FAQs
FAQs
COVID-19 Resources / Changes in German Employment Law in 2021
Have questions about hiring staff or finding a job during the coronavirus pandemic?
Manpower has built resources and FAQs to help employers and job seekers navigate COVID-19, including remote hiring and staying safe at work.
COVID-19 has created new challenges for employers and job seekers alike. Companies need updated processes to hire and manage workers — whether onsite or remote — to keep them safe, engaged and productive.
The COVID-19 situation has evolved at speed, and continues to develop day to day. We have created this page to help answer your questions. As a business we are also aware of our responsibility to the Germany workforce as the government guidance continues to be updated and we are monitoring local lockdown sites carefully. Our taskforce works closely with our global colleagues and taking learnings from around the world to ensure we are implementing the best possible solutions in response to the pandemic for our colleagues, candidates and clients.
Manpower has created a collection of original content and curated information from reputable resources to help prepare you for your next opportunity, and to keep you healthy and safe wherever your workplace may be.
Manpower hopes you, your friends and family are remaining safe and well. We have all played our part during this health crisis. Our teams have worked tirelessly to adhere to new policies and support front-line workers where we can.
Manpower has tapped the expertise of our Health and Safety resources, compliance teams and staffing experts to help our clients and contract employees adjust and thrive in this new environment – endeavours to make a vital contribution to the process of preparing for the new normal, and get businesses and economies running again; while adhering to local government guidelines as we prepare our people to return safely back to work .
By adhering to government guidelines we are keeping our colleagues and communities safe, as well as protecting loved ones. We have critical frontline workers within our business supporting the supply of vital logistics and social care contracts. We also have numerous teams who play key roles in the employment of tens of thousands across the Germany. We are doing our very best to continue to offer ongoing support where it’s needed, translate the new government policies and fill specific roles which are currently in much-needed demand.
What is COVID-19?
COVID-19 - variously referred to as coronavirus or corona in Germany - is the disease caused by a new strain of coronavirus called severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2 for short). It is highly contagious.
The virus spreads via a number of means, most commonly involving saliva and other bodily fluids, which can form small droplets or aerosols. When an infected person breathes, coughs, sneezes, sings or even speaks, they can spread these small droplets to other people. This is especially the case when people are in close contact for an extended period of time.
The severity of COVID-19 symptoms vary greatly from person to person. In more severe cases, the virus can lead to the hospitalisation or even death of the patient. Other people, however, may remain asymptomatic. This makes it even harder to track and control the spread of the virus.
Coronavirus symptoms
COVID-19 patients generally develop symptoms one to 14 days after becoming infected. The most common symptoms of COVID-19 are:
- A high temperature / fever
- A new, continuous cough
- Shortness of breath or difficulty breathing
- A sudden loss / change in sense of taste and / or smell
Most people with coronavirus have at least one of these symptoms - although some people have reported a number of other symptoms, including sore throat, runny nose, tiredness / fatigue, muscle ache, dizziness, diarrhoea, nausea and headache.
If you experience any of these symptoms, you are encouraged to isolate at home and reduce your contact with others as much as possible. In Germany, this period of isolation should last at least five days, plus an extra two days after your symptoms have disappeared. Depending on the circumstances, you may be able to get a coronavirus test (see below).
If you are suffering from severe symptoms (such as difficulty breathing or a very high temperature), you should contact your GP or the out of hours medical on-call service immediately.
Prevention and treatments for coronavirus
In some people, coronavirus can be symptomless. It is therefore important that you follow the basic rules outlined by the German government to contain the spread of the virus - keep your distance, wash your hands, and wear a mask. This is the best way to protect yourself and others.
If you only have mild COVID-19 symptoms and you’re self-isolating at home, you can treat your symptoms by getting lots of rest and drinking plenty of fluids. If you need to, you can take over-the-counter medications such as paracetamol to treat your pain or fever.
If your symptoms worsen and you need to be taken to hospital, there are two medicines that have shown promise in helping to treat severe COVID-19 infections:
- Dexamethasone / hydrocortisone: These two steroids calm down inflammation in the body and, in clinical trials, have been shown to cut the risk of death for coronavirus patients on ventilators.
- Remdesivir: This antiviral drug was originally developed to treat Ebola. It also works by dampening down inflammation and initial findings suggest that it cuts the odds of a patient in hospital developing severe COVID-19.
German government coronavirus measures
Throughout the coronavirus pandemic, the German Chancellor Angela Merkel and the heads of the 16 federal states have been holding regular “coronavirus summits” (Corona-Gipfel) to discuss progress and decide if any new measures or restrictions are needed. Manpower has been providing regular coverage of the press conferences at which decisions are announced.
Basic rules
While coronavirus restrictions have been tightened and loosened a number of times in Germany since the beginning of the pandemic, and often vary from state to state, the government has devised a set of standard rules that everyone should follow to keep the spread of the virus in check.
The focus is on the so-called “AHA formula” (AHA-Formel):
- Keep a distance of at least 1,5 metres from other people (Abstand halten)
- Be mindful of hygiene by washing your hands regularly / coughing and sneezing into your elbow (Hygiene beachten)
- Wear a mask that covers your mouth and nose (Alltagsmaske tragen)
This formula has since been supplemented with an “L” and another “A”:
- Keep indoor areas well ventilated (Lüften)
- Use the government’s coronavirus warning app (Corona-Warn-App)
Corona-Warn-App
The German coronavirus warning app, known as the Corona-Warn-App, was launched nationally on June 16, and later became available to download on mobile devices internationally. It is designed to enable contact tracing for individuals infected with coronavirus, thereby interrupting infection chains at an early stage.
Using Bluetooth, it measures whether mobile phone users have come within two metres of each other over an extended period of time. If one of those users later tests positive for coronavirus and reports this in the app, it anonymously notifies other users that they have come into contact with an infected person. If you receive a notification, you are advised to self-isolate until you receive a negative coronavirus test result.
For the app to work, both the infected person and the non-infected person need to have downloaded it on their phones and have their Bluetooth enabled. It is not mandatory to download it in Germany - but more than 18 million people have done so voluntarily. You can find more information on the app in our Corona-Warn-App guide.
FAQ about COVID-19 in Germany
Unsurprisingly for a disease initially known as the “novel coronavirus”, people have a lot of questions about COVID-19 and the pandemic situation in Germany. Here we have provided answers to some of the most frequently asked questions about coronavirus in Germany. Note that this is a new disease, caused by a new virus, and we are constantly finding out new things, so the answers to these questions may change over time.
