Swift onboarding in Germany — 6 days on average. Brix is the legal employer, so you can hire without setting up a local entity.
Every hire gets a locally compliant, competitive package — handled end to end.
Contracts in Germany should be in English or German and may be bilingual. They must be in writing and signed by both parties. A contract should include the names and addresses of both parties, the start date, end date if applicable, place of work, job description, salary details including supplements, payment date, working hours, duration of annual holidays, notice periods, and probation period.
Employees in Germany typically work a maximum of 40 hours per week, equivalent to eight hours per day. They must be provided with at least 11 hours of resting time between two working days. Overtime must be explicitly stated in the employee's contract, with higher wage earners not eligible for overtime payments. Overtime compensation ceases at approximately €80K per annum in Western Germany or €70K per annum in Eastern Germany.
While not obligatory, a common probation period in Germany lasts for three months, although it can extend up to six months. The maximum duration for a probationary period is 180 days.
Pensions are common in Germany, and employers often contribute to private pension funds on behalf of their employees.
Non-compete agreements in Germany must be limited in scope and duration, and must include compensation for the entire non-compete period, amounting to at least 50% of the latest salary of the employee. The employer may waive the non-compete before termination, but the obligation to pay the necessary compensation continues for a period of 12 months following the declaration of the waiver.
Brix is the legal employer in Germany — talk to a local specialist and start onboarding this week.
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