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Special arrangements for certain categories of persons:

• Interns
  As an intern, you are also entitled to a minimum wage in principle. However, so-called compulsory internships are excluded from the minimum wage, i.e. in particular those which you are required to perform on the basis of a school law provision, a training regulation or a provision of higher education law.
  There is also no entitlement to the minimum wage for voluntary traineeships for vocational orientation purposes (orientation placements) or in training or study and do not last longer than 3 months. If such an internship lasts longer than 3 months, however, it must be paid from the first day with the minimum wage. In addition, the minimum wage does not apply to traineeships in the context of an entry-level qualification under SGB III and measures for vocational training preparation under the Vocational Training Act. Traineeships can be very individual. If you have specific questions, use your personal telephone advice.

• Trainees
  People who are in vocational training do not receive a minimum wage. Their remuneration is governed by the Vocational Training Act.

• Low-employee
  As a low-paid employee, you are entitled to a minimum wage. Of the gross wage, you only have to pay the share of 3.6% for the statutory pension insurance. An exemption from this is possible.
  Employer's social security shares are not taken into account when calculating the minimum wage. The employer has to bear the contributions to statutory health insurance and to statutory pension insurance that accrue in the context of your mini-job – in addition to the gross hourly wage.
  However, the employer may transfer the flat-rate tax of 2% of the salary to you.

• Part-time workers
  Workers working part-time are also entitled to the minimum wage.

More detailed questions

• Piece and piece wages
  Piece and piece wages are permitted if they ensure that workers receive the minimum wage for each hour actually worked.

• On-call times
  On-call time must be remunerated with the minimum wage in accordance with general principles, in so far as, according to the case-law, they are to be regarded as working time subject to remuneration.

• One-off payments
  One-off payments (such as .B.

Christmas allowance) can be taken into account when calculating the minimum wage. However, because of the maturity scheme, they may at most be eligible for the minimum wage in the month of their actual payment.
Moreover, a one-off payment may also be made eligible in the form that it is distributed pro rata over several months and that the employee is actually and irrevocably paid at the time of the minimum wage. Christmas allowance, for example, could be taken into account in the calculation of the minimum wage to the extent that it is paid over the whole year with the monthly bills of one twelfth each at the latest at the end of the following month.

• Cross-border activities
  The Minimum Wage Act applies to all employees employed in Germany. This is also the case for short-term employment in Germany (e.g. for passing lorry drivers).

• Food and lodging for seasonal work
  Food and lodging are not cash benefits and therefore cannot be counted against the minimum wage. However, exceptions are possible for seasonal work. If you have any questions, please use the possibilities of a personal or telephone consultation tailored to your case.