Who is classified as a risk group for COVID-19?
COVID-19 can make anyone seriously ill, but for some people the risk is higher. The risk groups for coronavirus are as follows:
- People aged 70 or over
- People with pre-existing health conditions, such as respiratory problems, heart disease, diabetes, kidney disease, liver disease, autoimmune diseases
- People with morbid obesity
When do I need to go into quarantine because of coronavirus?
If you develop symptoms of coronavirus, you need to self-isolate at home until at least two days after your symptoms have disappeared. If you fulfil certain criteria, you may be able to get tested for COVID-19.
If you have come into contact with anyone who is infected with coronavirus, you will need to go into quarantine. The same applies if a member of your household tests positive, or if you have returned from a so-called “risk country” abroad. As of December 1, 2020, the minimum duration of this period of self-isolation has been brought down from 14 to 10 days, and you may be able to bring this down to five days with a negative coronavirus test result (see below).
How do I know if I have been in contact with someone who has COVID-19?
There are several different ways that you can be notified if you have been in contact with someone who has COVID-19. The person themselves may call you; you may get a call from your local health authority (Gesundheitsamt), or if you have the Corona-Warn-App installed on your phone, you may get a notification.
How do I get tested for coronavirus in Germany?
To avoid overstraining the testing capacity of laboratories, Germany has adopted a targeted approach to coronavirus testing. Therefore, the following groups of people are currently eligible for a coronavirus test in Germany:
- People with severe symptoms such as bronchitis or pneumonia, shortness of breath or fever.
- People experiencing a loss of their sense of taste or smell.
- People who have come into contact with a confirmed COVID-19 case.
- People whose symptoms have worsened.
- People in communal facilities and accommodation (e.g. schools, daycare centres, refugee accommodation, penal institutions), if a coronavirus case has been found in the facility.
- Patients, residents and staff in care facilities, dental practices or hospitals that have an outbreak of the virus.
- People who have returned from a risk area abroad (see below).
If someone only has mild symptoms, such as a slight cough, a test may still be possible, if any of the following criteria are met:
- The person belongs to a risk group.
- The person works in nursing, a doctor’s office or a hospital.
- The person was “exposed” (i.e. with more than 10 people in a closed and poorly ventilated room).
- The person has had contact with someone with an unexplained acute illness and is in an area with a high seven-day incidence of coronavirus (more than 35 per 100.000 inhabitants in the last seven days).
- The person has had or will have contact with many people or high-risk people.
Ultimately, the decision whether to test or not lies with the doctor, so if you are in any doubt, or you are concerned about your symptoms, it’s best to contact your regular GP. Outside regular office hours, you can also contact the medical on-call service by calling 116 117. If the situation becomes life-threatening, you should call the emergency number 112.
Where can I get tested for COVID-19 in Germany?
After you have spoken with your GP, they will make arrangements for you to get a test. This may be in your regular doctor’s surgery, or it might be at one of the designated test locations. You need to stay in quarantine until your appointment.
How do they test for coronavirus?
The test is done by taking a sample from the back of your throat or nose. A doctor or nurse will insert a cotton swab deep in your nose and / or tickle the back of your throat around your tonsils. The sensation is uncomfortable, often provoking a gag reflex and causing your eyes to water, but not normally painful. After the swab is collected, it is inserted in a phial of liquid and sent off for testing. You need to go home and wait for your test result to arrive.
How long does it take to get a coronavirus test result?
Depending on the type of test you take, it can take anything from a few minutes to several days to receive your coronavirus test results. Of course, you may need to wait a little longer if test capacity is particularly stretched. Your GP will contact you to let you know the result of your test. It’s important to remain at home until you get a negative result.
Even if your test result is negative, that only means that you did not have coronavirus at the specific moment in time when the test was carried out. It is therefore important to continue observing the AHA + L + A rules.
If you test positive, you will be asked to quarantine at home until you get a negative test result.
How long does it take to recover from COVID-19?
There is still a lot that the medical world does not know about the virus - and so it’s hard to say how long it takes to “recover” from coronavirus. In Germany, this is compounded by the fact that the Robert Koch Institute does not require health authorities to report recovered cases - they only make estimates based on the data available to them.
Broadly speaking, the recovery time differs from person to person. Some people are asymptomatic, some people only have mild symptoms, while others need to be taken to hospital. Some recover within days, while others will have related issues for weeks or even months. However, generally, your recovery time will also depend on how healthy you were before you got the virus.
Can I get COVID-19 for a second time?
Around the world, there have been a number of reported cases of people who have recovered from COVID-19, only to contract it again. However, it is still too early to draw any firm conclusions about reinfection, as the number of reported cases is too low. Even if you have had coronavirus and recovered, you should still follow the basic AHA guidelines set out by the German government.
COVID-19 and your job
Most people have experienced some form of disruption to their working life during the coronavirus pandemic. Those who are able to have mostly been working from home since the beginning of the pandemic.
Millions of workers in Germany have also been placed on Kurzarbeit (short-time work). This tried-and-tested scheme, which was put to extensive use during the 2008 / 2009 financial crisis, compensates lost earnings for employees who have temporarily been put on reduced working hours due to circumstances beyond the employer’s control. By partially taking over the cost of paying workers’ salaries, the government scheme tries to help companies avoid job losses.
Even with this scheme, however, a number of people in Germany have already lost their jobs. If this is the case for you, you may be eligible for unemployment benefits. If you’re looking for work, you should also check the Job Board for expat-friendly openings.
Coronavirus and travel to / from Germany
As in other countries across the world, the coronavirus crisis has resulted in unprecedented travel restrictions across Germany: no matter whether you’re looking to travel to your home country and back as an expat, or just take a holiday, travelling this year has been very difficult.
Travel restrictions in Germany
Germany was one of many countries to close all of its external borders in March this year, and travel restrictions still apply for entry from a large number of countries. The website of the Federal Foreign Office gives the latest information on entry restrictions in Germany.
Entering from a risk country
From November 8, 2020, all travellers coming to Germany must register via an online portal prior to their entry if they have been in a designated risk area (as defined by the Robert Koch Institute) in the 10 days before coming to Germany. They must also be able to present proof of this registration when entering Germany via an airport.
Mandatory quarantine in Germany
If you have been in a risk area in the 10 days before coming to Germany, you are also required to self-isolate at home for 10 days. Depending on the rules in the federal state you’re travelling to, you may be able to take a coronavirus test after the fifth day and, if the result is negative, end your quarantine.
