Germany Remote Work Laws 2026
⚠️Informational only — not legal or tax advice.
Last Updated: December 2025
Applicable Period: 2026 tax year and current employment regulations
Key Characteristic: Employers with remote workers physically located in Germany
Table of Contents
- Overview of Remote Work in Germany
- Legal Framework and Key Legislation
- Definition and Scope of Remote Work
- Right to Request Remote Work
- Employer Legal Obligations
- Equipment and Expense Legal Requirements
- Working Hours Regulations
- Right to Disconnect
- Health and Safety Legal Requirements
- Data Protection Legal Requirements
- Written Agreement Legal Requirements
- Works Council Legal Requirements
- Employee Legal Rights
- Tax and Social Security Framework
- Cross-Border Work Legal Framework
- Enforcement Mechanisms and Penalties
- Resources
- Frequently Asked Questions
Overview of Remote Work in Germany
Statistical Data
According to the Federal Statistical Office (Statistisches Bundesamt), 24.1% of all employed persons in Germany worked from home in 2024.
Employment Data (2024):
| Metric | Value |
|---|---|
| Employed persons working from home at least occasionally | 24.1% |
| Employed persons working from home daily or more than half the time | 13.1% |
| Employed persons working from home less than half the time | 11.1% |
| Self-employed with employees working from home | 38.7% |
| Dependent employees working from home | 22.1% |
Source: Statistisches Bundesamt, “Erwerbstätige, die von zu Hause aus arbeiten,” accessed December 2025
https://www.destatis.de/DE/Themen/Arbeit/Arbeitsmarkt/Qualitaet-Arbeit/Dimension-3/home-office.html
According to a Statistisches Bundesamt press release dated September 25, 2025, the proportion of employed persons working from home in Germany has remained relatively stable at around 24% in 2024, similar to 2023 (23%) and 2022 (24%). This represents a significant increase from the pre-pandemic level of 13% in 2019.
Source: Statistisches Bundesamt, Pressemitteilung Nr. N051, September 25, 2025
https://www.destatis.de/DE/Presse/Pressemitteilungen/2025/09/PD25_N051_13.html
Distribution by Distance to Workplace (2024):
According to Statistisches Bundesamt, the proportion of employees working from home varied by distance from their workplace:
- Less than 5 kilometers: 14%
- 25 to under 50 kilometers: 29%
- 50 kilometers or more: 42%
Source: Statistisches Bundesamt, Pressemitteilung Nr. N051, September 25, 2025
Distribution by Age Group (2024):
- 15-24 years: 11%
- 25-34 years: 28%
- 35-44 years: 29%
- Other age groups: data available in source
Source: Statistisches Bundesamt, Pressemitteilung Nr. N051, September 25, 2025
EU Comparison (2024):
Germany’s rate of 24% was slightly above the EU-27 average of 23%. The Netherlands (52%), Sweden (46%), and Luxembourg (43%) had the highest rates in the EU, while Bulgaria (3%), Romania (4%), and Greece (8%) had the lowest.
Source: Statistisches Bundesamt, Pressemitteilung Nr. N051, September 25, 2025
Legal Framework Status
Germany does not have comprehensive specific legislation dedicated exclusively to remote work. Mobile work generally is not specifically regulated by a single law.
According to the Federal Ministry of Labour and Social Affairs (Bundesministerium für Arbeit und Soziales, BMAS) website:
“In Deutschland können Arbeitnehmer jederzeit mit dem Wunsch nach mobiler Arbeit an ihren Arbeitgeber herantreten; eine gesetzliche Regelung hierzu gibt es noch nicht.”
Translation: “In Germany, employees can approach their employer at any time with a request for mobile work; there is no legal regulation for this yet.”
Source: BMAS, “Homeoffice,” accessed December 2025
https://www.bmas.de/DE/Arbeit/Arbeitsrecht/Teilzeit-flexible-Arbeitszeit/homeoffice.html
The BMAS website further states:
“Einigen sich die Arbeitsvertragsparteien auf mobile Arbeit für den Arbeitnehmer, beruht dies in der Regel auf einer freiwilligen Entscheidung des Arbeitgebers.”
Translation: “If the parties to the employment contract agree on mobile work for the employee, this is generally based on a voluntary decision by the employer.”
Source: BMAS, “Homeoffice”
Proposed Legislation:
Draft legislation titled “Mobile-Arbeit-Gesetz” (Mobile Work Act) was proposed by BMAS but has not been enacted. According to BMAS information, in the coalition agreement for the 20th legislative period, it was agreed that employees in suitable activities should receive a right to discuss mobile working and home office.
Source: BMAS, “Homeoffice”
Administering Authority
Federal Ministry of Labour and Social Affairs (Bundesministerium für Arbeit und Soziales)
Address:
Wilhelmstraße 49
10117 Berlin
Germany
Phone: +49 30 18527-0
Website: https://www.bmas.de
Information page on home office/mobile work:
https://www.bmas.de/DE/Arbeit/Arbeitsrecht/Teilzeit-flexible-Arbeitszeit/homeoffice.html
The Federal Statistical Office (Statistisches Bundesamt) provides official statistics on remote work:
Website: https://www.destatis.de
English information: https://www.destatis.de/EN/Home/_node.html
Applicable Legal Framework
While Germany lacks comprehensive remote work-specific legislation, several existing laws apply to remote work arrangements:
Working Time Act (Arbeitszeitgesetz – ArbZG):
Citation: Arbeitszeitgesetz vom 6. Juni 1994 (BGBl. I S. 1170, 1171), last amended by Article 52 of the Act of October 23, 2024 (BGBl. 2024 I Nr. 323)
Official text: https://www.gesetze-im-internet.de/arbzg/BJNR117100994.html
Workplace Ordinance (Arbeitsstättenverordnung – ArbStättV):
This ordinance specifically defines and regulates “Telearbeitsplätze” (telework workplaces) in § 2 Absatz 7.
Official text: https://www.gesetze-im-internet.de/arbst_ttv_2004/
Works Constitution Act (Betriebsverfassungsgesetz – BetrVG):
This act includes provisions on works council co-determination rights regarding mobile work in § 87 Abs. 1 Nr. 14, effective June 18, 2021.
