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李光博士 泰乐信慕尼黑办公室 授薪合伙人 |
内容导读 / Overview
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休息、年休假、法定假日 / Rest, annual leave, statutory holidays -
病假、病假工资 / Sick leave and pay -
产假、育儿假、亲人护理假 / Maternity leave, parent leave, leave for family member care -
特殊人群保护（妇女、未成年人和残障员工）/ Special protection for females, minors and disabled employees -
后合同竞业限制 / Post-employment non-compete covenant -
并购中的劳动关系 / Employment relationship in M&A -
解雇、裁员、协商解除劳动合同 / Dismissal, mass layoff, mutual termination contract -
工会、集体合同、罢工 / Trade union, collective contract, strike -
职工委员会 / Works council -
劳动争议解决机制 / Labor dispute resolution regime -
德国社会保险体系概况 / Overview of German social insurance system
(点击图片查看上篇 / Click image for Part 1)
1
休息、年休假、法定假日 / Rest, annual leave, statutory holidays
除法定例外情况，原则上雇主不得在周日和法定假日使雇员工作。/ With the exception of statutory exceptions, employers are in principle prohibited from making employees work on Sundays and statutory holidays.
间休时间的长短取决于工作时间的长短：如果工作时间为 6 小时或更短，则法律不强制要求间休时间。如果工作时间超过 6 小时但不超过 9 小时，则必须至少安排1次至少持续 30 分钟的间休。如果工作时间超过 9 小时，必须至少安排1次至少持续 45 分钟的间休。间休时间必须提前安排。/ The length of the breaks depends on the length of the working time: if the working time is 6 hours or less, the law does not make breaks mandatory. If the working time is more than 6 hours but not more than 9 hours, at least 1 break lasting at least 30 minutes must be scheduled. If the working time exceeds 9 hours, at least 1 break lasting at least 45 minutes must be scheduled. Breaks must be scheduled in advance.
每天工作时间结束后，员工必须有至少 11 小时的不间断休息时间。/ Employees must have an uninterrupted rest period of at least 11 hours after the end of the daily working time.
除各州的特别假日外（例如黑森州还另有1个宗教节日，巴伐利亚州还另有3个宗教节日），德国有9个全境适用的公共假日：元旦、耶稣受难日、复活节星期一、耶稣升天节、圣灵降临节、五一劳动节、德国统一日（10月3日）、圣诞节、节礼日。/ In addition to the special holidays of the Federal States (e.g. Hesse has another religious holiday and Bavaria has 3 other religious holidays), there are 9 public holidays in Germany that apply throughout the country: New Year's Day, Good Friday, Easter Monday, Ascension Day, Whit Monday, May Day, German Unity Day (October 3), Christmas Day, Boxing Day.
《德国联邦休假法》（BUrlG）强制性地规定了员工带薪年休假的权利。/ The German Federal Vacation Act (BUrlG) mandatorily regulates the right of employees to annual paid leave.
基于每周6个工作日，法定最低年休假为24个工作日。换算成每周5个工作日，法定最低年休假为20个工作日。/ Based on a 6-working day week, the statutory minimum annual leave is 24 working days. Converted to 5 working days per week, the statutory minimum annual leave is 20 working days.
新入职的雇员只有在工作满6个月后，才能享有完整的法定休假的请求权。在等待期结束之前，雇员可以要求享受部分假期，即每工作满1个月，可享受年假的1/12。/ Newly recruited employees are entitled to claim full statutory leave only after 6 months of service. Until the end of the waiting period, the employee may claim partial leave, i.e. 1/12 of the annual leave for each full month of service.
在确定休假时间时，必须充分、优先考虑雇员的休假愿望，除非这与紧急业务需要或其他雇员的休假愿望相冲突。/ In determining the timing of leave, the employee's wish to take leave must be given full and priority consideration, unless it conflicts with urgent operational requirements or the wishes of other employees.
