Step 9: Check working conditions in Germany for (international) students

Yes, you are allowed to earn money during an internship. However, different requirements apply depending on the type of internship.

Mandatory internships, as stipulated in the examination regulations of universities and colleges, are not considered employment relationships but rather part of the education. Therefore, many labor law regulations do not apply here. You are not entitled to a salary, although in some industries it is now common to pay for mandatory internships. Around €500 per month can be seen as a typical amount, but this can vary significantly depending on the industry. There are still areas where no money is paid for mandatory internships. Since you have no right to compensation during a mandatory internship, the amount of your compensation ultimately depends on your internship provider. The unions of the DGB consider a payment equivalent to the financial support rate for students in Germany (BAföG) to be appropriate for mandatory internships as well (in 2025, this is €992). In any case, you should discuss fair compensation with your internship provider. If you receive BAföG, the compensation from the mandatory internship is fully offset against your BAföG, and the corresponding amount will be deducted from your BAföG payment. Paid mandatory internships are exempt from social security contributions—so you do not have to pay into pension or unemployment insurance. However, if your compensation is high, your health insurance may change—it's best to inquire with your health insurance provider early on! Additionally, compensation from a mandatory internship is subject to tax, so if you exceed the income tax allowance (in 2025, €12,084), you will need to pay income taxes. Voluntary internships, which are not part of the examination regulations, are considered employment relationships, whether they take place before, during, or after your studies. Here, you are entitled to full labor law protection (minimum wage of €12.82 in 2025 starting from the third month, entitlement to vacation, continued payment of wages in case of illness, etc.). In some cases, large companies pay union members internship wages that are set by collective agreements. In such cases, joining a union may be beneficial. Inquire locally. However, voluntary internships are only recommended to a limited extent, as they mainly save employers money, and at least after completing your studies, a 'real' job offers better pay and working conditions."

You must complete your mandatory internship—that’s clear. Beyond that, this question is not easy to answer. On the one hand, internships offer valuable insights into the working world and help you learn a lot in general. They are also often well-suited for improving language skills. However, it is extremely important that your internship does not replace a regular job. An internship is a learning experience and should be treated as such by your internship provider. Interns are far too often exploited as cheap labor. Additionally, having a large number of internships on your resume doesn’t always look good. Many potential employers might wonder why you needed so many internships or whether you struggled or lacked the assertiveness to transition from one of your many internships into a regular employment relationship. Therefore, we recommend limiting the number of internships before and during your studies. Satisfy your own need for insight and knowledge, but don't hesitate to see yourself as an expert early on and to seek regular employment even while still studying. This is especially important after you have completed your studies. In general, we advise against voluntary internships, particularly after successfully completing your studies. At that point, you are a trained professional, and there is no longer any reason for you to be employed as an intern. To orient yourself in a new field or to determine whether a job or field suits you, there are legal tools like probationary periods and fixed-term contracts. In short: An internship is not a substitute for a real job

You have the right to a written internship contract in all internship situations, and you should definitely insist on it. An internship contract should include all details about the start and duration of the internship, the location of the internship, working hours, notice periods, and (if applicable) the length of vacation and the amount of compensation. Additionally, you should insist that the structure and content of your internship be described and that specific contacts at the internship site be provided. Of course, your ‘duties’ should also be outlined in the contract. This includes information on how to proceed if you fall ill during your internship or if you wish to end your internship early. Sometimes, employers will ask you to sign a confidentiality agreement to ensure that no sensitive information is disclosed. You should, of course, adhere to such agreements. It is common that not every internship provider will detail the labor law regulations of an internship contract individually. Instead, you may find references to general German labor law or social security codes. Don’t let this unsettle you, and if necessary, consult a counseling center with your internship contract if you need help interpreting it. However, you can always directly ask a reputable employer about the agreements in your contract. Be sure to understand the difference between a voluntary and a mandatory internship. While all employee rights apply in a voluntary internship after the third month at the latest, this is not the case with mandatory internships. Mandatory internships must fulfill a certain number of hours. If you become ill during your internship and therefore work fewer hours than required for the exam, you will need to extend your internship to meet the exam regulations. Terminating a mandatory internship can also be problematic. However, this doesn’t mean you have to endure everything or just live with it if you’re treated poorly, only making coffee and cleaning the office at your internship. If in doubt, speak early on with the internship coordinator of your programme or the advisory services at your university.