Note that it is mandatory to wear a mouth and nose covering on all forms of public transport in Germany, as well as in shops and in busy outdoor places where the minimum distance of 1,5 metres cannot be maintained at all times.
COVID-19, schools, and your child’s education
During the first wave of coronavirus infections in Germany, primary and secondary schools were forced to shut in all 16 federal states. Since then, however, the government has done all it can to keep schools open, as it considers education vital for children’s well-being, development and health. There is also some evidence to suggest that the spread of COVID-19 between children or from children to adults is limited.
However, the government does advise that primary and secondary schools and childcare facilities pay particular attention to hygiene and cleanliness and ensure all classrooms are well-ventilated by regularly opening windows to “flush” out the air. In areas with high coronavirus infection rates, children may also be asked to wear mouth and nose coverings when not seated at their desks.
While allowed to remain open, some universities in Germany have already opted to switch to digital teaching only for the winter semester.
Coronavirus and pregnancy
The German government’s official coronavirus website states plainly that pregnant women and newborns are not considered risk groups when it comes to COVID-19. In children, in particular, coronavirus infections tend to be mild.
While noting that there have been isolated cases of newborns that may have become infected with the disease in the womb, the government maintains that in most cases children whose mothers have tested positive for the virus show no signs of the disease after birth. There is also no evidence of miscarriages caused by coronavirus.
Nonetheless, the same basic precautionary measures still apply if you are pregnant: keep social contacts to a minimum, maintain a 1,5-metre distance, and sneeze and cough into the crook of your elbow. If you suspect that you have contracted COVID-19, you should speak to your doctor or, outside of business hours, call the medical on-call service on 116 117.
Coronavirus and your business
The coronavirus measures in Germany have had a serious effect on entrepreneurs and freelancers. The federal government has therefore put a number of financial support schemes in place to help self-employed people weather the crisis. These schemes will also be extended into December, as long as the (partial) lockdown remains in place. The institution providing the schemes, and the way to apply, varies from state to state. See our guide to applying for financial assistance in Germany for more information.
Coronavirus and events in Germany
Except for a brief respite over the summer, most events in Germany, including festivals, concerts, fairs, and even the nation’s beloved Christmas markets, have not been able to take place in their usual form this year. While some have managed to go online or make themselves corona-proof, others have had no choice but to postpone until 2021. Manpoweraims to keep our event listings as up-to-date as possible, but it’s always a good idea to check the event organiser’s website for the latest information.
COVID 19 and animals
Around the world, there have been a handful of reports about animals becoming infected with COVID-19 - including people’s pets. In almost all cases, the animals appear to have contracted it from their owners.
So far, there is no evidence to suggest that a dog or cat infected with COVID-19 can pass it to another cat or dog, or even a human. However, there have been reports of members of staff on mink farms contracting coronavirus from the infected animals.
If you own a pet and are concerned, you should follow the same basic guidelines as applies to humans:
- If someone in your household is showing symptoms, there is little chance of your pet contracting the virus, but nonetheless, avoid cuddling or close contact with the animal until a coronavirus test has been completed.
- If someone in your household is showing symptoms, and your pet is also showing symptoms, keep the animal indoors and try to prevent it from coming into contact with other animals and people. If the animal has severe shortness of breath and / or diarrhoea, contact your vet immediately.
For Employers
To our Manpower clients:
Like all organizations we have been monitoring the outbreak of COVID-19, and as the situation has evolved rapidly across the world, the health and wellbeing of our people continues to be our utmost priority.
Our Global Business Response Team is leading global, regional and country Business Response Teams across all our markets to prepare, update and execute robust business continuity plans via our talented teams. Each country Business Continuity Team has a local Business Continuity Plan with interim mitigation and recovery guidelines and procedures for all our business unit operations, and for maintaining and resuming to normal situation.
We are anticipating and responding to this fast-changing situation day-by-day, taking the appropriate and necessary steps to ensure people’s well-being, adapting our resources to where they are most needed for essential roles in critical services, and providing you with the solutions you need.
As we navigate these uncertain times, we understand the extraordinary burdens that have been placed on our businesses and our communities. The health and safety of our employees — and yours — is our top priority, in addition to ensuring we maintain critical business functions to serve our contractor employees and clients.
3 REASONS TO PURSUE EMPLOYMENT DURING COVID-19
The job market, and our world in general right now, is a crazy place to navigate in the wake of COVID-19. We are all doing the best we can to make the right decisions for ourselves, our families, and our careers. Many of those decisions revolve around how people will moveforward in their work life.In response to COVID-19, the Germany, whether due to redundancy or your work contract not being renewed, anyone can lose their job. Thankfully, the German federal government offers unemployment benefits to anyone without work.It is designed to provide financial support through unemployment benefits for people who are impacted by the virus by events like job loss- or inability to work due to illness.
This has candidates everywhere wondering what their next move should be. At Manpower, we are your long-term career advisor. We succeed when you succeed, and we believe getting information into your hands is an important way to support you during this difficult time. As you weigh your options and plan for your career future, here are some things to consider:- 1. Consider your importance: Your work matters. We are at a crucial point in history. If the available workforce opts to stay idle at home instead of pursuing employment, ourcountry will not move forward in the way it urgently needs to. It is time to embrace the role you play in the bigger picture.
- 2.Consider your career beyond COVID-19. The future job market is uncertain. Don’t make a short-term decision without considering the long-term impact to your career.Companies will remember who worked hard during this time. Now may be the time to gain or retain a good opportunity. If you can’t work, identify ways to build your skills. Let’s work together to uncover what choices will best support your career goals.
- 3.Consider your cash. Don’t leave your check up to chance. Waiting periods and potential delays within the Unemployment Insurance benefit system are currently unknown. As millions apply for benefits, we are unsure how quickly and how often recipients will receive financial support. In comparison, Manpower will continue to pay weekly and is working with our clients to secure the most competitive wages possible.
Frequently Asked Questions
How can Manpower support remote staffing?
In these unprecedented times, sustaining business operations is one of the top priorities. In many cases, this requires shifting the entire employment process to a remote environment. Manpower has established guidelines for remote sourcing, screening and can support your remote staffing needs.
How can Manpower support remote interviewing?
We can facilitate interviews for you using our technology, Webex and Microsoft Teams. You can read our guidelines for leading a successful video interview .