Official text: https://www.gesetze-im-internet.de/betrvg/
Legal Framework and Key Legislation
Primary Legislative Context
Germany does not have a unified, comprehensive law specifically dedicated to remote work. Instead, remote work arrangements are governed by a combination of existing labor laws, regulations, and contractual agreements.
Working Time Act (Arbeitszeitgesetz – ArbZG)
Official citation: Arbeitszeitgesetz vom 6. Juni 1994 (BGBl. I S. 1170, 1171), das zuletzt durch Artikel 52 des Gesetzes vom 23. Oktober 2024 (BGBl. 2024 I Nr. 323) geändert worden ist
Enacted: June 6, 1994
Effective date: July 1, 1994
Last amended: October 23, 2024
Official text: https://www.gesetze-im-internet.de/arbzg/BJNR117100994.html
Purpose (§ 1 ArbZG):
According to § 1 ArbZG, the purpose of the Act is:
“Zweck des Gesetzes ist es,
- die Sicherheit und den Gesundheitsschutz der Arbeitnehmer in der Bundesrepublik Deutschland und in der ausschließlichen Wirtschaftszone bei der Arbeitszeitgestaltung zu gewährleisten und die Rahmenbedingungen für flexible Arbeitszeiten zu verbessern sowie
- den Sonntag und die staatlich anerkannten Feiertage als Tage der Arbeitsruhe und der seelischen Erhebung der Arbeitnehmer zu schützen.”
Translation: “The purpose of the Act is to:
- ensure the safety and health protection of employees in the Federal Republic of Germany and in the exclusive economic zone in the organization of working time and to improve the framework conditions for flexible working hours, and
- protect Sundays and state-recognized public holidays as days of rest from work and spiritual uplift for employees.”
Source: § 1 ArbZG
Application to Remote Work:
According to § 1 Abs. 2 ArbZG, the Act applies in all areas of activity. The Act does not contain specific exclusions for remote or mobile work, meaning the provisions apply regardless of where work is performed.
Key Provisions:
Maximum Working Time (§ 3 ArbZG):
“Die werktägliche Arbeitszeit der Arbeitnehmer darf acht Stunden nicht überschreiten. Sie kann auf bis zu zehn Stunden nur verlängert werden, wenn innerhalb von sechs Kalendermonaten oder innerhalb von 24 Wochen im Durchschnitt acht Stunden werktäglich nicht überschritten werden.”
Translation: “The daily working time of employees may not exceed eight hours. It can only be extended to up to ten hours if, within six calendar months or within 24 weeks, an average of eight hours per working day is not exceeded.”
Source: § 3 ArbZG, https://www.gesetze-im-internet.de/arbzg/__3.html
Rest Breaks (§ 4 ArbZG):
“Die Arbeit ist durch im voraus feststehende Ruhepausen von mindestens 30 Minuten bei einer Arbeitszeit von mehr als sechs bis zu neun Stunden und 45 Minuten bei einer Arbeitszeit von mehr als neun Stunden insgesamt zu unterbrechen.”
Translation: “Work must be interrupted by rest breaks that are fixed in advance of at least 30 minutes for working time of more than six up to nine hours and 45 minutes for working time of more than nine hours in total.”
Source: § 4 ArbZG
Rest Periods (§ 5 ArbZG):
“(1) Die Arbeitnehmer müssen nach Beendigung der täglichen Arbeitszeit eine ununterbrochene Ruhezeit von mindestens elf Stunden haben.”
Translation: “(1) Employees must have an uninterrupted rest period of at least eleven hours after the end of daily working time.”
Source: § 5 Abs. 1 ArbZG
Recording Requirements (§ 16 Abs. 2 ArbZG):
“Der Arbeitgeber ist verpflichtet, die über die werktägliche Arbeitszeit des § 3 Satz 1 hinausgehende Arbeitszeit der Arbeitnehmer aufzuzeichnen und ein Verzeichnis der Arbeitnehmer zu führen, die in eine Verlängerung der Arbeitszeit gemäß § 7 Abs. 7 eingewilligt haben.”
Translation: “The employer is obliged to record the working time of employees exceeding the daily working time of § 3 sentence 1 and to maintain a register of employees who have consented to an extension of working time in accordance with § 7 paragraph 7.”
Source: § 16 Abs. 2 ArbZG
Workplace Ordinance (Arbeitsstättenverordnung – ArbStättV)
Official citation: Verordnung über Arbeitsstätten (Arbeitsstättenverordnung – ArbStättV) vom 12. August 2004 (BGBl. I S. 2179), last amended November 30, 2016
Official text: https://www.gesetze-im-internet.de/arbst_ttv_2004/
Definition of Telework Workplaces (§ 2 Absatz 7 ArbStättV):
“(7) Telearbeitsplätze sind vom Arbeitgeber fest eingerichtete Bildschirmarbeitsplätze im Privatbereich der Beschäftigten, für die der Arbeitgeber eine mit den Beschäftigten vereinbarte wöchentliche Arbeitszeit und die Dauer der Einrichtung festgelegt hat. Ein Telearbeitsplatz ist vom Arbeitgeber erst dann eingerichtet, wenn Arbeitgeber und Beschäftigte die Bedingungen der Telearbeit arbeitsvertraglich oder im Rahmen einer Vereinbarung festgelegt haben und die benötigte Ausstattung des Telearbeitsplatzes mit Mobiliar, Arbeitsmitteln einschließlich der Kommunikationseinrichtungen durch den Arbeitgeber oder eine von ihm beauftragte Person im Privatbereich des Beschäftigten bereitgestellt und installiert ist.”
Translation: “(7) Telework workplaces are screen workplaces permanently set up by the employer in the private premises of employees, for which the employer has established a weekly working time agreed with the employees and the duration of the setup. A telework workplace is only set up by the employer when employer and employee have established the conditions of telework in the employment contract or within the framework of an agreement and the required equipment of the telework workplace with furniture, work equipment including communication facilities has been provided and installed in the private premises of the employee by the employer or a person commissioned by the employer.”
