Some of the Workers' Rights in Germany 1. Standard Contract: An employee has a right to a written contract which must include details of employment, such as salary, working hours, holiday entitlement, and notice period. It may be in another language but workers will have sufficient time to get it translated before signing. 2. Works' Councils, Unions and Collective Agreements: Migrant workers have the right to join councils and unions and participate in activities freely. Collective bargaining agreements specify, among other things: pay including overtime and bonus, terms of employment including work hours, holidays, condition of apprenticeships etc. 3. Termination: A termination notice is only valid if it can be proven to have been handed over i.e. a written document and has been signed by both parties or if a witness was present when written notice was given. Notice of termination by email is not deemed valid. 4. Quitting a job and repayment of recruitment costs to company: An employer may ask for repayment of costs related to hiring a worker, in case the worker decides to quit the job. However, the claim may only be made for professional development costs paid by the employer, and only if there is a repayment clause written in the contract. Every case is considered individually. 5. Social Security: Germany has a statutory social security system that protects against serious risks, including healthcare, pensions, and unemployment benefits. Everyone employed in Germany has to make compulsory contributions. The average total social security contribution is around 20-22% of the salary deducted directly from the monthly pay. 6. Health Insurance: All employees are required to have health insurance. Proof of Health insurance is mandatory to obtain a work visa and residence permit. Responsible: Christoph P. Mohr| Country Director © 2024| Friedrich-Ebert-Stiftung India Office Anup Srivastava| Senior Program Adviser K-70-B, Hauz Khas Enclave| New Delhi-110016 India T:+ 91 11 41413300-99 Author: Seeta Sharma https://india.fes.de/ Commercial use of all media published by the Friedrich-Ebert-Stiftung(FES) is not permitted without the written consent of the FES. info.india@fes.de Disclaimer: The views expressed in this publication are not necessarily those of the Friedrich-Ebert-Stiftung.