and accurate? Learn more about evidence-based aptitude diagnostics for apprentice selection with Aivy.

Sources

• Vocational Training Act (BBiG). Federal Ministry of Justice, 2020. https://www.gesetze-im-internet.de/bbig_2005/
• Data Report on the Vocational Education and Training Report 2024. Federal Institute for Vocational Education and Training (BIBB), 2024. https://www.bibb.de/datenreport
• Minimum Training Remuneration – Current Rates. Federal Institute for Vocational Education and Training (BIBB), 2024. https://www.bibb.de/de/11456.php
• DGB Training Report 2023. German Trade Union Confederation (DGB), 2023. https://www.dgb.de/ausbildungsreport