Source: § 2 Abs. 7 ArbStättV, https://www.gesetze-im-internet.de/arbst_ttv_2004/__2.html
Application to Telework Workplaces (§ 1 Abs. 4 ArbStättV):
According to § 1 Abs. 4 ArbStättV, for telework workplaces only the following provisions apply:
- § 3 (risk assessment) for the initial assessment of working conditions and the workplace
- § 6 (instruction) and Annex Number 6 (workplace design requirements)
Source: § 1 Abs. 4 ArbStättV
Works Constitution Act (Betriebsverfassungsgesetz – BetrVG)
Official citation: Betriebsverfassungsgesetz in der Fassung der Bekanntmachung vom 25. September 2001 (BGBl. I S. 2518), last amended by Article 1 of the Act of July 19, 2024 (BGBl. 2024 I Nr. 248)
Official text: https://www.gesetze-im-internet.de/betrvg/
Co-Determination on Mobile Work (§ 87 Abs. 1 Nr. 14 BetrVG):
Effective June 18, 2021, § 87 Abs. 1 BetrVG was amended to include Number 14:
“(1) Der Betriebsrat hat, soweit eine gesetzliche oder tarifliche Regelung nicht besteht, in folgenden Angelegenheiten mitzubestimmen: […] 14. Ausgestaltung von mobiler Arbeit, die mittels Informations- und Kommunikationstechnik erbracht wird.”
Translation: “(1) The works council has the right to co-determine, insofar as there is no statutory or collective bargaining regulation, in the following matters: […] 14. Design of mobile work that is performed using information and communication technology.”
Source: § 87 Abs. 1 Nr. 14 BetrVG, https://www.gesetze-im-internet.de/betrvg/__87.html
This provision was added through the Betriebsrätemodernisierungsgesetz (Works Council Modernization Act) of June 14, 2021 (BGBl. I S. 1762), effective June 18, 2021.
Additional Applicable Legislation
Occupational Safety and Health Act (Arbeitsschutzgesetz – ArbSchG):
The Act applies to all employment relationships, including remote work arrangements. Employers have duties regarding risk assessment and workplace safety that extend to telework situations.
German Civil Code (Bürgerliches Gesetzbuch – BGB):
§ 618 BGB establishes the employer’s general duty of care for employee safety and health, which applies to remote work arrangements.
Commercial Code (Gewerbeordnung – GewO):
§ 106 GewO establishes the employer’s right to issue instructions regarding content, place, and time of work performance, subject to reasonableness requirements.
Proposed but Not Enacted: Mobile Work Act
Draft legislation known as “Mobile-Arbeit-Gesetz” (MAG) was proposed by the Federal Ministry of Labour and Social Affairs but has not been enacted into law. A draft dated October 2, 2020, proposed establishing a right for employees to request mobile work and various framework regulations.
Source: Referentenentwurf des Bundesministeriums für Arbeit und Soziales, “Entwurf eines Gesetzes zur mobilen Arbeit,” Bearbeitungsstand October 2, 2020
This draft legislation was not adopted and does not have legal force.
EU Directives
Germany implements EU directives that affect remote work:
Working Time Directive (2003/88/EC):
National implementation: Arbeitszeitgesetz (ArbZG)
The Working Time Directive establishes minimum requirements for working time, rest periods, and annual leave.
Framework Agreement on Telework (2002):
This European social partners’ agreement provides guidance but is not legally binding legislation in Germany. Individual companies and works councils may reference it in agreements.
Lack of Specific Remote Work Legislation
According to information from CMS Law, a law firm describing German legal practice:
“No specific legislation relates to work from home in Germany, at least not in the sense of an overall codification. However, isolated provisions concerning work from home or also remote work can be found in individual laws.”
This description, while from a private source, accurately reflects the structure of German remote work regulation as confirmed by official government sources showing no single comprehensive remote work law.
Definition and Scope of Remote Work
Terminology in German Law
German law and administrative guidance distinguish between several forms of work performed outside traditional workplace premises. No single comprehensive statutory definition of “remote work” exists.
Telework (Telearbeit)
Statutory Definition:
According to § 2 Abs. 7 Satz 1 Arbeitsstättenverordnung (ArbStättV):
“Telearbeitsplätze sind vom Arbeitgeber fest eingerichtete Bildschirmarbeitsplätze im Privatbereich der Beschäftigten, für die der Arbeitgeber eine mit den Beschäftigten vereinbarte wöchentliche Arbeitszeit und die Dauer der Einrichtung festgelegt hat.”
Translation: “Telework workplaces are screen workplaces permanently set up by the employer in the private premises of employees, for which the employer has established a weekly working time agreed with the employees and the duration of the setup.”
Source: § 2 Abs. 7 Satz 1 ArbStättV, https://www.gesetze-im-internet.de/arbst_ttv_2004/__2.html
Requirements for Telework Workplace Status:
According to § 2 Abs. 7 Satz 2 ArbStättV, a telework workplace is only considered established when:
“Ein Telearbeitsplatz ist vom Arbeitgeber erst dann eingerichtet, wenn Arbeitgeber und Beschäftigte die Bedingungen der Telearbeit arbeitsvertraglich oder im Rahmen einer Vereinbarung festgelegt haben und die benötigte Ausstattung des Telearbeitsplatzes mit Mobiliar, Arbeitsmitteln einschließlich der Kommunikationseinrichtungen durch den Arbeitgeber oder eine von ihm beauftragte Person im Privatbereich des Beschäftigten bereitgestellt und installiert ist.”
Translation: “A telework workplace is only set up by the employer when employer and employee have established the conditions of telework in the employment contract or within the framework of an agreement and the required equipment of the telework workplace with furniture, work equipment including communication facilities has been provided and installed in the private premises of the employee by the employer or a person commissioned by the employer.”
Source: § 2 Abs. 7 Satz 2 ArbStättV
Mobile Work (Mobile Arbeit)
Regulatory Definition:
The Länderausschuss für Arbeitsschutz und Sicherheitstechnik (LASI) provides guidance on mobile work in its publication “Leitlinien zur Arbeitsstättenverordnung LV 40.”
According to this guidance:
“Unter mobiler Arbeit wird eine Arbeitsform verstanden, die weder an einen Arbeitsplatz in einer Arbeitsstätte noch an einen Telearbeitsplatz im Wohnbereich des Beschäftigten gebunden ist, sondern bei der die Beschäftigten ihre Arbeit beispielsweise von beliebigen Orten aus (z. B. Bahnhof, Restaurant, Flughafen, Wohnung) ausführen.”