Can Manpower support high-volume hiring for warehouse, customer support and other needs?
Yes. With a team of 3,500 recruiters and proven processes to ensure consistent delivery for high-volume hiring needs, Manpower can support hiring, screening and compliance for high-volume recruiting. We currently support several high-volume engagements, including contact tracing programs and onsite industrial hiring.
How is Manpower handling I-9 requirements for new contract employees?
Manpower teams responsible for onboarding documentation are well-trained in conducting remote background and screening checks, including I-9 clearance based on recent National Emergency modifications issued by the Department of Homeland Security. We have an established process to accept electronic acknowledgement of pre-employment onboarding forms to ensure background checks will continue.
How is Manpower handling required paid time off for contractors who become ill?
We ask that our contract employees inform their Manpower representative as soon as possible if their ability to work changes. The Manpower representative will help determine the available PTO or sick leave that could be applied during this time. Employees will then coordinate with the HR business partner on safe return-to-work plans.
How is Manpower handling paycheck distribution for contract employees?
Manpower offers our contract employees multiple options for receiving their paychecks, including direct deposit, debit cards or mailed paper checks. Due to local office closures, live checks are mailed directly from our corporate office .
Can Manpower provide laptops, telephones and other necessary hardware and software for remote positions?
Through Manpower’s Managed Resources offering, we can provision remote equipment, including asset delivery and return. If you need support in onboarding, offboarding and managing your remote team, reach out to us
For Manpower Talent and Job Seekers
To our Manpower People, Associates and Consultants:
Your health, wellbeing and safety are our top priority. You should feel confident that we are taking every necessary step to keep you safe during this time. These include:
- Introducing safe environments with reduced sized teams and adapted shift patterns that allow social distancing, deep cleaning and significant additions to hygiene provisions so people can get much needed critical jobs done
- Where possible putting in place the tech, tools and security that allows you to work remotely
- Anticipating and responding to the fast-changing situation daily, communicating regularly and complying with national and regional authorities for the latest World Health Organization health and safety standards
We’re here for those who want to find new roles too – we are working around the world to support people to transition and upskill for positions in essential services where it is safe to do so. And we’re here to help you build skills for the future, curating the most in- demand courses and providing learning resources for candidates and associates.
Everyone is facing new challenges as COVID-19 forces us to change how we live and work. Manpower is responding to these challenges by equipping workers with health and safety tips and offering job seekers advice on how to find new opportunities in a rapidly changing job market.
Frequently Asked Questions
Is Manpower hiring?
Yes. We’re working to fill thousands of positions for great companies across various industries.
What types of jobs are most in demand?
Most skill set categories continue to hire, and there’s high demand for customer service, production, lab data entry and administrative roles. There’s also strong demand for skilled trades professionals like forklift operators and maintenance mechanics.
Are you currently hiring for remote positions?
We have remote positions available across engineering, sciences, professional and industrial fields, but they make up a small percentage of our total assignments. However, we’re anticipating sudden pockets of demand for remote workers such as coronavirus contract tracers, collections agents and more.
Can Manpower help me prepare for a virtual interview or screening?
Yes. Our recruiters can guide you through the technical requirements and best approaches to video interviewing and screening..
How is Manpower ensuring contractor safety at the workplace?
Manpower representatives are working with our clients to understand their safety protocols, and our Health & Safety representatives are working with many clients to build their safety strategies. Our recruiters let contractors know what precautions will be taken at their worksite, such as face masks, gloves and other PPE or mandatory temperature exams. Contractors are also informed of other risk factors like their proximity to coworkers. In some cases, we can request remote work if available. We have also established a Safety Hotline so our contractors can report any unsafe working conditions they notice.
How would accepting a contract position affect my unemployment benefits?
Unemployment rules and regulations vary by state. Job seekers will need to contact your state’s unemployment office for guidance on how accepting a contract assignment may affect benefits.
Do you work with job seekers who are currently furloughed?
We do work with furloughed employees. Learn the details of how we help furloughed workers explore contracting to overcome short and long-term challenges here: How to Explore Contracting While Furloughed.
Does Manpower offer a healthcare plan?
We offer a comprehensive healthcare package (medical, dental and vision) to contractors who work a minimum of 20 hours a week. For new hires, benefit coverage begins on the first of the month following or coinciding with their date of hire.
What is Manpower’s sick leave policy?
Sick leave policies vary by client and assignment. If you apply for a job and are considered for the position, your recruiter will be able to answer questions about sick leave during your initial phone interview.
What kind of support do you offer to workers with childcare needs?
We try to accommodate contractors who have childcare concerns that may impact their work schedule availability. We do our best to find a schedule that works for our clients and our contractors whenever possible; options may include overnight or other alternative shifts.
If hired, what can I expect once I’ve reached the end of my contract?
Our recruiters maintain contact with contractors throughout the duration of the assignment to communicate any changes to your end date and whether the client wishes to convert your contract to a full-time hire (which may happen to contract and contract-to-permanent jobs, depending on the client’s need). Our goal is to work with you before your end date to place you in another role as soon as your current assignment comes to an end.
What is the company doing in response to the COVID-19 outbreak?
- The safety, health and wellbeing of all our employees is a top priority. Our primary aim is to ensure that our employees remain fit and healthy. We have provided internal information for all our operational staff, and are operating a phased return to offices as they open across the country.
- We have a Return to Work Taskforce and Champions for each of our locations to support on signage, PPE, social distancing and other health and safety practices when offices are able to open again.
- Should an outbreak occur, we have prepared contingency measures and protocols to ensure that client and candidate service is not impacted.
- When government guidelines allow office re-opening, we are following all government guidelines and protocols to ensure our people return to the workplace safely.
More information on Statutory Sick Pay (SSP)
SSP is now available not just for those who are either unable to work through illness but also those who need to self-isolate due to COVID-19 and is available from the first day of absence from work due to COVID-19. For COVID-19 related absence (self-isolation and/or sickness), and this should be provided instead of the usual fit note using the relevant candidate normal absence reporting process. However, those who are returning from abroad and are asked to quarantine are not eligible for SSP. Any other non COVID-19 absence will require a relevant fit note in line with normal process.
What happens to our associates if our client closes their site or work ceases as a result of COVID-19?
We are committed to finding the best solution for our candidates/contractors in this situation and will discuss this with our clients. This could include working from home where possible or utilising the government’s job retention scheme, for furloughed workers (see below).
What is the government advising for those who are clinically vulnerable or clinically extremely vulnerable?
