Minimum Wage in Germany in 2026: Rate, Exceptions and Protection of Rights

The minimum wage in Germany is called Mindestlohn and is calculated not by the month but for every hour actually worked. In 2026, the general federal minimum is €13.90 gross per hour. If a person works 40 hours a week, the monthly amount depends on the actual number of working hours in that particular month, so it is more accurate to calculate pay by hours rather than as a fixed “monthly minimum wage”.

What Mindestlohn is and the law behind it

The general statutory minimum wage has applied in Germany since 1 January 2015. Its basis is the Mindestlohngesetz, abbreviated as MiLoG. The law sets the lower limit for hourly pay: an employer cannot pay less unless one of the legal exceptions applies to the employee.

Mindestlohn applies regardless of nationality and form of employment. It matters not only to German workers, but also to foreign nationals, seasonal workers, people in Minijobs and those just starting work in Germany.

Minimum-wage rate in 2026

In 2026, the rate is €13.90 gross per hour. The next increase has already been approved: from 1 January 2027, the general Mindestlohn is to rise to €14.60 gross per hour.

Period	General gross Mindestlohn per hour
from 1 January 2026	€13.90
from 1 January 2027	€14.60

To estimate the monthly minimum, multiply the hourly rate by the actual hours. For example, with a 40-hour week, the average monthly number of hours is often calculated as 40 × 52 / 12 = about 173.33 hours. At a rate of €13.90, this produces about €2,409 gross per month. The amount may differ in a specific month because of the number of working days, leave, sick leave, overtime and the schedule.

Who is entitled to the minimum wage

The general Mindestlohn normally applies to employees who work in Germany. It covers:

• full-time and part-time employees;
• Minijob employees;
• seasonal workers;
• foreign employees, if the work is performed in Germany;
• interns, if their internship does not fall under an exception;
• employees of German and foreign employers working in Germany.

Important: the minimum wage is a gross amount. Taxes and social contributions are deducted from it where they apply to the particular type of employment.

Who may receive less than Mindestlohn

The law has exceptions. In 2026, the minimum wage normally does not apply to the following groups:

• workers under 18 who have not completed vocational training;
• trainees in the Ausbildung system, because a separate training allowance applies to them rather than an ordinary salary;
• volunteers and participants in voluntary social programmes;
• people who were long-term unemployed immediately before taking a job, during the first six months of the new job;
• mandatory internships required by a school, Ausbildung programme or university;
• certain voluntary and orientation internships lasting up to three months.

If an internship lasts longer than three months or does not fall within an exception, its pay must be checked separately. For students and graduates, this is one of the most common areas of error: the name “Praktikum” alone does not mean that an employer can pay below Mindestlohn.

Related Obsidian topics: Ausbildung, a voluntary year in Germany, Minijob.

Sectoral minimums: when the rate may be higher

In addition to the general Mindestlohn, Branchenmindestlöhne—sectoral minimum rates—may apply in certain sectors. They are set through special rules, collective agreements and regulations, for example under the Arbeitnehmer-Entsendegesetz or Arbeitnehmerüberlassungsgesetz.

The practical conclusion is simple: a sectoral minimum must not be below the general federal Mindestlohn, but in some professions it may be higher. Therefore, for construction, cleaning, care, temporary employment and other regulated sectors, it is better to check not only the general Mindestlohn but also the current sectoral rate on the Zoll website or in official collective-agreement information.

Do not rely on old occupational tables in an article: sectoral rates change more often than the general Mindestlohn and depend on the specific activity, qualifications, federal state and tariff effective date.

How employers must record hours

For monitoring Mindestlohn, not only money but also working-time records matter. In some cases, an employer must record the start, end and duration of daily work and keep the records for at least two years. This is especially important for Minijobs, certain sectors and areas with an increased risk of violations.

It is useful for employees to keep their own records: date, shift start and end, breaks, actual hours, manager’s name and schedule messages. If a dispute arises, these records will help reconstruct what happened.

Who monitors Mindestlohn payments

Compliance with the minimum wage is monitored by Finanzkontrolle Schwarzarbeit (FKS), which is part of the German customs service, Zoll. FKS checks documents, working time, payments and other signs of illegal employment or underpayment.

An employer risks fines if it:

• pays less than the applicable Mindestlohn;
• incorrectly keeps or stores working-time records;
• does not provide documents during an inspection;
• disguises ordinary work as sham self-employment or undeclared work.

Under MiLoG, certain violations may be punished by a fine of up to €500,000, while record-keeping and document violations carry smaller, but still substantial, fines. In serious cases, a company may face additional consequences, including problems participating in public contracts.

What to do if you are paid less than the minimum wage

If you suspect underpayment, proceed step by step.

1. Calculate the hourly rate. Divide gross pay for the period by the hours actually worked. Include overtime and unpaid “preparation” hours if the employer requires you to perform them.
2. Collect documents. An employment contract, Abrechnung, schedules, correspondence, shift records and bank deposits can help.
3. Check the exceptions. Make sure your case is not an Ausbildung, mandatory internship or another category where Mindestlohn may not apply.
4. Ask for a written explanation. Sometimes an error is caused by incorrect recording of hours, but it is better to document the conversation in writing.
5. Seek advice. You can contact a trade union, Beratungsstelle, employment-law lawyer or an official hotline.
6. Report the violation to Zoll/FKS. This is especially important if underpayment is systematic or affects several workers.

Time limits for employment claims can be short: an employment contract or collective agreement may contain Ausschlussfristen, meaning periods after which it becomes harder to claim money. Therefore, it is best not to delay when you are underpaid.

Where to seek help

For general questions about Mindestlohn, the Federal Ministry of Labour and Social Affairs’ (BMAS Mindestlohn-Hotline) hotline is available: 030 60 28 00 28. You can ask whether the minimum wage applies in your situation and what next steps make sense.

For monitoring issues and reports of violations, consult Zoll and its Finanzkontrolle Schwarzarbeit unit. The Zoll website has sections on minimum employment conditions and contact forms. It is best to check telephone numbers and opening hours immediately before contacting an authority, because their contact details can change.

Common employee mistakes

• Calculating a monthly salary without recalculating it against actual hours.
• Not counting unpaid hours before and after a shift when the employer effectively requires you to be present.
• Thinking a Minijob is not protected by Mindestlohn.
• Agreeing to an “internship” without checking whether it genuinely falls under a legal exception.
• Not keeping Abrechnung and correspondence about the schedule.
• Waiting too long when the contract contains short claim deadlines.

Key points

In 2026, the minimum wage in Germany is €13.90 gross per hour. It protects most employees, including foreign nationals, seasonal workers and people in Minijobs. Exceptions exist, but they are limited by law: most often they concern minors without vocational qualifications, Ausbildung, certain internships and the first months of employment after long-term unemployment.

If an employer pays less, first recalculate the hourly rate and collect documents. To check the rules, use BMAS, Zoll and the text of MiLoG; in a disputed case, seek individual employment-law advice.