Translation: “Mobile work is understood as a form of work that is neither tied to a workplace in a work establishment nor to a telework workplace in the employee’s home, but where employees carry out their work from any location (e.g. train station, restaurant, airport, residence).”
Source: LASI LV 40, “Leitlinien zur Arbeitsstättenverordnung,” Section 9
The guidance further states:
“Mobiles Arbeiten (dazu gehört als eine Sonderform auch das vielfach als „Homeoffice” bezeichnete zeitweilige Arbeiten in der Wohnung des Beschäftigten ohne Einrichtung eines Telearbeitsplatzes) unterliegt nicht der Arbeitsstättenverordnung und ist bislang weder in einem Gesetz noch in einer Verordnung ausdrücklich geregelt.”
Translation: “Mobile working (which also includes as a special form the temporary work in the employee’s home, often referred to as ‘home office,’ without setting up a telework workplace) is not subject to the Workplace Ordinance and has not yet been expressly regulated in any law or ordinance.”
Source: LASI LV 40, Section 9
Home Office (Homeoffice)
The term “Homeoffice” is commonly used in Germany but lacks a specific legal definition. According to BMAS:
“Homeoffice ist eine Form des mobilen Arbeitens. Sie ermöglicht es Beschäftigten, nach vorheriger Abstimmung mit dem Arbeitgeber zeitweilig im Privatbereich (…) für den Arbeitgeber tätig zu sein.”
Translation: “Home office is a form of mobile working. It enables employees to work temporarily in their private sphere (…) for the employer after prior agreement with the employer.”
Source: BMAS, Arbeitsschutzregel guidance, cited in official guidance documents
Proposed Definition of Mobile Work (Not Enacted)
The draft Mobile-Arbeit-Gesetz (which was not enacted) proposed defining mobile work as follows:
“Ein Arbeitnehmer oder eine Arbeitnehmerin arbeitet mobil, wenn er oder sie die geschuldete Arbeitsleistung unter Verwendung von Informationstechnologie außerhalb der Betriebsstätte erstens von einem Ort oder von Orten seiner oder ihrer Wahl oder zweitens von einem mit dem Arbeitgeber vereinbarten Ort oder von mit dem Arbeitgeber vereinbarten Orten erbringt.”
Translation: “An employee works mobile when he or she performs the owed work using information technology outside the workplace premises, firstly from a location or locations of his or her choice or secondly from a location or locations agreed with the employer.”
Source: Referentenentwurf Mobile-Arbeit-Gesetz, October 2, 2020
This definition does not have legal force as the legislation was not enacted.
Distinction Between Telework and Mobile Work
The Federal Institute for Occupational Safety and Health (Bundesanstalt für Arbeitsschutz und Arbeitsmedizin – BAuA) published recommendations on November 7, 2017, distinguishing telework from mobile work:
According to these recommendations, telework meets the definition in § 2 Absatz 7 ArbStättV, while other flexible forms of “mobile work” such as sporadic work not encompassing a full working day with a PC or portable screen device do not constitute telework workplaces under the Workplace Ordinance.
Source: Beschluss des ASTA vom 07.11.2017, “Empfehlungen des Ausschusses für Arbeitsstätten (ASTA) zur Abgrenzung von mobiler Arbeit und Telearbeitsplätzen”
https://www.baua.de/DE/Die-BAuA/Aufgaben/Geschaeftsfuehrung-von-Ausschuessen/ASTA/pdf/Mobile-Arbeit-Telearbeit.pdf
Works Constitution Act Definition (§ 87 Abs. 1 Nr. 14 BetrVG)
For purposes of works council co-determination, § 87 Abs. 1 Nr. 14 BetrVG refers to:
“Ausgestaltung von mobiler Arbeit, die mittels Informations- und Kommunikationstechnik erbracht wird.”
Translation: “Design of mobile work that is performed using information and communication technology.”
Source: § 87 Abs. 1 Nr. 14 BetrVG
This provision does not provide a comprehensive definition but establishes that mobile work involves the use of information and communication technology.
Scope of Application
Geographic Scope:
German labor law, including provisions affecting remote work, generally applies to employment relationships subject to German law. The specific application to cross-border remote work depends on conflict of laws principles.
Sectoral Scope:
According to § 1 Abs. 2 ArbZG, the Working Time Act applies in all areas of activity, with limited exceptions for household employees, seafarers, and mining operations. No general sectoral exclusions exist for telework or mobile work.
Employment Status:
The provisions discussed generally apply to employees (Arbeitnehmer) as defined under German labor law. Self-employed persons (Selbständige) are generally not covered by these protections.
No Minimum Threshold
German law does not establish a minimum frequency or percentage threshold that triggers specific remote work regulations for the purposes of the Working Time Act or general labor protections.
For telework workplaces under the Workplace Ordinance, § 2 Abs. 7 ArbStättV requires that the employer has established “a weekly working time agreed with the employees,” but does not specify a minimum amount.
Right to Request Remote Work
Current Legal Status
Germany does not have a statutory right to request remote work. According to the Federal Ministry of Labour and Social Affairs (BMAS):
“In Deutschland können Arbeitnehmer jederzeit mit dem Wunsch nach mobiler Arbeit an ihren Arbeitgeber herantreten; eine gesetzliche Regelung hierzu gibt es noch nicht.”
Translation: “In Germany, employees can approach their employer at any time with a request for mobile work; there is no legal regulation for this yet.”
Source: BMAS, “Homeoffice,” https://www.bmas.de/DE/Arbeit/Arbeitsrecht/Teilzeit-flexible-Arbeitszeit/homeoffice.html
Employer’s Discretion
According to BMAS:
“Ein Arbeitgeber ist grundsätzlich nicht verpflichtet, auf den Wunsch des Arbeitnehmers, mobil zu arbeiten, zu reagieren. Will der Arbeitgeber den Wunsch des Arbeitnehmers nach mobiler Arbeit ablehnen, ist dies formlos möglich. Der Arbeitgeber muss die Ablehnung nicht begründen und ist auch nicht an Fristen gebunden.”
