In 2023, around 1.9 million people in Germany engaged in side jobs, representing 4.5% of the workforce. Employees with a primary job can have a mini-job under certain income limits and must inform their employers about it. Tax exemptions apply to one mini-job, while additional ones are taxable. Assessing the ability to manage a side job without affecting main job responsibilities is crucial, and specific regulations exist for short-term employment and public sector roles.
Understanding the Landscape of Side Jobs in Germany
In 2023, approximately 1.9 million individuals in Germany held a second job alongside their primary employment, representing around 4.5 percent of the workforce. Even when a primary job offers adequate compensation, pursuing a side job can be an excellent strategy to boost one’s income. Here’s what you need to keep in mind.
Informing Your Main Employer
For employees with a compulsory insurance main job, it’s permissible to have one mini-job that adheres to a specific earning limit. As of January 2025, the monthly income from this mini-job must not exceed an average of 556 euros. This arrangement typically incurs contributions to pension insurance, which must be shared between the mini-jobber and the employer.
Many employment contracts stipulate that employees must seek approval for secondary activities. If such a clause is absent, it’s still wise to inform your employer about your side job. However, the employer can only refuse permission if a valid reason exists.
In general, employees do not need to disclose specific details about the mini-job, including work hours, location, or earnings, unless explicitly required by their employment contract. It’s advisable to consult a legal expert to clarify the legality of such clauses if questions arise.
Additionally, a mid-job is defined as one where monthly earnings regularly exceed 556 euros but do not surpass 2,000 euros gross. These positions are subject to contributions to a limited extent, as they fall within the ‘transitional area.’ This classification allows employees to pay lower social security contributions compared to a standard full-time job, easing their entry into social security and reducing financial burdens.
Tax Considerations for Mini-Jobs
When holding a primary job, typically only **one** **mini-job** is exempt from taxes. Mini-jobs are generally tax-free for monthly earnings up to 556 euros (as of 2025), classifying them as ‘marginal employment.’
If you engage in more than one mini-job alongside your main employment, the income from those additional mini-jobs is usually combined with your main earnings and becomes subject to regular taxation. Even if the total from mini-jobs is below the 556 euro limit, only the first mini-job remains tax-free; all subsequent jobs are treated as standard employment and are taxable.
Combining a main job with a **mid-job** is generally allowed; however, this may negate the tax benefits associated with the mid-job. Consulting a tax advisor is recommended to determine if this combination offers any financial advantages.
Assessing Your Capacity for a Side Job
Before taking on a side job, realistically evaluate whether you can manage the additional responsibilities without compromising your primary job. If your side job interferes with your main job obligations, your employer has the right to deny your mini-job application. This concern is particularly relevant for full-time employees with additional mini-jobs. The **Working Hours Act** (ArbZG) imposes restrictions, preventing daily working hours from exceeding eight hours.
Full-time workers often find opportunities to take on mini-jobs during weekends. However, this arrangement carries the risk of insufficient recovery time, leaving employees fatigued when returning to their main job on Monday.
Short-Term Employment Options
Employees may also engage in short-term employment alongside their primary job, which can last up to three months or 70 working days per year, regardless of earnings.
If your income exceeds 556 euros, employers must assess whether this short-term employment counts as a professional engagement, meaning it serves as your primary source of income. Typically, this isn’t an issue for those with a main job.
However, if you take unpaid leave and work a short-term mini-job during that period, it will be classified as professional, disallowing any monthly income beyond 556 euros. This rule does not apply to employment during paid leave.
Key Takeaways
For those considering a mini-job in **part-time** roles, employer approval is usually unnecessary. The Federal Labor Court interprets part-time contracts as an indication that the employee does not dedicate their entire working capacity (typically 38 or 40 hours) and should, therefore, be allowed to pursue side jobs during their free time. However, civil servants and public sector employees may face different rules.
Employees with a compulsory insurance main job often wonder if they can take on a mini-job with **the same** **employer**. It’s crucial to understand that even if the tasks differ or are performed in different departments, they are still considered part of one employment relationship. In such scenarios, standard mini-job regulations do not apply, and insurance obligations will arise.