年假通常必须在本日历年内使用。只有在有紧急业务需要或与雇员个人有关的原因的情况下，才可将假期转入下一个日历年的头3个月。/ Annual leave must normally be taken within the current calendar year. Leave may be carried over into the first 3 months of the following calendar year only if there is an urgent operational need or reason relating to the employee personally.
根据有关法院裁决，只有在雇主确实使雇员能够按时休假的情况下（即以可证明的方式提前提醒员工在年底前休年休假，否则可导致丧权），雇员不休假才会导致休假或休假补偿请求权的年底丧失。/ According to the relevant court decisions, the failure of an employee to take leave results in the loss of the right to claim leave or leave compensation at the end of the year only if the employer has actually made it possible for the employee to take the leave on time (i.e., the employee has been reminded of his/her annual leave before the end of the year in advance in a provable manner, which could otherwise result in the loss of his/her right).
如果员工在休假期间生病，由医生证明的无法工作天数不计入年假。/ If an employee falls ill during the period of leave, the days of incapacity for work certified by a doctor are not counted as annual leave.
如果由于劳动关系的终止而无法再给予全部或部分假期，则必须给予补偿。只有在劳动关系终止时，而不是在劳动关系存续期间，才可支付代假补偿。原则上，在永久丧失工作能力的情况下，假期在假期年结束后 15 个月后丧失。/ If it is no longer possible to grant all or part of the leave due to the termination of the employment relationship, compensation must be paid. Leave compensation in lieu may only be provided upon termination of the employment relationship, not during the current employment relationship. In principle leave expires after 15 months after the end of the holiday year in the event of permanent incapacity to work.
2
病假、病假工资 / Sick leave and pay
《继续支付薪酬法》（EFZG） / Continuing Remuneration Payment Act (EFZG)
法律强制规定，劳动关系不间断存续4周后，如果雇员非因自身过错因病无法工作，则有权在无法工作期间要求由雇主继续支付薪酬，最长不超过6周。在雇主继续支付工资6周后，雇员可以向其健康保险基金申请疾病津贴。享受疾病津贴的前提条件是员工拥有法定保险。对于私人保险的雇员，如有相应约定，则有权领取每日疾病津贴。/ The law mandatorily provides that after 4 weeks of uninterrupted employment relationship, if the employee is unable to work due to illness through no fault of his/her own, he/she has the right to demand that the employer continue to pay him/her during the period of inability to work for a maximum of 6 weeks. After 6 weeks of continued payment of wages by the employer, the employee may apply for sickness benefit from his/her health insurance fund. The prerequisite for entitlement to sickness benefit is that the employee has statutory insurance. Employees who are privately insured are entitled to a daily sickness allowance, if this has been agreed upon.
如果雇员因同一疾病而再次丧失工作能力，在以下情况下，雇员不会因再次丧失工作能力而丧失上述最长为期6周的病假工资的权利：在再次丧失工作能力之前的至少6个月内，他没有因同一疾病而不适合工作，或者自第一次因同一疾病丧失工作能力起已过去12个月。/ If the employee is again incapacitated for work due to the same illness, the employee does not lose the right to sick pay for a maximum period of 6 weeks as described above due to the renewed incapacity for work if he/she has not been unfit for work due to the same illness for at least 6 months prior to the renewed incapacity for work or if 12 months have elapsed since he/she was first incapacitated for work due to the same illness.
在前一次疾病或无法工作的情况痊愈或结束后，如再患一次不同的疾病或因病无法工作，可再享有继续领取报酬的权利最长6周。如果另一种（不同的）疾病是在持续丧失工作能力期间发生的，继续领取报酬的权利在6周后终止。/ The right to continued remuneration may be enjoyed for a further period of up to 6 weeks in the event of a different illness or illness-related incapacity for work after the previous illness or incapacity for work has been cured or ended. If another (different) illness occurs during a period of continuing incapacity for work, the right to continued remuneration ceases after 6 weeks.
雇员有法律义务毫不迟延地通知雇主其无法工作的事实以及预计无法工作的持续时间。如果丧失工作能力的时间超过3个日历日，雇员还必须最迟在下一个工作日提交一份丧失工作能力的医疗证明。/ The employee is legally obliged to inform the employer without delay of the fact of his/her incapacity for work and the expected duration of the incapacity for work. If the incapacity lasts for more than 3 calendar days, the employee must also submit a medical certificate of incapacity for work by the next working day at the latest.