Translation: “An employer is generally not obliged to respond to an employee’s request to work mobile. If the employer wants to reject the employee’s request for mobile work, this is possible without formality. The employer does not have to justify the rejection and is also not bound by deadlines.”
Source: BMAS, “Homeoffice”
Coalition Agreement Commitment
According to BMAS, the coalition agreement for the 20th legislative period (page 69) included the following:
“Im Koalitionsvertrag für die 20. Legislaturperiode (S. 69) wurde vereinbart, dass Beschäftigte in geeigneten Tätigkeiten einen Erörterungsanspruch über mobiles Arbeiten und Homeoffice erhalten sollen. Arbeitgeber sollen dem Wunsch der Beschäftigten nur dann widersprechen können, wenn betriebliche Belange entgegenstehen.”
Translation: “In the coalition agreement for the 20th legislative period (p. 69), it was agreed that employees in suitable activities should receive a right to discuss mobile working and home office. Employers should only be able to object to employees’ wishes if operational concerns stand in the way.”
Source: BMAS, “Homeoffice”
This coalition agreement statement reflects political intent but does not constitute enacted legislation.
Voluntary Employer Practice
According to BMAS:
“In der Praxis bieten Unternehmen ihren Arbeitnehmern heute bereits die Möglichkeit, mobil zu arbeiten, um Fachkräfte an sich zu binden und die Motivation sowie die Arbeitszufriedenheit ihrer Mitarbeiter zu steigern.”
Translation: “In practice, companies today already offer their employees the opportunity to work mobile in order to retain skilled workers and increase the motivation and job satisfaction of their employees.”
Source: BMAS, “Homeoffice”
No Request Procedures Established by Law
German law does not establish formal procedures, timeframes, or required documentation for requesting remote work arrangements. Any such procedures exist based on company policy, collective agreements, or works council agreements rather than statutory requirements.
Employer Legal Obligations
Obligations Under Working Time Act
Recording Excess Working Hours:
According to § 16 Abs. 2 ArbZG:
“Der Arbeitgeber ist verpflichtet, die über die werktägliche Arbeitszeit des § 3 Satz 1 hinausgehende Arbeitszeit der Arbeitnehmer aufzuzeichnen und ein Verzeichnis der Arbeitnehmer zu führen, die in eine Verlängerung der Arbeitszeit gemäß § 7 Abs. 7 eingewilligt haben.”
Translation: “The employer is obliged to record the working time of employees exceeding the daily working time of § 3 sentence 1 and to maintain a register of employees who have consented to an extension of working time in accordance with § 7 paragraph 7.”
Source: § 16 Abs. 2 ArbZG, https://www.gesetze-im-internet.de/arbzg/__16.html
This requirement applies regardless of where work is performed, including remote work situations.
Ensuring Compliance with Working Time Limits:
Employers remain responsible for ensuring compliance with the Working Time Act’s maximum daily working time, rest periods, and break requirements when employees work remotely.
Obligations for Telework Workplaces Under Workplace Ordinance
For workplaces meeting the definition of “Telearbeitsplätze” under § 2 Abs. 7 ArbStättV, specific obligations apply:
Risk Assessment (§ 3 ArbStättV):
According to § 1 Abs. 4 ArbStättV, for telework workplaces, § 3 applies for the initial assessment of working conditions and the workplace.
§ 3 Abs. 1 ArbStättV requires:
“Der Arbeitgeber hat eine Beurteilung der Arbeitsbedingungen (Gefährdungsbeurteilung) durchzuführen.”
Translation: “The employer must carry out an assessment of the working conditions (risk assessment).”
Source: § 3 Abs. 1 ArbStättV
Instruction (§ 6 ArbStättV):
According to § 1 Abs. 4 ArbStättV, § 6 applies to telework workplaces. This requires the employer to provide employees with sufficient and appropriate instructions.
Equipment Requirements (Annex Number 6):
According to § 1 Abs. 4 ArbStättV, Annex Number 6 applies to telework workplaces, establishing requirements for the design of screen workplaces.
Provision and Installation:
According to § 2 Abs. 7 Satz 2 ArbStättV, a telework workplace is only considered established when:
“die benötigte Ausstattung des Telearbeitsplatzes mit Mobiliar, Arbeitsmitteln einschließlich der Kommunikationseinrichtungen durch den Arbeitgeber oder eine von ihm beauftragte Person im Privatbereich des Beschäftigten bereitgestellt und installiert ist.”
Translation: “the required equipment of the telework workplace with furniture, work equipment including communication facilities has been provided and installed in the private premises of the employee by the employer or a person commissioned by the employer.”
Source: § 2 Abs. 7 Satz 2 ArbStättV
Obligations Under Works Constitution Act
Co-Determination on Design of Mobile Work:
In establishments with a works council, § 87 Abs. 1 Nr. 14 BetrVG requires employers to obtain works council agreement on the design of mobile work performed using information and communication technology.
According to § 87 Abs. 2 BetrVG:
“Kommt eine Einigung über eine Angelegenheit nach Absatz 1 nicht zustande, so entscheidet die Einigungsstelle. Der Spruch der Einigungsstelle ersetzt die Einigung zwischen Arbeitgeber und Betriebsrat.”
Translation: “If an agreement on a matter under paragraph 1 is not reached, the conciliation committee decides. The decision of the conciliation committee replaces the agreement between employer and works council.”
Source: § 87 Abs. 2 BetrVG, https://www.gesetze-im-internet.de/betrvg/__87.html
This applies to the design (“Ausgestaltung”) of mobile work, not to the decision whether to introduce mobile work.
Occupational Safety and Health Obligations
General Duty of Care:
Employers have general duties under the Occupational Safety and Health Act (Arbeitsschutzgesetz – ArbSchG) and § 618 BGB regarding employee safety and health that extend to remote work situations.
According to guidance from the Wissenschaftliche Dienste des Deutschen Bundestages (Scientific Services of the German Bundestag):
“Damit bestehen gemäß §§ 3, 4 ArbSchG in Verbindung mit der allgemeinen Pflicht zur gefahrfreien Gestaltung des Arbeitsplatzes nach § 618 BGB für den Arbeitgeber im Hinblick auf Telearbeit, als auch im Rahmen von Mobilem Arbeiten Schutzpflichten gegenüber seinen Beschäftigten.”
