Compliant Payroll Germany: Everything You Need To Know About It
In case your
multi-national organization is growing in the market of Germany, you are in
absolute luck! Germany is broadly regarded as being amongst the world’s most
attainable and convenient environments for overseas businesses. For
confirmation and verification, you can ask the 22 thousand foreign enterprises
which have established business in the country and which employ over 2.7
million people.
Being the
strongest and the largest economy of Europe, Germany is a place which is a lot
more stable for new businesses than any other EU country. Along with offering
employers access to its well-educated and large population, Germany makes it
comparatively easier for organizations to set up a business within its borders.
Even though
Germany offers so many benefits for expanding the global business, there are
many complicated nuances and rules involved in executing and launching German
payroll as a part of the wider global payroll compliance strategy. To ensure
that your organization is successful with payroll in Germany, (both in the
future as well as in present), here are some essential things to know:
Beginning
To set up a
business in Germany, a company must register with all the applicable tax and
the social security authorities. This may include applying for an employer
number – an8- digit identifier for the address, name and the economy class of
the company – which is important for hiring the employees and registering them
for the health and social insurance. The company should also apply for the
statutory accident insurance and the dedicated tax number. It can take about 6
weeks for all these kind of registration info to be completely processed. In
this time, the organization should set up bank accounts. Even though it is not
compulsory to pay the employees from an in- country account, it is prudent for
the employers to have at least one German account where government entities can
send any re-imbursement payments. In reconciliation with their local work
council and the global or local payroll providers, the organizations should
also determine the place, the timing and the form of the pay slips and
payments.
The Employment Law
Crucial for
the successful operations in Germany is to understand the nuances of the
employment law of the country. It defines a number of policies regarding the payroll
Germany. For example, the law says that all the employees have the
option of joining a work council, a union, or a collective labor agreement,
which can decide the problems linked with working decisions, wages and working
times. The law also defines the min. wages as €8.84/ hour though there are some special cases to
this rule depending on the status, age or any other applicable collective
agreements of the employee. The employment law of Germany also covers legal
entitlement to time off- which is a minimum of 24 working days/year and its max.
of 48 working hrs. / Week.
Similar
rules govern the associated payment and the maternity leave. As per the
maternity protection act of Germany, employers need to give the employees
maternity leave & continued remuneration for 6 weeks before the delivery
and 8 weeks afterwards (twelve weeks after the premature births or the multiple
births). Along with this, the employees who educate and take care of their own
kids can qualify for the parental time- this is the time in which their working
hours is reduced to 15-30 / week – up to the end of the third year of the
child. In this parental time, the employers cannot give notice of termination
to the employee.
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