Please note that your residence status (unfortunately) affects how much you are allowed to work. While students from the EU are essentially treated the same as German students (max. 20 hours per week, with exceptions for work on weekends, in the evenings, or short-term employment of up to 70 days or 3 months) and have free access to the job and internship market, this is limited for international students from non-EU countries! You are allowed to work a maximum of 140 full or 280 half working days per year. Internships (including mandatory internships) are also counted towards this limit. Any excess must be coordinated with the Employment Agency and the Immigration Office—you may need to apply for a separate work permit in that case. An exception to this is employment as a student assistant. In this role, all international students are allowed to work without restrictions, as long as their studies are not jeopardised. However, this employment must be reported to the Immigration Office. Unfortunately, self-employment or freelance work is not permitted for international students from non-EU countries. If you are not from an EU country, you are dependent on an employer and, for example, are not allowed to issue invoices

In general, the initial phase of a new job can be particularly exciting. Finally, you can put abstract knowledge into practice, meet many new colleagues, and may immediately receive a lot of positive feedback from your employers. However, there are some things to keep in mind. First, you are always entitled to an employment contract, which is very similar to an internship contract. All the regulations mentioned above should be included, and instead of a training description, there should be a job description. However, there is no mandatory requirement for a written employment contract. If you start a job without a written contract, a legal employment contract still exists, but it will only meet the minimum legal requirements in all areas. Therefore, we strongly recommend that you always insist on a written employment contract! Find out whether there is a works council (or staff council) at your workplace (an employee representation within the company). A works or staff council is elected by the employees of a company, ensures that their rights are upheld, and represents their interests to the employer. Unfortunately, not all companies have a works council. However, if there is one, it is an excellent resource for any legal and social questions that may arise in your new workplace. You should not be expected to do everything perfectly right from the start. If you accumulate a lot of overtime at the beginning—perhaps because you need a bit more time for the tasks assigned to you—you should not ‘gift’ this time to your employer. Overtime must either be compensated with time off or with additional pay.

A probationary period is often stipulated in your employment contract. There is no legal requirement mandating a probationary period at the start of an employment relationship. However, a probationary period of up to six months is commonly agreed upon. A probationary period longer than six months is unusual and should not be accepted, as there should be a period of training and assessment of your suitability for the position within six months. A probationary period extending beyond six months primarily creates uncertainty for you, as both you and your employer can terminate the employment without providing a reason during this time. The general notice period of two weeks applies (for both the employer and you). This means that both you and your employer can terminate the employment relationship within 14 days. After the probationary period, a notice protection period of at least four weeks applies, and termination must be justified. In some cases, termination may not be permitted. Seek information about the specifics if you receive a termination notice or wish to resign yourself. A collective bargaining agreement for your industry might stipulate a shorter probationary period and longer notice periods, and your future employer must adhere to these terms. The probationary period is intended for both you and your employer to determine whether you are a good fit during the initial days of employment. However, you should not be anxious and focus solely on doing everything perfectly during the next six months. Based on our experience, it is better and more relaxed to allow mistakes to happen and use them to demonstrate your ability to handle errors. Full vacation entitlement usually accrues after six months of employment and often coincides with the end of your probationary period.

Continued payment of wages in the case of illness applies as of the first working day. Whoever is ill immediately informs the employer, goes to the doctor, receives treatment and a doctor’s note and submits this note to the employer within three work days. Work that had been set aside due to sick leave will not be completed without pay. Many employers interpret a doctor’s note in the probationary period as a sign of a poor worker and base their decision regarding continued employment on this. Naturally, this is utter nonsense, and your health should always have priority. It should, however, be clear to you that long-term or frequent sick leave in the probationary period will often be misinterpreted in this manner.

Your rights and obligations are primarily derived from your employment contract. This contract should detail all aspects of your job, including job responsibilities and conditions. If this is not the case, the statutory minimum regulations will apply. Any contract that falls below the legal minimum (such as minimum wage, maximum weekly working hours, vacation days, sick pay, etc.) is prohibited and can render the contract invalid. Your main duty is to provide the work performance agreed upon in the contract. Your employer is entitled to 'average performance': no one is expected to be perfect at all times! In return, your employer must pay the agreed salary at the stipulated time. Your employment contract should also specify the start and duration of employment, the probationary period, notice periods, the number of vacation days, etc. The rule is: the more details are specified in the contract, the less you need to infer from laws and regulations later. Many employment contracts can be difficult to understand at first glance. As a union member, you can ask your union to review your contract before you sign it.

Some rules that ALWAYS apply:

• Employment Contract and Termination: While an employment contract does not have to be written, a termination must be made in writing. Verbal terminations are not effective.
• Vacation: The legal vacation entitlement is 20 days per year for work performed over 5 days a week, and 24 days per year for work performed over 6 days a week. Full vacation entitlement accrues after 6 months of employment. Before that, vacation is granted on a pro-rata basis. Additional special leave is available for exceptional cases (e.g., death in the family). Salary continues to be paid during vacation. Vacation must be granted in a block where possible; the 'one day here, one day there' approach preferred by employers is not allowed. Collective agreements usually provide more vacation days (up to 30+) and additional special leave, e.g., for relocation. Check if a collective agreement applies in your industry.
• Working Hours: The usual weekly working time is 40 hours and eight hours per day. Many collective agreements provide for shorter weekly working hours. The regular maximum weekly working time is 48 hours and may only be exceeded under certain conditions and not on a regular basis. With all exceptions and regulations utilised, a short-term maximum of 60 hours per week is possible (but not advisable!). Any work beyond this is illegal. Exceeding the permitted working time may also risk losing insurance coverage! Additionally, insurance regulations require a 30-minute break after six hours of work and a 45-minute break after nine hours, with at least eleven hours of rest between shifts.
• Equal Treatment: Discrimination and unequal treatment based on gender, origin, racial characteristics, religion or belief, disability, age, or sexual identity are prohibited by the General Equal Treatment Act (AGG) in the workplace. If you experience discrimination at work, a good advisory service is 'ADA – Project for Anti-Discrimination in the Workplace.'
• Special Benefits: Certain special benefits, such as vacation pay, Christmas bonuses, relocation assistance, etc., are VOLUNTARY benefits from employers. There is no legal entitlement to these. For international students: relocation assistance for moving from abroad is often unknown in many industries! You can ask your employer about it, but you cannot insist on it.
• Important: If voluntary benefits are provided, they must be given to ALL employees. Selective distribution of privileges is not allowed (at least not in this manner).

Yes, there are income fluctuations both by profession and by region. As is the case almost everywhere in the world, technical and economic professions are generally better paid than, for example, social professions. Large industrial companies usually pay better than medium-sized enterprises or craft businesses. Regionally, there is both a North-South and an East-West disparity. Earnings are generally higher in the South than in the North, and in the West compared to the East. These differences often also reflect the respective regional cost of living. In Germany, the collective bargaining system plays a significant role in this. In sectors where trade unions have successfully negotiated collective agreements with employers' associations, wages and working conditions are usually better and regional wage differences are at least mitigated at the North-South level. Therefore, it is important to know whether a collective agreement applies in the targeted company. Collective agreement wages and salaries are based on a transparent system established by trade unions and employers. If a collective agreement is in place at your workplace and you are a union member, you have a legal right to be paid according to the collective agreement. Where no collective agreements apply, they are often used as a guideline, but ultimately your wage in such areas is a matter of negotiation and depends on your own negotiating skills. We cannot make general statements about earnings. Accurate wage data and applicable collective agreements are available online at www.lohnspiegel.de (only in German).

Yes. This is not always the case, but on average, Master graduates earn more than BA graduates. The wage system is based on wage groups that have been categorised by job descriptions and education. Those who can show more in these cases have entitlement to a higher grouping and receive more money. This at least holds true wherever collective agreements apply

All the regulations described here represent the standard labor conditions in Germany. Unfortunately, there are still employers and internship providers who exploit the limited knowledge of international students about applicable labor laws. You should not tolerate this. Assert your rights and address issues with your employers early on. Check with appropriate agencies to determine which of the listed conditions apply to your situation and which do not. This will give you a good opportunity to assess the quality of your job or internship and, if necessary, to choose a different position. If you are already employed and feel treated unfairly, make sure to seek advice from one of the mentioned advisory services or the nearest union office. Important contact points include your relevant trade union and the legal protection services of the German Trade Union Confederation (DGB), the project 'Anti-Discrimination in the Workplace,' and the Faire Mobilität Munich Advisory Center supports mobile workers from Central and Eastern Europe with labor and social security law issues. They offer advice in several languages and work closely with trade unions.

Contact details:

Faire Mobilität Munich
Schwanthalerstraße 64
80336 Munich
Phone: +49 89 51399927
Email: muenchen@faire-mobilitaet.de
Languages: German, Polish, Romanian, Hungarian, English

You can find more information on the Faire Mobilität website: (faire-mobilitaet.de)

Up to this point, you have read quite often about terms like 'collective agreement' and 'trade unions.' In fact, the German Basic Law stipulates that it is not the state, but rather trade unions and employers' associations, that are responsible for wage determination. In sectors where trade unions have many members and are thus powerful, they can negotiate collective agreements that are advantageous for employees. Industries where collective agreements apply nationwide are still the most employee-friendly in the entire country. This system is so successful that employers provide all the benefits negotiated in collective agreements to all employees, regardless of whether they are union members or not. They are not legally required to do so, but they do it to avoid a situation where only unionised employees benefit. Otherwise, all employees would join unions, leading to even better collective agreements, and so on. This implies that union membership is also meaningful and important for international students: it helps us to maintain and promote the wage system from which you can benefit. Additionally, trade unions in Germany offer high-quality advice on all labor law issues, legal protection insurance for disputes before German labor courts, and a service where you can have your employment contracts and references reviewed. You also gain access to the unions' educational programmes. Union membership costs students up to €2.50 per month, depending on the profession, and then 1% of the gross salary. So: Join your local union! While we do our best to keep this information up to date, please be sure to double check with the appropriate authorities for information about the current regulations for international students.