Translation: “Thus, according to §§ 3, 4 ArbSchG in connection with the general obligation to design the workplace safely according to § 618 BGB, the employer has protective duties towards his employees with regard to telework, as well as in the context of mobile working.”
Source: Wissenschaftliche Dienste des Deutschen Bundestages, WD 6 – 3000 – 149/16, “Telearbeit und Mobiles Arbeiten Voraussetzungen, …”
https://www.bundestag.de/resource/blob/516470/3a2134679f90bd45dc12dbef26049977/wd-6-149-16-pdf-data.pdf
No Comprehensive Legal Requirement to Provide Equipment for Mobile Work
For mobile work that does not meet the definition of telework under § 2 Abs. 7 ArbStättV, German law does not establish comprehensive requirements for employers to provide equipment. Such requirements may arise from contractual agreements, works council agreements, or collective bargaining agreements.
Data Protection Obligations
Employers must comply with the General Data Protection Regulation (GDPR) and German data protection laws when employees work remotely. Specific obligations depend on the nature of data processed and technical measures implemented.
Equipment and Expense Legal Requirements
Telework Workplaces (Telearbeitsplätze)
For workplaces meeting the definition under § 2 Abs. 7 ArbStättV, the employer must provide equipment according to § 2 Abs. 7 Satz 2 ArbStättV:
“Ein Telearbeitsplatz ist vom Arbeitgeber erst dann eingerichtet, wenn Arbeitgeber und Beschäftigte die Bedingungen der Telearbeit arbeitsvertraglich oder im Rahmen einer Vereinbarung festgelegt haben und die benötigte Ausstattung des Telearbeitsplatzes mit Mobiliar, Arbeitsmitteln einschließlich der Kommunikationseinrichtungen durch den Arbeitgeber oder eine von ihm beauftragte Person im Privatbereich des Beschäftigten bereitgestellt und installiert ist.”
Translation: “A telework workplace is only set up by the employer when employer and employee have established the conditions of telework in the employment contract or within the framework of an agreement and the required equipment of the telework workplace with furniture, work equipment including communication facilities has been provided and installed in the private premises of the employee by the employer or a person commissioned by the employer.”
Source: § 2 Abs. 7 Satz 2 ArbStättV, https://www.gesetze-im-internet.de/arbst_ttv_2004/__2.html
This provision requires the employer to provide and install furniture, work equipment, and communication facilities for telework workplaces.
Mobile Work (Not Meeting Telework Definition)
German law does not establish general requirements for employers to provide equipment for mobile work that does not meet the telework workplace definition under § 2 Abs. 7 ArbStättV. Obligations to provide equipment may arise from:
- Individual employment contracts
- Works council agreements (Betriebsvereinbarungen)
- Collective bargaining agreements (Tarifverträge)
- Company policies
Expense Reimbursement
German law does not establish comprehensive statutory requirements for employers to reimburse expenses incurred by employees working remotely, except as may be established through contractual arrangements, works council agreements, or collective bargaining agreements.
Tax Treatment
Tax treatment of equipment and expenses related to remote work is governed by German tax law. Specific provisions are administered by the tax authorities (Finanzämter).
Working Hours Regulations
Application of Working Time Act
The Working Time Act (Arbeitszeitgesetz – ArbZG) applies to all forms of work, including remote work.
According to § 1 Abs. 2 ArbZG, the Act applies in all areas of activity with limited exceptions that do not include remote work.
Maximum Working Time
According to § 3 ArbZG:
“Die werktägliche Arbeitszeit der Arbeitnehmer darf acht Stunden nicht überschreiten. Sie kann auf bis zu zehn Stunden nur verlängert werden, wenn innerhalb von sechs Kalendermonaten oder innerhalb von 24 Wochen im Durchschnitt acht Stunden werktäglich nicht überschritten werden.”
Translation: “The daily working time of employees may not exceed eight hours. It can only be extended to up to ten hours if, within six calendar months or within 24 weeks, an average of eight hours per working day is not exceeded.”
Source: § 3 ArbZG, https://www.gesetze-im-internet.de/arbzg/__3.html
Rest Periods
According to § 5 Abs. 1 ArbZG:
“Die Arbeitnehmer müssen nach Beendigung der täglichen Arbeitszeit eine ununterbrochene Ruhezeit von mindestens elf Stunden haben.”
Translation: “Employees must have an uninterrupted rest period of at least eleven hours after the end of daily working time.”
Source: § 5 Abs. 1 ArbZG
Rest Breaks
According to § 4 ArbZG:
“Die Arbeit ist durch im voraus feststehende Ruhepausen von mindestens 30 Minuten bei einer Arbeitszeit von mehr als sechs bis zu neun Stunden und 45 Minuten bei einer Arbeitszeit von mehr als neun Stunden insgesamt zu unterbrechen.”
Translation: “Work must be interrupted by rest breaks that are fixed in advance of at least 30 minutes for working time of more than six up to nine hours and 45 minutes for working time of more than nine hours in total.”
Source: § 4 ArbZG
Sunday and Public Holiday Work
According to § 9 Abs. 1 ArbZG:
“Arbeitnehmer dürfen an Sonn- und gesetzlichen Feiertagen von 0 bis 24 Uhr nicht beschäftigt werden.”
Translation: “Employees may not be employed on Sundays and public holidays from 0 to 24 hours.”
Exceptions are listed in § 10 ArbZG for specific sectors and activities.
Source: § 9 ArbZG, https://www.gesetze-im-internet.de/arbzg/__9.html
Recording Requirements
According to § 16 Abs. 2 ArbZG, employers must record working time exceeding eight hours per working day.
This requirement applies to remote work.
CJEU Judgment on Time Recording
The Court of Justice of the European Union (CJEU) ruled in Case C-55/18 (Federación de Servicios de Comisiones Obreras v. Deutsche Bank SAE) that EU Member States must require employers to set up a system enabling the measurement of daily working time worked by each worker.
While this is an EU court decision affecting interpretation of EU law, Germany has not enacted comprehensive time recording legislation implementing this judgment as of December 2025. The implications for German law remain subject to ongoing discussion.
