1. Quick overview
As of 1 January 2026 the statutory minimum wage in Germany is €13.90 gross per hour. This is an increase of 8.4% from the previous rate of €12.82, following a recommendation by the independent minimum wage commission in June 2025 and its formal adoption by the federal government. The commission meets every two years and, from this cycle onwards, explicitly uses the 60-percent reference value of the gross median wage for full-time employees as an international benchmark for poverty-proof pay.
Key facts at a glance
- New statutory minimum wage: €13.90 per hour (since 1 January 2026).
- Increase of 8.4% from €12.82.
- Minimum wage commission composed equally of trade union and employer representatives; reviews rates every two years.
- Commission uses a 60% gross median-wage reference for the first time.
- About 6.6 million workers benefit, with a disproportionate share women, East Germans and service-sector employees.
- Special rules apply for apprentices, young people, long-term unemployed and certain groups.
- Minijob earnings thresholds rise to €603 (2026) and €633 (2027); 10 weekly hours is used as a reference for some calculations.
- Penalties for violations can reach up to €500,000 and enforcement by customs will increase.
2. Who benefits and who is affected
Roughly 6.6 million employees work at the statutory minimum wage level and therefore benefit directly from the rise. The increase affects people across many sectors, with above-average shares among women, workers in eastern Germany and those in service industries. In some sectors such as hospitality more than half of employees earn the minimum wage.
Who is covered?
- All employees aged 18 and over are generally covered, including pensioners taking on work, seasonal workers and foreign employees.
- Minijobbers are covered by the statutory minimum wage rules, subject to the special earnings ceiling for minijobs.
- There are designated exceptions (see next section) that exclude some groups or place them under different rules.
DGB board member Stefan Körzell summarized the effect: “Around 6.6 million employees who work at the minimum wage will have about 8.4% more in their wallets from January. For many, this is one of the largest wage increases in recent years.” Full-time employees can expect roughly €2,250 gross more per year on average from this raise, which also supports domestic demand.
3. Exceptions and special rules
The statutory minimum wage applies broadly, but a number of clear exceptions exist. Those exceptions are defined to reflect training relationships, reintegration, disability measures and certain non-employed forms of work.
- Apprentices (Auszubildende) are not covered by the statutory minimum wage; they have a separate minimum training allowance currently set at €724 per month.
- Youths under 18 who are not in an apprenticeship are excluded.
- Long-term unemployed people entering a new job may be exempt from the statutory minimum wage for the first six months.
- Self-employed persons, volunteers and people working in sheltered workshops for the disabled are generally not covered under the statutory minimum wage rules.
Courts have clarified that employers may lawfully pay a lower base wage if additional, regular pay elements such as shift, hazard or quality bonuses raise the overall hourly pay to at least the statutory minimum. Decisions by the Federal Labour Court and the European Court of Justice have helped to set these boundaries.
4. Minijobs and earnings limits
The earnings ceiling for minijobs (small-scale employment) is being adjusted dynamically: it rises to €603 per month in 2026 and to €633 per month in 2027. The change is intended to allow a typical 10-hours-per-week arrangement to remain classified as a minijob and to reduce the need for frequent adjustments for seasonal work, since short-term monthly overpayments are smoothed out in the annual calculation.
What this means for minijobbers
- More people can keep minijob status while earning slightly more per month.
- Seasonal fluctuations are tolerated if the yearly average remains within the limit.
- About 6.9 million people are affected by the minijob rules and the higher thresholds ease administrative pressure for employers and employees.
- Note: an isolated source that cited €13.60 as the new minimum wage was an error; the agreed rate is €13.90.
5. Employer obligations and pay structures
Employers must ensure every hour of paid work reaches the statutory minimum wage taking into account regular pay elements. If employers use lower basic wages combined with regular allowances (for example for shifts, hazard or quality), the total compensation must at least equal the hourly minimum as clarified by recent court rulings.
Collective agreements and sector rules
In some sectors collective bargaining agreements set higher minimum levels than the statutory wage and these can be declared generally binding. For example, in the building cleaning sector a generally binding tariff minimum of €15 applies. Trade unions stress that collective agreements are the way to secure really good wages and note concerns about declining collective bargaining coverage in some industries.
6. Economic impact
Analyses and government statements expect the increase to boost household incomes and domestic demand. Full-time employees are estimated to receive on average about €2,250 gross more per year, and the rise could stimulate up to around €5.7 billion in extra domestic demand over two years. Policymakers and several studies do not expect a significant rise in unemployment from this adjustment because companies have historically adapted to previous minimum wage changes.
7. Enforcement, penalties and where to get help
Non-compliance with minimum wage rules can lead to heavy fines; administrative penalties can reach up to €500,000 in serious cases. Enforcement activity—especially wage checks by customs authorities—will be stepped up. If you believe your employer is not paying the statutory minimum wage, you should contact your trade union, works council (Betriebsrat) or the labour ministry hotline (BMAS hotline) for help and further steps.
Who enforces the rules?
- Customs authorities carry out wage checks and can impose penalties.
- Trade unions and works councils can advise and support affected workers.
- The ministry responsible for labour provides advice and a dedicated hotline for questions and complaints.
8. Frequently asked questions (FAQs)
When did the new rate start?
The new statutory minimum wage of €13.90 per hour took effect on 1 January 2026.
Who is entitled to the minimum wage?
Generally all employees aged 18 and over, including many part-time and minijob workers, pensioners in employment, seasonal and foreign workers. Specific exemptions apply for apprentices, under-18s without training, certain reintegration arrangements and the self-employed.
Are trainees and apprentices covered?
Apprentices are not covered by the statutory minimum wage. They receive a separate minimum training allowance, which is currently set at €724 per month.
Can employers pay lower base wages if they add bonuses?
Yes—if the combination of base pay plus regular, contractual allowances (for example shift or hazard pay) brings the effective hourly pay up to at least the statutory minimum. This approach has been clarified by the Federal Labour Court and the European Court of Justice.
What should I do if my employer doesn’t pay the minimum wage?
If you suspect underpayment, contact your works council or a trade union for support. You can also report the issue to the labour ministry hotline; enforcement is carried out by customs and other labour authorities, which can investigate and impose fines.
Where can I get more information?
Official labour ministry guidance and trade unions are primary sources of up-to-date information. For employers, payroll and time-tracking tools and professional advice can simplify compliance with the new rate and the adjusted minijob thresholds.