The government has identified certain groups of people as being clinically extremely vulnerable, please visit the government website Guidance on shielding and protecting people who are clinically extremely vulnerable on what is included in the vulnerable groups.
These groups are contacted when required by NHS to advise what they should do about staying at home or attending work. They have also been advised to be particularly stringent in following social distancing measures, including working from home. Where possible we will allow such employees to work from home, where necessary engaging with our clients to identify if this is feasible. Access to Work will provide support for the disability-related extra costs of working that are beyond standard reasonable adjustments an employer must provide. If clinically extremely vulnerable employees are unable to work from home when directed to do so, they will be entitled to sick pay for the duration specified on any individual guidance they have received from NHS. We can also discuss other arrangements such as paid or unpaid leave.
If employees live with someone who is extremely clinically vulnerable and are not clinically extremely vulnerable themselves, they should continue to attend work if they are unable to work from home, in line with the wider rules set out in the national lockdown guidance.
More information on the Coronavirus Job Retention Scheme (furloughed workers)
The Job Retention Scheme enables us to designate employees or associates as ‘furloughed’ workers as an alternative to laying off employees or ending assignments. The scheme is intended to reimburse employers for 80% of furloughed workers wage costs (up to £2,500 per month) until the end of October where their work has ceased as a result of COVID-19. Any furloughed employees or associates are not permitted to do any work for the company or client to whom they were assigned.
This scheme is not open to contractors. A separate scheme has been announced to support the self-employed who will be contacted by HMRC if they are eligible for a grant and directed to apply online.
Adaptable workforce continuity strategies for uncertain times
This month many companies find themselves in a previously unimaginable situation. Between new remote working protocols, updated onboarding procedures and increasing HR requirements, workforce demands are changing at a rapid pace.
As we work together to navigate the many challenges that COVID-19 creates,Manpoweris committed to providing our clients with evolving Workforce Continuity solutions. We can serve as a strategic extension of your organisation, by offering the following options to help you react, respond, retain and recover during this time of change.
Candidate Selection Ownership: Limit unnecessary visitors by allowingManpowerto manage candidate selection versus an onsite interview. Clients all over the world outsource these decisions each day under standard operating procedures, as they value our proven performance system and choose to leverage our screening expertise.
Onboarding/Orientation Support: If your orientation process is becoming a challenge due to the need to limit non-essential onsite workers, let us drive that process offsite or remotely for candidates. Promoting position knowledge and job preparedness is something we do best. From creating a virtual tour to guiding new starts through job specific safety protocols, we have the resources and expertise to support you.
Increase Absenteeism Response:Manpoweris here to help you maintain the level of workforce needed to meet your organisational goals. In the coming days and weeks, we anticipate increases in our clients’ needs to cover both short and long-term labour gaps. We can work hand-in-hand with your team to weather a forecast that will likely change daily. Through close collaboration, we can provide a pipeline of talent based on your needs in real time.
Preparedness Pipelining: As many of our clients require post-offer screenings that can take several days to complete, there are some scenarios where creating a pre-screening pipeline can be of tremendous value. When unexpected or heavy absenteeism occurs, you need cover immediately. We can help you do just that through the creation and management of the appropriate talent pools.
Payroll Services: In this time of uncertainty, organisations may pause hiring due to fear of the unknown. This approach will likely result in the loss of talent, which continues to be challenging to recruit in today’s market. As an alternative approach,Manpowercan temporarily payroll these candidates to keep them engaged and involved with your organisation until the time to hire permanently is right.
Direct Hire Support: Organisations are losing access to recruiting resources like public job fairs, while HR leaders are being pulled away from hiring to manage new challenges in the face of COVID-19. Don’t let these obstacles diminish your professional hiring efforts. Lean on our industry leading permanent placement team and add our skills to your strategy to attract and identify the best talent.
Working from Home in Germany: New Rule, Benefits, Future Proof Jobs
1. New Mandatory Working from Home Rule in Germany
Why must employees work from home in Germany?
How new is the new work from home rule?
How strict is this new work from home rule?
What if an employer forbids working from home?
What must employers do for those who can’t work from home?
2. The Benefits of Working from Home
Industries that flourished during the Covid-19 pandemic
Most in-demand jobs during the Covid-19 pandemic
Future proof jobs in Germany for 2021
New Mandatory Working from Home Rule in Germany
Starting from yesterday, Wednesday 27th January, Germany’s new work from home rule has come into force in response to the persistent spread of the Covid-19. The mandatory regulation states that employers must allow employees to work from home wherever possible. The rule was introduced by the Social Democrats party and is set to last until March 15th when it will be reviewed.
Why must employees work from home in Germany?
The main reason for the new German work from home rule is to ease congestion on public transport at rush hour. The regulation aims to reduce the crowding in trains, buses, and metros that would usually be full of commuters at peak travel times, and where it is easy for the Covid-19 virus to spread from passenger to passenger in confined, non-aerated spaces.
How new is the new work from home rule?
Although it was already strongly encouraged by the government for employers to let employees set up their heimbüro (home office), the Federal Minister of Labour and Social Affairs decided that this was not having sufficient effect on deterring people from using public transport and called for an official ordinance. This rule was therefore added to the “SARS-CoV-2 Occupational Safety and Health Ordinance” brought in effect on April 16th of the previous year.
How strict is this work from home rule?
In a nutshell, employees are obliged to work from home, unless they cannot carry out their role in the home office for operational reasons. There are, of course, roles that require being in the ‘office’ - for examples, the distribution of mail, materials, or goods. Not everybody is therefore going to be forced to work from home if it is simply not feasible. The main objective of the regulation is to prevent employers from arbitrarily enforcing obligatory office presence - and putting their workers at higher risk of contracting Covid - just because they believe the work will be done more efficiently in one building together.
What if an employer forbids working from home?
Unless the employer has a legitimate reason for refusing to allow employees to work from home, going against the January 2021 ordinance is now illegal. If this issue does arise, however, you can contact the occupational health and safety officer of your state. Employers found to be obliging their workers to carry out their jobs in person and compromising their employees’ safety without good reason will have to pay a large fine. The Minister of Labour suggests that this fine could be up to 30,000 euros.
What must employers do for those who can’t work from home?