Right to Disconnect
No Statutory Right to Disconnect
Germany does not have a specific statutory right to disconnect comparable to laws in some other European countries.
According to BMAS materials:
“Dies betrifft auch Fragen der Erreichbarkeit oder der Einbindung in den Betrieb während der mobilen Arbeit.”
Translation: “This also concerns questions of accessibility or integration into the company during mobile work.”
Source: BMAS, “Homeoffice”
BMAS indicates that questions of accessibility during mobile work are matters that employers must address, but does not reference specific statutory requirements on right to disconnect.
Protection Through Rest Period Requirements
The Working Time Act’s requirements for minimum rest periods (§ 5 ArbZG – eleven hours uninterrupted rest) provide indirect protection by limiting when employees can be required to work.
Potential Regulation Through Agreements
Rights regarding disconnection and availability outside working hours may be established through:
- Works council agreements (Betriebsvereinbarungen)
- Collective bargaining agreements (Tarifverträge)
- Individual employment contracts
- Company policies
Health and Safety Legal Requirements
Application to Remote Work
Occupational health and safety obligations extend to remote work situations. According to BMAS:
“Die Regeln und Verantwortlichkeiten im Arbeitsschutz, gelten auch im Homeoffice.”
Translation: “The rules and responsibilities in occupational safety also apply in home office.”
Source: BMAS, “Homeoffice”
Risk Assessment Requirements
For telework workplaces under § 2 Abs. 7 ArbStättV, employers must conduct an initial risk assessment according to § 3 ArbStättV.
According to § 1 Abs. 4 ArbStättV:
“Für Telearbeitsplätze gelten nur
- § 3 bei der erstmaligen Beurteilung der Arbeitsbedingungen und des Arbeitsplatzes”
Translation: “For telework workplaces, only
- § 3 applies for the initial assessment of working conditions and the workplace”
Source: § 1 Abs. 4 ArbStättV
Employer’s Limited Access Rights
According to information from the Wissenschaftliche Dienste des Deutschen Bundestages:
“Der Arbeitgeber oder die von ihm beauftragte Person darf nicht ohne Weiteres den Privatbereich des Beschäftigten, ohne dessen Zustimmung, betreten.”
Translation: “The employer or the person commissioned by him may not simply enter the private area of the employee without their consent.”
Source: Wissenschaftliche Dienste des Deutschen Bundestages, WD 6 – 3000 – 149/16
The guidance notes that to enable the employer to fulfill statutory duties, it may be appropriate to establish an access right contractually before telework begins.
Instruction Requirements
According to § 1 Abs. 4 ArbStättV, § 6 ArbStättV applies to telework workplaces, requiring employers to provide sufficient and appropriate instruction to employees.
Accident Insurance Coverage
According to information from the Wissenschaftliche Dienste des Deutschen Bundestages, employees working from home are generally covered by statutory accident insurance (gesetzliche Unfallversicherung) under the Seventh Book of the Social Code (SGB VII) for work accidents.
Source: Wissenschaftliche Dienste des Deutschen Bundestages, WD 6 – 3000 – 149/16
Data Protection Legal Requirements
Applicable Framework
Employers must comply with the General Data Protection Regulation (GDPR) and the German Federal Data Protection Act (Bundesdatenschutzgesetz – BDSG) when employees work remotely.
Employer Responsibilities
Employers remain responsible as data controllers for ensuring appropriate technical and organizational measures to protect personal data processed during remote work.
Employee Monitoring
According to § 87 Abs. 1 Nr. 6 BetrVG, works councils have co-determination rights regarding:
“Einführung und Anwendung von technischen Einrichtungen, die dazu bestimmt sind, das Verhalten oder die Leistung der Arbeitnehmer zu überwachen”
Translation: “Introduction and application of technical equipment that is intended to monitor the behavior or performance of employees”
Source: § 87 Abs. 1 Nr. 6 BetrVG, https://www.gesetze-im-internet.de/betrvg/__87.html
This provision applies to remote work monitoring systems.
Written Agreement Legal Requirements
Telework Workplace Requirements
For telework workplaces under § 2 Abs. 7 ArbStättV, a written agreement is required.
According to § 2 Abs. 7 Satz 2 ArbStättV, a telework workplace is only established when:
“Arbeitgeber und Beschäftigte die Bedingungen der Telearbeit arbeitsvertraglich oder im Rahmen einer Vereinbarung festgelegt haben”
Translation: “Employer and employee have established the conditions of telework in the employment contract or within the framework of an agreement”
Source: § 2 Abs. 7 Satz 2 ArbStättV
Mobile Work (Not Meeting Telework Definition)
German law does not establish general requirements for written agreements for mobile work that does not meet the telework workplace definition. Written documentation may be advisable for clarity but is not legally mandated by specific remote work legislation.
Works Council Legal Requirements
Co-Determination Rights on Mobile Work Design
According to § 87 Abs. 1 Nr. 14 BetrVG, effective June 18, 2021:
“Der Betriebsrat hat, soweit eine gesetzliche oder tarifliche Regelung nicht besteht, in folgenden Angelegenheiten mitzubestimmen: […] 14. Ausgestaltung von mobiler Arbeit, die mittels Informations- und Kommunikationstechnik erbracht wird.”
Translation: “The works council has the right to co-determine, insofar as there is no statutory or collective bargaining regulation, in the following matters: […] 14. Design of mobile work that is performed using information and communication technology.”
Source: § 87 Abs. 1 Nr. 14 BetrVG, https://www.gesetze-im-internet.de/betrvg/__87.html
Scope of Co-Determination
According to the explanatory memorandum for the Betriebsrätemodernisierungsgesetz (Works Council Modernization Act), BT-Drucks. 19/28899 S. 23, the co-determination right relates to the “design” (Ausgestaltung) of mobile work, not the decision whether to introduce mobile work.
Conciliation Committee
According to § 87 Abs. 2 BetrVG, if employer and works council cannot reach agreement on matters subject to co-determination, a conciliation committee (Einigungsstelle) decides, and its decision replaces the agreement between employer and works council.
