Special regulations for certain groups of people:

• Interns
  As an intern, you are also entitled to minimum wage. However, so-called compulsory internships are exempt from the minimum wage, i.e. in particular internships that are compulsory under school law, training regulations or university law.
  Voluntary internships that serve the purpose of vocational orientation (orientation internships) or are performed in conjunction with training or studies and do not last longer than 3 months are also not entitled to the minimum wage. However, if such an internship lasts longer than 3 months, it must be paid the minimum wage from the first day. In addition, the minimum wage does not apply to internships within the framework of an introductory qualification according to SGB III and measures of a vocational training preparation according to the Vocational Training Act. Internships can be very individually designed. If you have specific questions, please use the personal telephone consultation service.

• Trainees
  Persons undergoing vocational training do not receive a minimum wage. Their remuneration is regulated by the Vocational Training Act.

• Marginally employed persons
  As a marginally employed person, you are entitled to minimum wage. From 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 contributions to social insurance are not taken into account when calculating the minimum wage. The employer must pay the contributions to the statutory health insurance and the statutory pension insurance that are incurred in the context of your mini-job - in addition to the gross hourly wage.
  However, the employer may transfer the uniform flat-rate tax amounting to 2% of the remuneration to you.

• Part-time employees
  Part-time employees are also entitled to the minimum wage.

Further details

• Piece and piecework wages
  Piecework and piecework wages are permissible if it is ensured that the employees receive the minimum wage for each hour actually worked.

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

• One-time payments
  One-time payments (such as Christmas bonuses) can be taken into account when calculating the minimum wage. However, because of the due date rule, they can at most be offset against the minimum wage in the month in which they are actually paid.
  In addition, a one-time payment can also be credited in such a way that it is distributed pro rata over several months and actually and irrevocably paid to the employee on the respective due date relevant for the minimum wage. The Christmas bonus, for example, could be taken into account in the calculation of the minimum wage to the extent that it is distributed over the entire year with the monthly settlements, one twelfth each, and paid at the latest at the end of the following month.

• Cross-border activities
  The Minimum Wage Act applies to all employees working in Germany. This is also the case for short-term employment in Germany (for example, for truck drivers passing through).

• Room and board for seasonal work
  Room and board are not cash benefits and therefore cannot be counted towards the minimum wage. However, exceptions are possible in the case of seasonal work. If you have any questions, please take advantage of a personal consultation or telephone consultation tailored to your specific case.