Firstly, employers must review and update their risk assessments regarding the latest infection-control measures they will implement in the workplace. Next, they must attempt to respect wherever possible measures such as:
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Partitions between employees
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Regular ventilation of rooms
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The wearing of mouth and nose coverings
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Essential in-person meetings taking place only ever in small groups
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All other forms of interaction via phone or video call
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Social distancing
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Banning the communal consumption of food and drink
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Regular testing of employees
If these actions cannot be followed due to the nature of the work environment, but working remotely is not possible, the government declares that “masks of the FFP2-/KN95 standard are to be used for work areas in confined spaces, without sufficient ventilation or sufficient clearances”.
The Benefits of Working from Home
Now that working from home is mandatory in Germany, we might as well look on the bright side and reflect on the benefits the home office brings.
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Less chance of catching or spreading the Covid-19 virus!
A no-brainer ;).
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Waking up later
That’s right, without factoring in time for the daily commute you can sleep for longer and gobble down your breakfast just 10 minutes before your working day begins. According to the 2020 Bitkom study, 80% of people feel less stressed from not having to commute to work and 76% were satisfied with the time saved.
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Less pollution
If you are not walking or cycling to work anymore in the city air, you get a welcome break from breathing in car pollution. You also contribute to slowing down the process of global warming.
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Save money
No commuting means no monthly transport fees or regular petrol fill-ups.
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Better work-life balance
Now that office hours don't consume your day and you can customise your environment to aid creativity or feel more motivated. 57% of people surveyed report being more productive in their home offices and 59% believe that their work-balance has improved.
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Work in more comfortable clothes
We recommend making the effort to get out of your pajamas so that you can mentally distinguish between work and free time. However, not having to wear a tight button-up or pinchy shoes is certainly a plus.
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You can snack whenever you please
This doesn’t mean that you should… but, yes, you can take multiple trips to the fridge without your colleagues keeping count.
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Easier to incorporate exercise into your day
Talk a walk at lunch, do some sit ups in your sitting room, etc...
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Eat healthier
When you’re not grabbing a sandwich as you rush out the door every morning, working remotely allows you to start to experiment with your lunches, or even try meal prepping.
In other words, Germany is a pretty comfortable place to work remotely right now and the good news is that Bitkom believes that the home office is here to stay! The study predicted that, after the pandemic, ⅓ of professionals will choose to continue working from home at least some percentage of their week.
So why don’t you bag a job and get out there where you can work with your rights protected? The German labour market is expanding and is in need of all kinds of native speakers. The 2021 German job market is very open to foreigners, so check out the multilingual jobs in Germany here.
And no, you don’t need to speak German - there are many non German-speaking jobs available for foreigners. Don’t worry about how to find a job in Germany, there are hundreds of positions open despite the current situation.
You can make it in Germany regardless of the pandemic! Know that English-speaking jobs are in particularly high demand! In fact, you can quite easily live and work in Germany as an English speaker.
Need tips on the specificities of German job applications? Don’t worry, we have you covered! Read the best CV and cover letter advice for German candidates now. It will make getting a job in Germany easy, and if you’re an in-demand English speaker, it’s even easier!
You can find out more reasons (aside from work life) why Germany is an ideal destination for expats in 2021 here and, once you’re convinced, you follow this expat guide for relocating to Germany.
Of course, you might be a German reading about the benefits of working from home but wishing to be doing it outside your country! Here we list you our many German-speaking jobs outside Germany for Germans who want to work abroad!
If you’re not a German - yet simply interested in their current affairs- and not ready to make the move just yet, you can always search for general work from home jobs.
Future Proof Jobs in Germany
It’s all very well moving to Germany for a remote job to suit the current situation, but why not think ahead, and enter into a career that will be convenient in the future, too? You know, in case Bitkom is correct and Germans do decide to keep working from home! That’ll save you job-hopping in 2024!
It’s no secret that the Coronavirus has changed the way we live and work, so let’s take a look at the best jobs for working from home. What are the best suited roles for remote work? What jobs will be in demand in 2024? Which field of employment will grow in the future? What is the fastest growing field right now?
So many questions!!! Let’s start by evaluating the recent past that is summarised in the Europe Language Jobs Employment Guide.
Industries that flourished during the Covid-19 pandemic
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Home improvement (Home
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Social platforms
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Entertainment platforms
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Educational platforms
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Food and beverages services
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Delivery services
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Beauty industry
Most in-demand jobs during the Covid-19 pandemic
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Customer service agents
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Data analysts
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Web developers
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Content writers
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Sales agents
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Journalists
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Delivery drivers
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Healthcare specialists
Future proof jobs in Germany for 2021
Now you have an idea of which industries and jobs remained stable or flourished during 2020, the year of the Covid-19 pandemic, let’s think ahead for 2021 in Germany, perhaps even 2024 - although hopefully this will all have blown over by then! - so you can secure yourself a future proof job or a role that is best suited for working remotely in Germany.
With the pandemic still very much present across Europe, here are the most in-demand jobs for Germany in 2021.
Medical Professionals/ Researchers
It goes without saying that doctors, virologists, infection and vaccine researchers will remain in high-demand in Germany 2021 to treat Covid patients, examine the disease and its mutations, patent technology and attempt to combat the virus.
IT & Software Development; Cloud Architects
Considering that all businesses were forced to move themselves online during the 2020 pandemic, anyone working in the Information and Technology sector is highly valuable. It is essential that software engineers find ways to allow employers and employees to resume work as similarly as possible to how they used to carry out tasks in the office. Without highly-skilled programmers, social, educational, and entertainment platforms would not have flourished during 2020! Cloud Architects are particularly in-demand as the cloud is where businesses upload and save the majority of important, and often confidential, information.
Design & User Experience
Once software developers have engineered the websites or programmes in question, they are unlikely to be successful if they are not visually intuitive or have not been conceived with the user in mind. Web Designers and UX Designers are necessary now more than ever to ensure the smooth functioning of digital services.
Customer Support
Every product, service, or activity that can be moved online has been moved online. Now, this is fine and perhaps even more convenient for the digital native generations like Gen Z and Millenials, but for older generations, this sudden exodus towards the intangible can be rather baffling. Thus Customer Service jobs will be in-demand this 2021 in order to advise clients how to use a company’s services, and resolve their issues. Customer Service jobs are a safe bet to apply for as in this globalised world, individuals with all kinds of languages are needed. As you should already know, multilinguals have the best job prospects, with English-speaking Customer Service jobs never ceasing to be in high demand.
