Information for Employees. Interesting Facts about Mini-jobs

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1 Information for Employees Interesting Facts about Mini-jobs

2 +++ Search for and find mini-jobs in private households free of charge Mini-jobs A differentiation has to be made between two types of employment when considering mini-jobs. One is a low-paid employment where the monthly remuneration does not exceed 450 euros and the other is employment that is restricted to a maximum duration of three months or 70 workdays per calendar year from the beginning (two months or 50 work-days respectively until 31 December 2014 and as from 1 January 2019). The remuneration amount is hereby irrelevant. Mini-jobs are possible both in the commercial sector and in private households. More than one employment Employees that are already in a main employment that is subject to the payment of social security contributions are only able to have one 450 euros mini-job in addition. The second and each additional mini-job is added to the main employment and it is normally subject to the payment of compulsory pension, health and nursing care insurance contributions. If an employee that does not have a main employment that is subject to the payment of social security contributions should have more than one mini-job with different employers, the remunerations paid for these employments are to be added together (remunerations paid for short-term employment are not to be taken into account). If the monthly limit of 450 euros should be exceeded when adding the remunerations from more than one minijob together, this is deemed to be employment that is subject to the payment of social security contributions. Note In order to avoid disadvantages, employees are to inform their employer each time an additional employment is commenced!

3 Interesting Facts about Mini-jobs A Central Marginal Employment Service search and find +++ Advantages at a glance Mini-jobbers can work without a care - in the event of an occupational accident or an accident occurring on the way to and from work, you are entitled to benefits from the statutory accident insurance. When in a marginal employment, the employer pays lump sum and apportionment contributions. The mini-jobber is only responsible for the payment of his own pension insurance contributions. Mini-jobbers are covered by a pension insurance. Mini-jobbers basically have the same labour rights as full-time employees. Compulsory insurance in the pension insurance Mini-jobbers have compulsory insurance in the statutory pension insurance. This provides them with an entitlement to the full benefits package offered by the statutory pension insurance. The subjection to compulsory insurance normally has a pension-increasing effect in addition to it substantiating or retaining claims - depending on the individual case -. Mini-jobbers that do not wish to be subjected to compulsory insurance in the pension insurance, can have themselves exempted. A written application for exemption from the subjection to compulsory insurance can be filed with the employer at all times - including during the ongoing employment.

4 Rights of a Mini-jobber Employers especially have to act in accordance with the following principles of labour law. Equal treatment principle Mini-jobbers are not to be treated less favourably that comparable full-time employees. Should full-time employees receive special payments such as a Christmas gratification for example, then a mini-jobber is also entitled to a gratification proportional to his hours of work. Minimum wage The Federal Government has introduced a minimum wage with effect from 1 January The minimum wage is 8.84 euros per hour and is valid for the majority of the employees in Germany that are aged over 18. Mini-jobbers that are employed in the commercial sector or in private households also have a basic entitlement to the statutory minimum wage. There are exceptions from the obligation to pay a minimum wage. Employers are not bound by the obligation to pay the statutory minimum wage in the following cases: Minors that have not completed vocational training; especially school students Vocational trainees Persons employed on a voluntary basis Interns undergoing a compulsory internship or persons that have completed a voluntary internship lasting a maximum of three months

5 Interesting Facts about Mini-jobs 5 Mini-jobbers and mini-jobber employers should take into account that the increase in the hourly wage to 8.84 euros could result in the regularly earned monthly remuneration exceeding the amount of 450 euros. In this case, the agreed monthly hours of work are to be reduced so that a 450 euros mini-job still exists. Should the 450 euros limit be exceeded, the employment is no longer deemed to be a mini-job, but employment that is subject to social insurance contributions. Annual holidays Each employee is also entitled to paid annual holidays during a mini-job. If the mini-jobber should work six days per week, his minimum annual holidays entitlement is four weeks or 24 workdays. If the working week should be shorter, the holidays entitlement is calculated using the following formula: Individual workdays per week x 24 (holidays entitlement in workdays) 6 (normal workdays, Monday to Saturday) = days holidays Example: A mini-jobber that works four days per week is entitled to 16 days holiday per week. This entitlement is calculated as follows: (4 x 24) / 6 = 16 days holiday. Continued payment of salary in case of illness Mini-jobbers that are unable to work due to illness through no fault of their own, are entitled to a continued payment of their regular earnings by the employer for a maximum period of six weeks. The employer also has an obligation to paying the employee his salary should there be no work due to it being a public holiday. The continued payment of the

6 remuneration on a public holiday cannot be avoided by the employee having to work in advance of or after a day on which the employee would not normally work. Expectant mothers are also entitled to payment of a maternity leave wage and possibly an allowance in addition to the maternity benefit for the duration of the period by the employer. Protection against unfair dismissal and periods of notice Mini-jobbers have the same protection against unfair dismissal as full-time employees. The German Unfair Dismissal Act also applies to them. Mini-jobbers also gain from the numerous other benefits offered by regular employ ment. You can obtain further information on this from the Federal Ministry of Labour and Social Affairs service hotline under the number +49 (0)30/ or online at Information form mini-jobbers from abroad The commencement with employment in Germany can result in foreign health insurance cover being lost. This is also valid for protection against unemployment and the nursing care and pension insurance. The payment of contributions to the Central Marginal Employment Centre does not provide you with your own health insurance. For this reason, it is imperative that employees should contact the responsible social insurance body in order to determine whether they are adequately protected, before they commence employment in Germany.

7 Interesting Facts about Mini-jobs 7 Service How are employees registered, what contributions are payable? All of the information for employees and employers is available online at This is where you can also subscribe to the Central Marginal Employment Office newsletter. The newsletter keeps you up to date with new aspects and the latest developments on the subject of mini-jobs or contact us by telephone. We would be pleased to advise you on all aspects of the subject of mini-jobs. Minijob-Zentrale, Essen Service-Center: , Mondays to Fridays from 7.00 a.m p.m. Fax: minijob@minijob-zentrale.de Take a look yourself - the registration is so easy twitter.com/minijobzentrale Mini-job-Blog: blog.minijob-zentrale.de facebook.com/minijobzentrale

8 central marginal employment service contact data Service telephone: +49 (0) Mondays - Fridays 7.00 a.m p.m. Fax: minijob@minijob-zentrale.de minijob-zentrale.de twitter.com/minijobzentrale Minijob-Blog: blog.minijob-zentrale.de impressum Herausgegeben von: Deutsche Rentenversicherung Knappschaft-Bahn-See Pieperstraße 14-28, Bochum Nachdruck, auch auszugsweise, ist nur mit ausdrücklicher Genehmigung des Herausgebers gestattet. Bildnachweis Titelfoto fotolia.com: Kurhan - Fotolia Stand: Januar 2018 Vordr en VII