3
产假、育儿假、亲人护理假 / Maternity leave, parent leave, leave for family member care
《母亲保护法》（MuSchG），《联邦育儿津贴和育儿假法》（BEEG），《护理期法》（PflegeZG），《家庭护理期法》（FPfZG）/ Mothers Protection Act (MuSchG), Federal Act on Childcare Benefits and Parental Leave (BEEG), Care Period Act (PflegeZG), Family Care Period Act (FPfZG)
产前6周和产后8周，妇女一般不得从事任何工作。对于早产儿和多胞胎，保护期延长至出生后 12 周。如果婴儿在出生后8周内被诊断为残疾，该延长的保护期也同样适用。/ Women are generally prohibited from performing any work for 6 weeks before and 8 weeks after childbirth. In the case of premature babies and multiple births, the period of protection is extended to 12 weeks after birth. This extended period of protection also applies if the child is diagnosed with a disability within the first 8 weeks of life.
在孩子出生后的头3年内，作为雇员的父母可以单独或共同申请休育儿假。/ During the first 3 years after the birth of a child, parents who are employees may apply individually or jointly for parental leave.
根据收入高低，可领取最长14个月最高为1,800欧元的育儿津贴。/ A childcare allowance of up to EUR 1,800 for a maximum of 14 months can be received, depending on income.
若欲休育儿假，则必须在开始休假前至少7周以书面形式向雇主提出申请，并同时说明2年内具体何时休育儿假。/ In the case of parental leave, the application must be made in writing to the employer at least 7 weeks prior to the commencement of the leave, indicating at the same time the exact time within 2 years when the parental leave will be taken.
自申请育儿假之日起，但不迟于育儿假开始前 8 周，雇主通常不得解除劳动关系，也不得在育儿假期间解除劳动关系。在特殊情况下，经负责劳动保护的州立最高当局批准方能解雇。/ Normally the employer may not terminate the employment relationship from the date of application for parental leave, but not later than 8 weeks before the start of the parental leave, nor during the period of parental leave. In exceptional cases, dismissal may be authorized by the highest Federal State authority responsible for labor protection.
法律赋予雇员在家护理需要照顾的近亲的权利。对于需要紧急护理的情况，可享受最长不超过10个工作日的较短的无薪护理假。在需要长期护理情况下，在有16名或更多雇员的雇主处，可享受较长的无薪护理假，最长可达6个月。休护理假可以完全不工作或减少工作时间。除非法律或合同另有规定/约定（例如照顾生病的子女不超过5日），脱产休护理假期间雇主无需支付工资。/ The law gives employees the right to care for a close relative in need of care at home. In cases where urgent care is required, shorter unpaid care leave of up to 10 working days is granted. In the case of long-term care, a longer unpaid care leave of up to 6 months may be granted in the case of an employer with 16 or more employees. Care leave can be taken without working at all or with reduced working hours. The employer is not required to pay wages during care leave from work, unless otherwise provided/agreed by law or contract (e.g. to care for a sick child for not more than 5 days).
雇员应当在休长期护理假前至少10个工作日以书面形式通知雇主，必须说明希望休护理假的期限（月份数）和程度（非全职工作、完全脱产）。如非全职工作必须与雇主就减少工时及其分配达成书面协议。最后，雇员必须提供护理服务机构或医疗保险基金医疗服务机构出具的证明，以证明雇员的近亲属需要护理。/ The employee shall notify the employer in writing at least 10 working days prior to taking long-term care leave, and must indicate the duration (number of months) and the extent (part-time work, complete release from work) of the care leave desired. If working part-time there must be a written agreement with the employer on the reduction of working hours and their distribution. Lastly, the employee must provide a certificate from the nursing service or from the health service of the health insurance fund certifying that a close relative of the employee is in need of nursing care.