Food Technicians
The Covid-19 pandemic of 2020 meant that all of a sudden, people could not follow their daily routine, and hours spent outside dropped to an absolute minimum. Unable to continue their normal exercise regimes, many people have turned their interest towards nutrition in order to maintain their health. Food Technicians will be a 2021 future-proof job in Germany as now everyone is more conscious about what they are consuming.
In conclusion, working from home is here to stay in Germany, so you might as well brush up on the implications of the new remote work ordinance, accept the benefits of the home office, and select a future-proof job to pursue for 2021! The Coronavirus pandemic certainly has shaken up the German job market, but Germany is coping relatively well and ensuring that employees are protected as best as possible from possible contagion. Moments of uncertainty are, although it might not seem so, perhaps the best time for a career change, so why not go after one of the future-proof jobs for 2021 listed above.
Stay safe, we wish you all the best!
Free Covid tests for staff: These are Germany’s new rules for employers
Employers in Germany must offer free Covid self-testing kits to any employees who aren't working from home.Businesses will be forced to supply self-testing kits to all employees who have to attend their workplace at least once a week. Here’s the latest on the new rules.
What’s happening?
Germany’s ruling coalition government has mandated that all employees should be offered free-of-charge self-testing kits at least once a week – with companies footing the bill.
The rules will only apply for companies whose employees are still working on-site during the pandemic, and are intended to reduce the risk of asymptomatic employees infecting their colleagues.
While companies could be fined up to €30,000 for not offering the tests, it will be up to employees to decide whether they want to use them.
Why now?
A few weeks ago, a study from a Munich-based researcher revealed that the vast majority of German employees were still coming into their place of work, even though experts have estimated that around 56 percent could potentially work from home during the pandemic.
In addition, there have been a number of recent reports suggesting that some companies aren’t putting basic hygiene measures in place for employees, even though Covid-19 infection rates are at a critical point.
Aren’t companies already offering tests?
A survey conducted by the Institute for Employment Research (IAB) of 2000 employers found that around 30 percent of businesses had already made plans to introduce in-work testing over the next four weeks.
According to the survey, the majority of large companies (60 percent) planned or started introducing self-tests under their own steam.
Online retailer Amazon, which employs around 1,800 workers in Germany, plans to offer both rapid tests and PCR tests to employees in the near future. “The health and safety of our employees is our first priority,” stated Amazon spokesperson Michael Schneider.
At the beginning of 2021, extensive changes in German employment law came into effect, including some of particular significance to employers. In addition, on January 19, 2021, the German Federal Government implemented restrictions on public life in order to contain the coronavirus pandemic that affect employers.
Amendment of § 56 of the German Infection Protection Act (IfSG)
Loss of Earnings Due to Childcare Duties
The new provision of § 56 IfSG provides for extended compensation for the loss of earnings for parents who have to care for their children at home due to extended school or company vacations or the suspension of in-person school for reasons of infection prevention.
The requirements for claiming compensation under § 56 (1a) IfSG are as follows:
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schools or facilities for the care of children have been closed for reasons of infection prevention, the responsible authority has announced or extended school or company vacations for reasons of infection prevention, or the compulsory attendance at a school has been lifted;
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the employee cares for a child under the age of 12 or an individual who is dependent due to a disability;
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supervision, care, or nursing is now provided by a working parent because other reasonable care cannot be provided (this must be evidenced); or
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the employee has suffered a loss of earnings as a result.
There is no entitlement to compensation payment for a closure that would have taken place anyway due to regular school or company holidays.
Under this provision, the amount of compensation is 67 percent of the net loss of earnings incurred, but it is limited to a maximum amount of EUR 2,016 per month. This compensation is granted for a maximum of 10 weeks per parent providing care (and thus affected by the loss of earnings). For single parents, there is the possibility of compensation for a period of up to 20 weeks related to the duration of the measure (e.g., school closures). Generally, the compensation is calculated and paid by the employer. The employer claims the compensation from the competent authority.
Extension of Entitlement to Children’s Sick Pay Until December 31, 2021
In addition to the aforementioned expansion of compensation for parents’ losses of earnings under § 56 IfSG, the entitlement to children’s sick pay has also been expanded retroactively as of January 5, 2021.
First, the entitlement period was extended for a limited time. In 2021, under the newly inserted § 45 (2a) German Social Code, Book V (SGB V), each parent is entitled to up to 20 working days (instead of 10) per child and up to 40 working days (instead of 20) for single parents. However, this entitlement is granted for a total of no more than 45 working days (even if the number of children exceeds 3), and for single parents for no more than 90 working days.
Second, the legislature included additional eligibility criteria in the new regulation. Accordingly, in 2021 the entitlement to children’s sick pay also exists if
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facilities for the care of children, schools, or facilities for persons with disabilities are temporarily closed by the competent authority to prevent the spread of infections or communicable diseases on the basis of the IfSG;
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additional school or company holidays are ordered or extended;
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the compulsory attendance in schools is lifted;
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childcare facilities or services are restricted; or
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the child does not attend the facility due to an official recommendation.
Entitlement to children’s sick pay due to the necessity of caring for a child exists even if the parent already works in the home office or could perform work duties in the home office. Parents are not required to care for their children in addition to performing their home office work. An entitlement lapses only if care is ensured by another person living in the household.
If an employee receives children’s sick pay, the employer must release that employee from work duties without pay. As proof, the employer may request a certificate from the school or other childcare facility. The employee receives the children’s sick pay directly from his or her health insurance.
New Occupational Health and Safety Regulation: Obligation to Require Employees to Work From Home
On January 19, 2021, in an effort to contain the coronavirus pandemic, the federal and state governments agreed to finalize a new SARS-CoV-2 occupational health and safety regulation, effective January 27, 2021.
The new occupational health and safety regulation—whose effective period has been limited until March 15, 2021—stipulates that in the case of office work or comparable activities, employers must offer employees the opportunity to carry out these activities in their homes in the absence of compelling operational reasons that would prevent that. Accordingly, under the new regulation, employers are now obligated to enable their employees to work at home to a large extent. This measure, which some employers may view as drastic, is intended to counteract the increased risk of infection through work contacts, as well as prevent employees from having to use public transport when commuting to or from their workplaces.
The wording in the regulation is broad; in particular, it is unclear what reasons would qualify as compelling operational reasons. Not all office work can be performed from home. For example, activities such as processing physical mail must take place on-site. It remains to be clarified how an employer should proceed if an activity could be performed outside the office, but the technical requirements are lacking.
