Training pay and minimum pay: What trainees receive

In short: Trainees are entitled to appropriate pay that rises annually; since 2020 a statutory minimum training pay applies, collective agreements are often well above it.

In more detail: Under § 17 Vocational Training Act (BBiG) the company must pay appropriate remuneration that rises with each training year. It is stated in the training contract. This is general information and not legal advice; figures and rules change and depend on industry, collective agreement and individual case. For questions the chamber’s training advisers, works council, youth representation, union or advice centres help.

In Depth

What “appropriate” means

The yardstick is collective agreements of the industry. If a company is not bound by a collective agreement, the pay may be at most 20 percent below the collective value. In addition the statutory minimum training pay applies: it was introduced in 2020, is adjusted annually and rises with the training year (first year currently around 700 euros gross, supplements in the second, third and fourth year). Current amounts are given by the Federal Institute for Vocational Education and Training (BIBB) and the IHK. Many IT companies pay considerably more.

Gross, net, extras

Pay is gross; social-insurance contributions (health, long-term care, pension, unemployment insurance) are deducted, income tax often arises only at higher amounts. With pay below the low-earner threshold the company pays the entire social-insurance contribution. Further benefits: holiday and Christmas bonus, capital-forming benefits, Deutschlandticket subsidy, travel costs, benefits in kind (board and lodging, creditable up to certain shares).

Important rules

• Payment at the latest on the last working day of the month.
• Vocational school time and exams count as working time, pay continues.
• Overtime is to be paid or compensated with time off (§ 17(7) BBiG).
• Continued payment in illness (6 weeks) and on holiday.
• Material and tools for training are provided free by the company.
• No reclaiming of training costs via contractual penalties.
• With deviation from the collective agreement or falling below the minimum pay: talk to the trainer, works/staff council, youth representation, union, the chamber’s training advice.

If money is tight

Check vocational training allowance (BAB), child benefit (with parents), housing benefit, grants from the company (travel costs, hostel), a side job within the permitted framework (company’s consent) and tax refunds (a tax return often pays off). Also keep a household budget and review contracts (phone, subscriptions).

See also: Training contract, BAB and BAföG, Reading a payslip, Taxes for trainees