依据《家庭护理期法》，为了照顾近亲，雇员可以与雇主约定在最长2年的期间内将每周工作时间减少至最少 15个小时。为了补偿因工时减少而导致的工资减少，雇员在护理期间将获得工资减少部分的补贴，而在护理假后，雇员必须通过额外的工作来弥补工资的减少。/ In accordance with the Family Care Period Act, an employee may agree with the employer to reduce his or her working hours to a minimum of 15 hours per week for a period of up to 2 years in order to care for a close relative. In order to compensate for the reduction in wages due to the reduction in working hours, the employee receives an allowance for the reduction in wages during the period of care, while after the care leave the employee has to compensate for the reduction in wages by additional work.
从宣布休护理假到休完护理假，雇主通常不得解雇。/ An employer may not normally dismiss an employee from the time care leave is declared until it is completed.
4
特殊人群保护（妇女、未成年人和残障员工）/ Special protection for females, minors and disabled employees
《童工保护条例》（KindArbSchV）载有关于 13 岁及以上儿童就业的特别规定。/ The Child Labor Protection Ordinance (KindArbSchV) contains special provisions on the employment of children aged 13 and over.
《青少年劳动保护法》（JArbSchG）保护 18 岁以下的青少年。儿童和青少年是有区别的。任何未满 15 岁的人都被视为儿童。/ The Juvenile Labor Protection Act (JArbSchG) protects juveniles up to the age of 18. There is a difference between a child and an adolescent. Anyone under the age of 15 is considered a child.
《母亲保护法》（MuSchG）包含保护孕妇、哺乳期妇女及其子女在工作中的健康的法规。/ The Law on the Protection of Mothers (MuSchG) contains regulations on the protection of the health of pregnant women, nursing mothers and their children at work.
联合国《残疾人权利公约》自 2009 年起成为德国的适用法律。该公约要求国家机构和所有公共机构为所有人创造平等的环境、交通、信息、通信、教育和工作机会。/ The United Nations Convention on the Rights of Persons with Disabilities has been applicable law in Germany since 2009. The Convention requires State bodies and all public institutions to create equal opportunities for all in terms of the environment, transportation, information, communication, education and work.
《德国社会法典第九部分》（SGB IX）规定了残疾人的康复和参与以及对严重残疾人的特殊保护。/ Part IX of the German Social Code (SGB IX) provides for the rehabilitation and participation of persons with disabilities as well as special protection for persons with severe disabilities.
年平均每月至少有 20 个工作岗位的雇主必须在至少 5% 的工作岗位上雇用重度残疾人。未达到法定标准的雇主，需要按照未达标程度支付补偿金。/ Employers with an annual average of at least 20 jobs per month must employ severely disabled persons in at least 5% of their jobs. Employers who fail to meet the statutory standard are required to pay compensation in accordance with the degree of failure to meet the standard.
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后合同竞业限制 / Post-employment non-compete covenant
《德国商法典》（HGB）第74、74a条 / Sections 74, 74a of the German Commercial Code (HGB)
书面协议 / Written agreement
雇员18岁或以上 / Employee of age 18 or over
竞业限制的期限不长于劳动合同解除后的2年。/ The period of non-competition is no longer than 2 years after the termination of the employment contract.
约定的补偿金不少于雇员最近工资的50%。/ The agreed compensation is not less than 50% of the employee's most recent salary.
竞业禁止条款需要符合雇主的合法商业利益。/ The non-compete clause needs to be in the employer's legitimate business interests.
竞业禁止条款不得不合理地阻碍了雇员的职业发展。/ The non-compete clause must not unreasonably impede the employee's career development.
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并购中的劳动关系 / Employment relationship in M&A
《德国民法典》（BGB）第613a条 / Section 613a of the German Civil Code (BGB)
股权交易时，仅雇主的股东将发生变化，劳资双方主体和劳动关系保持不变。/ In the case of a share deal, only the shareholder(s) of the employer will change, and the parties to the employment contracts and employment relationships between employers and employees remain unchanged.
