Germany: Major Social and Tax Changes in 2026

German labor law is undergoing a minor revolution to adapt to new lifestyles:

• Flexible working hours: The government plans to shift from a daily work limit (currently 8 hours, maximum 10) to a weekly limit. This would allow employees to work longer on some days to free up time on others, without violating the law.
• Pay Transparency Act (June 2026): In line with a European directive, companies will be required to be more transparent. Employees will have the right to know the pay criteria for equivalent positions. Job postings will also need to include a salary range.
• Digital recording of working hours: Electronic recording of work hours will become mandatory and more strictly enforced to ensure that every minute worked (and overtime) is properly compensated according to current regulations.
• Attracting skilled foreign workers: To counter the shortage of qualified workers, Germany plans to facilitate the arrival of skilled foreign professionals through a centralized digital platform. This platform will simplify administrative procedures, accelerate work permit issuance, and speed up recognition of foreign professional qualifications.

• Minimum Wage: As of January 1, 2026, the hourly rate will rise to €13.90 gross, up from €12.82 in 2025. A second increase is already planned for 2027, reaching €14.60.
• Mini-jobs: To maintain consistency with the minimum wage, the monthly ceiling is raised to €603, allowing roughly 10 hours of work per week.
• Apprenticeships: Minimum remuneration for the first year of training is set at €724 per month.

The Franco-German agreement, fully operational for the 2025–2026 school year, now facilitates mobility for young people aged 15 to 30. It is now possible to combine theoretical training in France (CFA) with practical experience in a German company, or vice versa. This pathway is supported by specific grants (OFAJ) and free language courses via the PARKUR platform.

A new legal framework is coming into effect to encourage combining work and retirement.

Contractual Flexibility

Retirees can now return to work for their former employer through simplified fixed-term contracts (without needing a specific reason). The duration can extend up to 8 years through successive renewals.

To make this scheme attractive, retirees benefit from a tax exemption of up to €2,000 per month on their employment income (this does not apply to cross-border workers). This amount is excluded from the calculation of the progressive income tax rate in Germany.

This arrangement can work for a French resident, provided they are not eligible for cross-border worker status. Otherwise, the work authorization still exists but without the associated tax advantage.

Rising wages automatically lead to higher ceilings for social security contributions.

Point of Caution: The threshold for private health insurance (PKV) is set at €73,800/year. For cross-border workers, this choice is often irreversible after age 55 and affects family coverage (no free co-insurance in private plans).

Additionally, only membership in a public health insurance fund allows one to export rights to France, enabling medical treatment and reimbursement in France as if contributions were made locally.

The social benefits system is evolving to better support families while introducing new income limits.

• Kindergeld: The child allowance increases to €259 per month per child. It is gradually integrated into the Kindergrundsicherung (basic child guarantee).
• Elterngeld: Eligibility for parental allowance is now restricted to couples with a taxable annual income below €175,000.
• Tax Allowance: The tax-free income threshold (Grundfreibetrag) rises to €12,348 for a single person.