The summer months are just around the corner—and with them comes a multitude of temporary employment arrangements. Whether working students, interns, or summer workers: for employers, hiring these groups is often economically attractive but also carries certain employment law risks that are frequently underestimated in practice. The following article provides an overview of the most important pitfalls and highlights key considerations for employers in Germany.
Quick Hits
Working students may not work more than twenty hours per week during the academic term in order to maintain their preferential status regarding social security contributions.
For interns, it is important for employers to distinguish between mandatory and voluntary internships so that any obligation to pay compensation can be assessed.
Summer workers may be particularly attractive because qualifying short-term employment can be exempt from social security contributions.
Working Students: Temporary Employment With Special Social Security Rules
Working students are employees and generally enjoy the same protections under labor law as other employees—from protection against termination of employment and vacation entitlement to the right to continued pay in the event of illness. However, working students receive preferential treatment regarding social security, meaning they do not pay the full social security contributions: Anyone enrolled at a university who works no more than twenty hours per week during the...
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