将企业或者企业的一部分作为资产转让时，受影响雇员的劳动合同中的雇主的权利和义务随被出售的资产一并转移给受让方。转让方或受让方应当在转让前以文本形式通知受转让影响的雇员：转让日期或计划转让日期、转让的原因、转让对雇员造成的法律、经济和社会后果，以及考虑对雇员采取的措施。雇员可在收到该通知后1个月内以书面形式向转让人或受让人反对劳动关系的转移。/ When a business or part of a business is transferred as an asset, the rights and obligations of the employer under the employment contracts of the affected employees are transferred to the transferee together with the asset being sold. The transferor or the transferee shall, prior to the transfer, notify the employees affected by the transfer in text form of: the date or the planned date of the transfer, the reasons for the transfer, the legal, economic and social consequences of the transfer for the employees and the measures contemplated for the employees. The employee may object to the transfer of the employment relationship in writing to the transferor or transferee within 1 month after the receipt of such notification.
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解雇、裁员、协商解除劳动合同 / Dismissal, mass layoff, mutual termination contract
《德国民法典》（BGB），《德国解雇保护法》（KSchG）/ German Civil Code (BGB), German Dismissal Protection Act (KSchG)
解除劳动合同需要发出有权人亲笔签署的书面的解除通知或者签订书面的协商解除合同。/ The termination of an employment contract requires a written notice of termination or a written mutual termination contract signed by the authorized person in his/her own handwriting.
解除劳动合同需要遵守法定或约定的（比法定期限更长）的通知期限。按劳动关系存续时间长短，法定的雇主解雇通知期从4周到7个月至日历月月底。德国法律不承认代通金。/ The termination of an employment contract is subject to a statutory or agreed (longer than statutory) notice period. Depending on the duration of the employment relationship, the statutory notice period for dismissal by the employer ranges from 4 weeks to 7 months to the end of the calendar month. German law does not recognize payment in lieu of notice.
除非是出于歧视性的、不道德的原因或者法律另有规定（例如适用于怀孕员工的特别规定），雇主通常可在约定试用期内提前2周解雇无需任何理由。/ Except for discriminatory or immoral reasons or unless the laws provide for otherwise (e.g. for pregnant employees), during the agreed probationary period an employer may normally dismiss the employee without cause 2 weeks in advance.
因重大事由立即解雇的，雇主必须在获悉该事由后2周内通知雇员解雇。雇员必须在该期限内收到解雇通知。/ In the case of immediate dismissal for serious reasons, the employer must notify the employee of the dismissal within 2 weeks of learning of the reasons. The notice of termination must be received by the employee within this period.
就每一个雇主解雇，雇主均必须将具体解雇理由事先书面通知职工委员会（如有），听取其意见。否则，解雇无效。/ In every case of dismissal by the employer, the employer is required to give prior written notice of the specific reasons for dismissal to the works council, if any, to listen its opinions. Otherwise the termination is invalid.
德国法律并未规定法定经济补偿。实践中，通常以服务每满1年0.5个月的税前工资作为范例。/ German law does not provide for statutory severance. In practice, half a month's gross salary for each year of service is usually used as a benchmark.
雇员劳动关系存续超过6个月，雇主雇用超过10名雇员的，适用《德国解雇保护法》。雇主解雇必须具备符合社会正当性的理由，即雇员个人方面的理由（例如长期生病）、雇员行为方面的理由（例如屡教不改的不当行为）、企业运营方面的理由（例如改制、亏损裁员；需要根据员工情况进行适当筛选）。/ The German Dismissal Protection Act applies if the employee’s employment relationship has lasted longer than 6 months and the employer hires more than 10 employees. The employer must have socially justified reasons for dismissal, i.e. personal reasons of the employee (e.g. long-term illness), reasons related to the employee's behavior (e.g. repeated misconduct), and reasons related to the operation of the enterprise (e.g. restructuring, layoffs due to loss; appropriate selection based on employees’ circumstances is required).
