German Minijob Costs Set to Jump Nearly a Third as Berlin Targets Social Insurance Reform
17.06.2026 - 00:01:04 | boerse-global.de
Berlin is preparing to raise the flat-rate social contributions employers pay for so-called Minijobs from roughly 31 percent to more than 39 percent, citing higher health and long-term care insurance premiums. The planned increase, which the German Retail Federation (HDE) warns could make the nationwide 6.8-million-worker scheme significantly more expensive, comes as companies already face mounting pressure to vet new hires more carefully.
The shift is not only a financial hit for employers. It adds a regulatory layer to an already tight labour market. According to the latest KfW-Ifo Skilled Labour Barometer, about 21 percent of German firms report vacancies they cannot fill – a figure that has dipped only because of weak economic demand, not because the shortage has eased.
At the same time, industry data from the Stepstone Group shows that the share of job ads explicitly open to career-changers has sextupled since 2019. Some 87 percent of employees now say they would consider switching sectors entirely. For many businesses, that means integrating applicants without the traditional vocational qualifications has become routine.
Why the probation period matters more now
Against that backdrop, the six-month probationary window – during which German employers can dismiss workers with two weeks’ notice without stating cause under § 622 of the Civil Code – has become a critical screening tool. HR specialists point to clear red flags: chronic lateness, frequent unexplained absences, persistently poor work quality, refusal to follow instructions, excessive demands, or an inability to fit into the team.
Before moving to terminate, experts advise employers to review the onboarding process and hold clarifying conversations. If there is no improvement, the two-week notice route remains open – but only outside the sick-leave maze that often follows a dismissal.
The sick-leave trap after termination
A particular headache arises when an employee falls ill immediately after receiving notice. In a 2022 ruling, the Federal Labour Court (BAG) determined that dismissing someone on health grounds without first conducting a company reintegration management (BEM) procedure is disproportionate if the worker’s absence exceeds six weeks per year.
A separate decision by the Schleswig-Holstein State Labour Court strengthens the employer’s hand in cases of dubious medical certificates. The court found that the evidentiary value of a doctor’s note can be undermined if the sickness period exactly matches the notice deadline. In such instances the burden shifts back to the employee to prove genuine illness.
German employers are entitled to demand a sick note from the very first day off – especially when there are reasonable doubts about the claim. As the combined weight of rising Minijob costs, skill shortages and legal pitfalls grows, many companies are expected to scrutinise every phase of the hiring and probation process more rigorously than ever.
