Since the introduction of the minimum wage in 2015, this instrument has been an essential part of German employment law. For employers in particular, it entails clear regulations and obligations, but these often raise questions in practice. Which legal requirements must be met? How can companies ensure that they pay their employees correctly? This article provides you with answers and practical help.
What is the minimum wage and why is it important?
The Statutory minimum wage is a legally defined minimum amount that employers must pay per hour worked. His aim is to protect workers from unreasonably low wages while ensuring a level playing field for companies.
For employers, this means:
- Commitment to compliance: The minimum wage must be guaranteed for all employees of legal age, regardless of their employment relationship.
- Transparency: Companies must design payslips in such a way that it is clear how the compensation is made up.
- Checks and penalties: Violations of the Minimum Wage Act (MiLoG) can result in severe fines and loss of reputation.
💡 Important for companies 💡
The minimum wage not only creates legal clarity, but also creates trust among employees and stakeholders. Fair pay is increasingly becoming a competitive advantage on the labor market.
Development of the minimum wage — what employers should know
Since its introduction on January 1, 2015, the statutory minimum wage has increased several times. These adjustments are based on economic conditions and the recommendations of the Minimum Wage Commission.
Since January 2024, the minimum wage was 12.41 euros gross per hour. Since January 1, 2025, there has been a further increase to 12.82 euros. Although these increases occur regularly, their appropriateness in the face of inflation is often controversial.
💡 Tip for employers 💡
Plan wage increases in good time and check whether your compensation structure is in line with legal requirements.
Who does the minimum wage apply to?
The statutory minimum wage applies to almost all employees. This also includes:
- Mini-jobber
- Working students
- Trainees, provided they are not covered by certain exemptions
👉 Exceptions to the minimum wage:
- Young people under 18 years of age without completed vocational training
- Compulsory interns as part of studies, training or school
- volunteers
- Long-term unemployed in the first six months after starting work
💡 Practical advice 💡
When hiring new people, employers must check whether the job falls within the minimum wage regulations. This applies in particular to interns, trainees or working students.
Minimum wage and mini-jobs — what employers should consider
Mini-jobbers are also entitled to the statutory minimum wage. The current earnings limit is 538 euros monthly, which at an hourly rate of 12.41 euros approximately 43 hours of work corresponds.
Challenges for employers:
- ⏰ Working time recording: Mini-jobbers must not exceed the earnings limit. Precise recording of working time — e.g. with software such as ZEP — is therefore essential to avoid violations.
- 🔄 Flexibility in work assignments: In order to cope with fluctuations in workload, it may be useful to hire mini-jobbers on a part-time basis.
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Minimum wage and inflation: The big debate
Since the introduction of the minimum wage, it has adjusted for inflation by 18% increased. Nevertheless, there is always debate as to whether the adjustments are sufficient to secure purchasing power.
Sample calculation:
2015:8.50 euros gross per hour
2024:12.41 euros gross per hour
Inflation rate over the same period: +23%
For employers, this means that they must not only plan for rising wage costs, but also take into account the effects of inflation on their own operating expenses.
👉 Important: From the end of 2024, an EU directive requires that the minimum wage be at least 60% of the median wage must amount to in Germany. According to forecasts, this could be an increase to 14 euros mean.
Free hourly wage calculator for employers
Take advantage of our free hourly wage calculator to quickly and easily check whether the compensation of your employees complies with legal requirements.
Conclusion: Minimum wage as an opportunity for employers
At first glance, the minimum wage may appear to be an additional burden. But companies that see this as an opportunity can benefit:
- Employer attractiveness: Fair pay increases employee loyalty and strengthens the employer brand.
- Legal certainty: Compliance with legal requirements protects against sanctions and image damage.
- Planning security: Regular adjustments to the minimum wage provide a reliable basis for financial planning.
Make sure your company complies with legal requirements and use tools such as the hourly wage calculator to optimize your workforce planning. The minimum wage is not only a duty, but also an opportunity to strengthen your role as a fair employer.
FAQs
Who is entitled to the statutory minimum wage?
All workers of legal age in Germany are entitled to the minimum wage. This also includes mini-jobbers and working students, unless they fall under certain exemptions such as mandatory internships or volunteer work.
How often is the minimum wage adjusted?
The Minimum Wage is generally reviewed and proposed by the Minimum Wage Commission every two years. The Federal Government will then decide on a possible adjustment, which will then become legally binding.
What penalties do employers face if they violate the minimum wage?
Employers who do not pay the minimum wage risk fines of up to 500,000 euros. In addition, they can be excluded from public tenders, which can have significant economic consequences.
Wann wird der Mindestlohn 2026 erhöht und wie geht es 2027 weiter?
Die Erhöhung auf 13,90 Euro tritt am 1. Januar 2026 in Kraft. Bereits beschlossen ist auch die nächste Stufe: Ab dem 1. Januar 2027 steigt der Mindestlohn erneut auf 14,60 Euro brutto pro Stunde. Das entspricht einer weiteren Erhöhung von 70 Cent oder 5,0 Prozent. Diese zweistufige Anpassung wurde von der Mindestlohnkommission im Juni 2025 einstimmig vereinbart und orientiert sich an der Tarifentwicklung sowie dem Referenzwert von 60 Prozent des Medianlohns aller Vollzeitbeschäftigten in Deutschland.
Gilt der Mindestlohn 2026 auch für Teilzeitkräfte und Minijobs?
Ja, der Mindestlohn von 13,90 Euro gilt ausnahmslos auch für Teilzeitbeschäftigte und Minijobber. Bei Minijobs ändert sich durch die Erhöhung auch die monatliche Verdienstgrenze: Sie steigt von derzeit 556 Euro auf 603 Euro ab 2026. Das bedeutet, dass Minijobber bei einem Stundenlohn von 13,90 Euro maximal rund 43 Stunden pro Monat arbeiten dürfen, ohne die Geringfügigkeitsgrenze zu überschreiten. Überschreiten Beschäftigte diese Grenze regelmäßig, wird das Minijob-Verhältnis automatisch sozialversicherungspflichtig – mit deutlich höheren Kosten für den Arbeitgeber.
Was droht bei Verstößen gegen das Mindestlohngesetz?
Verstöße gegen das Mindestlohngesetz werden von der Finanzkontrolle Schwarzarbeit des Zolls streng geahndet. Die Sanktionen reichen von Bußgeldern bis zu 500.000 Euro über Nachzahlungen der zu niedrig gezahlten Löhne inklusive Sozialversicherungsbeiträgen bis zum Ausschluss von öffentlichen Aufträgen für bis zu drei Jahre. Bei vorsätzlichen oder systematischen Verstößen droht zusätzlich eine strafrechtliche Verfolgung. Bereits das Fehlen oder die fehlerhafte Führung der vorgeschriebenen Arbeitszeitdokumentation kann mit Bußgeldern bis zu 30.000 Euro pro Verstoß geahndet werden. Zollkontrollen erfolgen unangemeldet und können jederzeit stattfinden.