雇用超过20名雇员的雇主在30日内解除或终止符合一定法定人数的员工的劳动合同时，必须向主管劳工局报告，并向职工委员会（如有）进行书面通报。/ An employer who hires more than 20 employees must report to the competent labor agency and give written notification to the works council, if any, when the employment contracts of a certain number of employees as required by law will be terminated within 30 days.
对通常面临更大解雇风险的雇员提供特殊保护，例如残疾或怀孕雇员以及职工委员会成员。残疾或怀孕员工以及休育儿假的员工享有免遭解雇（因重大事由立即解雇和协商解除除外）的特殊保护。在这种情况下，在作出解雇决定之前，必须获得相关政府部门的许可。职工委员会成员享有免于解雇的特别保护。若要实施特别解雇，通常需要获得职工委员会的同意，或取得替代该同意的法院裁定。/ Special protection is provided for employees who are usually at greater risk of dismissal, such as disabled or pregnant employees and members of works councils. Disabled or pregnant employees and employees on parental leave enjoy special protection against dismissal (except for immediate dismissal for serious reasons and mutual termination contract). In such cases, permission must be obtained from the relevant governmental authority before a decision on dismissal is taken. Members of a works council enjoy special protection against dismissal. In case of an extraordinary dismissal, the consent of the works council or a court order replacing such consent is generally required.
收到解雇通知后雇员可在3周内起诉确认劳动关系未被解除。未遵守该期限，视为解雇有效。/ An employee who receives a notice of dismissal has 3 weeks to file a lawsuit to confirm that the employment relationship has not been terminated. Failure to comply with the deadline, the dismissal is considered a valid dismissal.
鉴于合法解雇的门槛非常高，实践中常见通过达成书面协商解除协议，支付补偿金来解除劳动合同。/ In view of the very high threshold for a lawful dismissal, it is common in practice to terminate an employment contract by reaching a written mutual termination agreement and paying severance.
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工会、集体合同、罢工 / Trade union, collective contract, strike
《德国基本法》（GG），《德国集体合同法》（TVG）/ German Basic Law (GG), German Collective Contracts Act (TVG)
工会不局限于一家企业，而是负责一个或多个工商业领域。在这些领域中，工会代表该领域全体员工的利益，并就适用于各领域员工的集体协议与该领域的雇主联合会或雇主进行谈判，例如，规定工资、每周工作时间和假期等事项的集体协议。/ Trade unions are not confined to one enterprise, but are responsible for one or more areas of industry and commerce. In these areas, the trade unions represent the interests of all employees in the area and negotiate with the employers' associations or employers in the area on the collective agreements applicable to the employees in the respective area, e.g. collective agreements regulating matters such as wages, weekly working hours and vacations.
工会有权提议企业职工委员会选举，为企业职工委员提供支持、培训和咨询。/ Trade unions have the right to initiate elections of works councils and to provide support, training and advice to works councils.
为谈判和达成集体合同，工会依法有权组织罢工。/ For the purpose of negotiating and concluding collective contracts, trade unions are entitled by law to organize strikes.
工会有权选任劳动法院的职工代表作为陪审员。/ Trade unions have the right to select employee representatives to act as honorary judges of the Labor Courts.
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职工委员会 / Works council
《企业职工委员会法》（BetrVG）/ Works Council Constitution Act (BetrVG)
职工委员会由企业的全体员工选举产生，代表企业的所有员工的利益，行使法定的共同决定权。/ A work council is elected by all employees of the enterprise, represent the interests of all employees of the enterprise and exercise the legal right of co-determination.
每次解雇前雇主都必须征求职工委员会的意见。在其他方面，职工委员会拥有更广泛的权利，可以对具体决定发表意见，因此这些权利也被称为共同决定权：例如工作时间、轮班表和加班、定级、绩效奖金和计件工作、培训和进修、职业健康和安全、数据保护、工作流程和工作场所组织。/ The employer must consult the works council before each dismissal. In other respects, the works councils have broader rights to express their opinions on specific decisions, which are therefore also referred to as co-determination rights: e.g. working hours, shift schedules and overtime, grading, performance bonuses and piecework, training and further training, occupational health and safety, data protection, work processes and workplace organization.
