What is the minimum wage in Germany?

What the Law Says

Germany’s statutory minimum wage is set by the Minimum Wage Act (Mindestlohngesetz – MiLoG), not the Civil Code (BGB). While BGB § 612 governs general remuneration principles—including implied agreements and customary pay—it does not define or set the minimum wage. The MiLoG establishes the binding floor for hourly wages across all industries and employment relationships.

The Minimum Wage Act (MiLoG) mandates a uniform hourly wage that employers must pay for every actual working hour. It overrides collective bargaining exemptions for most workers and applies regardless of contract type (full-time, part-time, temporary, or minijob).

BGB § 612 remains relevant for interpreting whether pay was agreed upon and at what level—especially where no explicit wage is stated—but it does not establish a legal minimum. Instead, it defers to statutory rules (like MiLoG) and industry standards when determining 'usual' or 'customary' remuneration.

Importantly, only payments that constitute regular, recurring compensation for work performed in the reference period count toward meeting the minimum wage. One-time bonuses, vacation allowances, or reimbursements for expenses do not qualify—per guidance from labor courts.

Statutory Text

Eine Vergütung gilt als stillschweigend vereinbart, wenn die Dienstleistung den Umständen nach nur gegen eine Vergütung zu erwarten ist.

— BGB § 612 (1) — German Civil Code

Statutory Text

Ist die Höhe der Vergütung nicht bestimmt, so ist bei dem Bestehen einer Taxe die taxmäßige Vergütung, in Ermangelung einer Taxe die übliche Vergütung als vereinbart anzusehen.

— BGB § 612 (2) — German Civil Code

What Courts Have Said

German labor courts have clarified how to calculate compliance with the statutory minimum wage—particularly which parts of an employee’s total compensation count toward the legal floor.

What to Do

Sources

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