Tax Relief for Employees Working From Home
For the calendar years 2020 and 2021, each day an employee worked exclusively at home can be claimed against tax at a “home office” flat rate of EUR 5 per day. This flat rate applies for a maximum of 120 days each calendar year. The maximum annual home office allowance that may be taken into account on the annual tax return is EUR 600.
The flat rate is permitted even if there is not a dedicated room set up for work in the home or if the stricter requirements for deducting home office expenses are not met. This is of particular benefit to employees who are currently working at home due to the COVID-19 crisis.
Of course, the commuter allowance for the commute to and from the workplace cannot be claimed for the days on which work was performed exclusively in the home office. This is because working in a home office does not require commuting to the workplace. Importantly, the home office tax reduction is included in income-related expenses, for which a flat rate of a maximum of EUR 1,000 has already been set. For this reason, tax relief is in fact granted only if the income-related expenses actually claimed on the tax return, including the home office flat rate, exceed EUR 1,000.
Extension of the Changes With Regard to Short-Time Work
The changes to short-time work allowance adopted in April 2020 included easier access to short-time work allowance and an increase in the amounts paid. The federal government has now extended these regulations due to the ongoing restrictions of the coronavirus pandemic.
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The access threshold, under which only 10 percent of the company’s employees (or a company department) must be affected by loss of pay (as opposed to the 30 percent of employees affected that would otherwise be required), now applies to all companies that began short-time work by March 31, 2021, and will be extended until December 31, 2021.
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The increase in the short-time allowance amount to 70 percent of the gross monthly wage (or 77 percent for affected employees with children) from the fourth month of entitlement and to 80 percent of the gross monthly wage (or 87 percent for affected employees with children) from the seventh month of entitlement has also been extended until December 31, 2021. It applies to all employees whose entitlement to short-time allowance arose before March 31, 2021.
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The period of entitlement to short-time allowance for employees of companies that started short-time work by December 31, 2020, has been extended from 12 months to up to 24 months, but it will not extend beyond December 31, 2021.
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The amended regulations for supplementary earnings have also been extended. For example, remuneration from an employment relationship in which income is less than EUR 450 a month (geringfügige Beschäftigung/Minijob), which is started while an employee is on short-time work, will remain tax-exempt until December 31, 2021.
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Social security contributions will be fully refunded until June 30, 2021, after which half of the contributions will continue to be refunded until December 31, 2021, for all companies that began short-time work by June 30, 2021.
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The tax exemption for employer subsidies for short-time working has also been extended until December 31, 2021.
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Temporary employees may also receive short-time allowance if they are employed by a temporary employment agency that has started short-time work by March 31, 2021. This regulation also applies until December 31, 2021.
Extension of the Special Regulations on Video Conferences of the Works Council
The provision of § 129 of the Works Constitution Act (BetrVG) that allows meetings of the works council and other works constitutional bodies to be held via video or telephone conferences has now been extended from December 31, 2020, until June 30, 2021. Previously, such meetings could only be held in the form of face-to-face meetings, which was derived from § 33 (1), sentence 1, of the Works Constitution Act (BetrVG). The possibility of shifting meetings to the virtual realm takes into account the pandemic restrictions, including distance regulations, home office requirements, and reduced physical contacts, while ensuring the functioning of such bodies.
Immigration of Workers
Extension of Western Balkans Regulation
The so-called “Western Balkans regulation” was extended to December 31, 2023. The original regulation was in effect from 2016 through December 31, 2020, and gave workers from the Western Balkans region (i.e., from the states of Albania, Bosnia and Herzegovina, Kosovo, Montenegro, Northern Macedonia, and Serbia) privileged access to the German labor market. Through the regulation, German employers may hire nationals from these countries as workers, regardless of formal qualifications for training or employment.
However, this access is limited because any hiring under the Western Balkans regulation requires the approval of the Federal Employment Agency. The Federal Employment Agency checks whether the particular job could be filled by a German worker and whether the same employment conditions are granted as they would be for German workers. However, the number of approvals that the Federal Employment Agency can grant is now limited to 25,000 per year in order to prevent overloading the offices responsible for granting visas.
Impact of Brexit on Employees From the United Kingdom
As Brexit has been implemented, the conditions for UK citizens with regard to access to the German labor market have changed. As non-EU citizens, they will need residence permits entitling them to work in Germany. However, such a residence permit will be granted under less strict conditions for UK citizens, as the United Kingdom is on the list of privileged states. British and Northern Irish nationals who already resided in Germany on December 31, 2020, are entitled to continue living in Germany under the EU-UK Withdrawal Agreement. They must provide notice of their residence to the immigration office responsible for their places of residence by June 30, 2021, in order to be able to receive the new residence permit, which provides for permanent residence of at least 5 years but no more than 10 years. However, UK citizens who did not live in Germany prior to January 1, 2021, are not eligible under the EU-UK Withdrawal Agreement and may only stay within the Schengen area for up to 90 days with their passports. Future employees can then apply for their residence titles for the purpose of gainful employment in Germany at the respective immigration offices responsible.
Extension of the Payment Period for the “Corona Bonus”
In 2020, in view of the burden of the coronavirus pandemic, the legislature created an option for employers to grant their employees a one-time, tax- and social security-exempt bonus of up to EUR 1,500 in kind or through financial allowances. This regulation has been extended under § 3 (11a) Income Tax Act (EStG).
The regulation covers all special benefits and bonuses paid to employees after March 1, 2020, and until June 30, 2021. The special benefits must be paid in addition to the regular salary (i.e., it may not constitute deferred compensation from, for example, vacation or holiday pay, or as an offset against the employee’s salary).
In addition, there must be a link to the coronavirus pandemic. This means that employer benefits based on an agreement or legal obligation existing before March 1, 2020, cannot be granted as a tax-free “corona bonus.” Employers may choose to make higher bonus payments, but the payments remain tax-free only up to EUR 1,500. The payment of a “corona bonus” is allowed in all sectors and for part-time or marginal employees. Employers may also pay bonuses to mini-jobbers who work in employment relationships on a EUR 450 basis, without the employment relationships thereby becoming subject to social security contributions. This also applies regardless of whether and to what extent short-time allowance is paid.
It should be noted, however, that the extension until June 2021 does not mean that an additional bonus of up to EUR 1,500 may be paid tax-free again in that year. Only the period for granting this one-time “corona bonus” special payment has been extended. If an employer has already exhausted the maximum tax-free amount of EUR 1,500 vis-à-vis an employee in 2020, the extension will not result in an overall increase in the amount of the tax-free bonus.