所有拥有5名或以上的雇员（其中3名可被选举）的企业都可以选举产生职工委员会。职工委员会的规模取决于企业员工人数。满16岁的员工有选举权，满18岁的员工有被选举权。/ All enterprises with at least 5 employees with voting right (3 of them can be elected) may elect a works council. The size of the works council depends on the number of employees in the enterprise. Employees who have reached the age of 16 have the right to vote, and those who have reached the age of 18 have the right to be elected.
企业劳资协议是雇主与企业职工委员会之间达成的合同，它不仅规定了双方的权利和义务，还为企业的所有员工制定了具有约束力的标准（类似于法律或集体协议）。/ An enterprise agreement is a contract between an employer and the enterprise works council that not only sets out the rights and obligations of the parties, but also establishes binding standards (similar to a law or a collective agreement) for all employees of the enterprise.
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劳动争议解决机制 / Labor dispute resolution regime
《德国劳动法院法》（ArbGG）/ German Labor Court Act (ArbGG)
在德国，劳动法院独立于一般民事法院。劳动法院有权审理与劳动关系、集体合同等有关的劳动争议。相反，民事法庭有权审理不被视为雇员的公司董事会成员和总经理之间的纠纷。/ In Germany, the labor courts are independent of the general civil courts. The labor courts are competent to hear labor disputes relating to employment relationships, collective contracts, etc. In contrast, civil courts are competent to hear disputes between members of the board of directors and managing directors of companies who are not considered employees.
德国劳动法院系统有3个审级：地方劳动法院、州劳动法院和联邦劳动法院。/ There are 3 instances of the German labor court system: Local Labor Courts, State Labor Courts, and the Federal Labor Court.
地方劳动法院通常会在立案后尽快尝试调解。调解不成便进入正式审理阶段。/ The local labor court usually attempts mediation as soon as possible after the case is filed. When mediation fails, the case proceeds to a formal trial.
如果涉及多个审级，整个程序可持续1到2年的时间。/ The entire procedure can last 1 to 2 years if more instances of labor courts are involved.
一审阶段，无论一方胜诉或败诉，每一方都必须承担自己的律师费。很多雇员都购买了法律保护保险，可以用来承担诉讼费用。在二审中，败诉方必须支付所有诉讼费用，其中不仅包括自己的费用，还包括对方的费用，但仅限于法定标准费用。/ In the first instance, each party must bear its own attorney's fees, whether it wins or loses the case. Many employees have legal protection insurance that can be used to cover the costs of litigation. In the second instance, the losing party must pay all the costs of the proceedings, including not only its own costs but also those of the other party, but only to the extent of the statutory standard costs.
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德国社会保险体系概况 / Overview of German social insurance system
《德国社会保险法典》（SGB）/ German Social Insurance Code (SGB)
养老、医疗、护理、失业、事故保险 / Pension, medical, nursing care, unemployment, accident insurance
雇主部分和雇员部分，例如目前养老保险各9.3%，医疗保险各7.3%（外加附加费），护理保险各1.8%（根据员工的育儿状况和子女数量而有所不同），失业保险各1.3%。事故保险按风险等级缴费有所不同，由雇主独自承担。/ Employer's portion and employee's portion, e.g. currently 9.3% each for pension insurance, 7.3% each for health insurance (plus an additional contribution), 1.8% each for nursing care insurance (varies depending on the employee's parental status and number of children) and 1.3% each for unemployment insurance. Accident insurance contributions vary according to risk level and are borne by employers alone.
2026年，医疗保险和护理保险缴费的缴费基数上限为每月5,812.50欧元。法定养老保险、失业保险的缴费基数上限为每月8,450欧元。/ In 2026, the upper limit of the contribution base for health insurance and nursing care insurance contributions amounts to EUR 5,812.50 per month. The upper limit of the contribution base for statutory pension and unemployment insurance amounts to EUR 8,450 per month.
1964年或以后出生的员工的法定退休年龄现通常为67周岁。/ The mandatory retirement age for employees born in 1964 or later is generally 67.
作者简介：
李光博士
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