Interesting Facts about Mini-jobs - Information for Employees - Minijob-Zentrale

Information for Employees
Interesting Facts about Mini-jobs

+++ Search for and find mini-jobs in private households free of charge +++ www.haushaltsjob-boerse.de +++

             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. 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 mini-
       job 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!

Interesting Facts about Mini-jobs   3

+++ A Central Marginal Employment Service +++ www.haushaltsjob-boerse.de +++ 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.

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 2015.
This is 9,19 euros per hour since 1 January 2019 and will be raised to 9.35 euros on 1 January
2020. The minimum wage 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 house-
holds 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

Interesting Facts about Mini-jobs   5

Mini-jobbers and mini-jobber employers should take into account that the increase in the
minimum wage to 9,19 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)
                                                                     = days holidays
 6 (normal workdays, Monday to Saturday)

 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

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 employ­ment.
You can obtain further information on this from the Federal Ministry of Labour and
Social Affairs service hotline under the number +49 (0)30/221 911 004 or online at
www.minijob-zentrale.de.

 Information form mini-jobbers from abroad

 The commencement with employment in Germany can result in foreign health insur-
 ance 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 Mar-
 ginal 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 com-
 mence employment in Germany.

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
www.mini-job-zentrale.de. 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, 45115 Essen
Service-Center: 0355 2902 70799, Mondays to Fridays from 7.00 a.m. - 5.00 p.m.
Fax: 0201 384-979797
E-Mail: minijob@minijob-zentrale.de

              Take a look yourself - the registration is so easy

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central marginal employment service contact data
  Service telephone: +49 (0)355 2902-70799
  Mondays - Fridays 7.00 a.m. - 5.00 p.m.

  Fax: 0201 384 979797
  minijob@minijob-zentrale.de
  minijob-zentrale.de
  twitter.com/MinijobZentrale
  Minijob-Blog: blog.minijob-zentrale.de

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