Other Co-Determination Rights
Works councils may have co-determination rights under other provisions of § 87 Abs. 1 BetrVG that affect remote work, including:
- Working time arrangements (Nr. 2)
- Introduction of technical monitoring equipment (Nr. 6)
- Occupational health and safety regulations (Nr. 7)
Employee Legal Rights
Right to Equal Treatment
Employees working remotely are entitled to equal treatment compared to on-site employees under general principles of German labor law and § 75 BetrVG.
According to § 75 Abs. 1 BetrVG:
“Arbeitgeber und Betriebsrat haben darüber zu wachen, dass alle im Betrieb tätigen Personen nach den Grundsätzen von Recht und Billigkeit behandelt werden”
Translation: “Employer and works council must ensure that all persons working in the establishment are treated according to the principles of law and equity”
Source: § 75 Abs. 1 BetrVG
Working Time Protections
Employees working remotely are entitled to the same protections under the Working Time Act as on-site employees, including maximum working time, rest periods, and break requirements.
Occupational Safety and Health Protections
Employees working from home are entitled to occupational safety and health protections under the Occupational Safety and Health Act.
Protection Against Disadvantage
Employees may not be disadvantaged in their professional development due to working remotely, based on general principles of German labor law.
Tax and Social Security Framework
Social Security Contributions
Employees working remotely in Germany remain subject to German social security contributions. Specific rules may apply for cross-border remote work situations.
Income Tax
Employees working remotely are subject to German income tax rules. Tax treatment of home office expenses and employer-provided equipment is governed by German tax law and administered by tax authorities (Finanzämter).
Cross-Border Social Security
For employees working remotely from other countries, EU regulations on social security coordination or bilateral social security agreements may determine which country’s social security system applies.
Cross-Border Work Legal Framework
Applicable Law
For employment relationships involving cross-border remote work, conflict of laws principles determine which country’s labor law applies. Within the EU, Rome I Regulation (EC) No 593/2008 generally applies.
Social Security Coordination
Within the EU, Regulation (EC) No 883/2004 coordinates social security systems. Generally, employees are subject to the social security system of the country where they habitually work, but specific rules apply for multi-state work situations.
Permanent Establishment Concerns
Cross-border remote work may create concerns about creating a permanent establishment for tax purposes in the country where the employee works remotely.
Enforcement Mechanisms and Penalties
Working Time Act Violations
According to § 22 ArbZG, violations of Working Time Act provisions may be punished as administrative offenses (Ordnungswidrigkeiten) with fines up to 15,000 EUR.
According to § 23 ArbZG, intentional violations that endanger employee health or working capacity may constitute criminal offenses punishable by up to one year imprisonment or fine.
Source: §§ 22-23 ArbZG, https://www.gesetze-im-internet.de/arbzg/
Enforcement Authorities
State occupational safety and health authorities (Arbeitsschutzbehörden) of the Länder are responsible for enforcing the Working Time Act and Workplace Ordinance.
Works Council Enforcement
Works councils may seek judicial enforcement of their co-determination rights through labor courts.
Resources
Federal Ministry of Labour and Social Affairs
Bundesministerium für Arbeit und Soziales (BMAS)
Mailing Address:
Wilhelmstraße 49
10117 Berlin
Germany
Phone: +49 30 18527-0
Website: https://www.bmas.de
Email: info@bmas.bund.de
Information on home office/mobile work:
https://www.bmas.de/DE/Arbeit/Arbeitsrecht/Teilzeit-flexible-Arbeitszeit/homeoffice.html
Business Hours: Monday-Thursday 8:00-17:00, Friday 8:00-15:00
Federal Statistical Office
Statistisches Bundesamt (Destatis)
Mailing Address:
Gustav-Stresemann-Ring 11
65189 Wiesbaden
Germany
Phone: +49 611 75-0
Website: https://www.destatis.de
English website: https://www.destatis.de/EN/Home/_node.html
Remote work statistics:
https://www.destatis.de/DE/Themen/Arbeit/Arbeitsmarkt/Qualitaet-Arbeit/Dimension-3/home-office.html
Federal Institute for Occupational Safety and Health
Bundesanstalt für Arbeitsschutz und Arbeitsmedizin (BAuA)
Mailing Address:
Friedrich-Henkel-Weg 1-25
44149 Dortmund
Germany
Phone: +49 231 9071-0
Website: https://www.baua.de
Email: info-zentrum@baua.bund.de
Committee for Workplaces (ASTA):
https://www.baua.de/DE/Die-BAuA/Aufgaben/Geschaeftsfuehrung-von-Ausschuessen/ASTA/ASTA_node.html
State Labour Inspectorates
Labour inspection is organized at the state (Land) level. Contact information for state authorities varies by location.
For location-specific contact information, consult:
https://www.bmas.de/DE/Service/Behoerden/behoerden.html
Frequently Asked Questions
Q: Does Germany have a law specifically regulating remote work?
Legal basis: Current state of German legislation as of December 2025
According to BMAS:
“In Deutschland können Arbeitnehmer jederzeit mit dem Wunsch nach mobiler Arbeit an ihren Arbeitgeber herantreten; eine gesetzliche Regelung hierzu gibt es noch nicht.”
Translation: “In Germany, employees can approach their employer at any time with a request for mobile work; there is no legal regulation for this yet.”
Source: BMAS, “Homeoffice,” https://www.bmas.de/DE/Arbeit/Arbeitsrecht/Teilzeit-flexible-Arbeitszeit/homeoffice.html
Q: Do employees have a right to work from home?
Legal basis: Current state of German legislation
According to BMAS:
“Ein Arbeitgeber ist grundsätzlich nicht verpflichtet, auf den Wunsch des Arbeitnehmers, mobil zu arbeiten, zu reagieren.”
Translation: “An employer is generally not obliged to respond to an employee’s request to work mobile.”
Source: BMAS, “Homeoffice”
Q: What is the difference between “Telearbeit” and “mobile Arbeit”?
Legal basis: § 2 Abs. 7 ArbStättV and LASI guidance
According to § 2 Abs. 7 ArbStättV, telework workplaces are permanently set up screen workplaces in employees’ private premises with equipment provided and installed by the employer.
According to LASI guidance, mobile work is work performed from any location, not tied to a specific workplace or telework workplace, and is not regulated by the Workplace Ordinance.
Source: § 2 Abs. 7 ArbStättV, https://www.gesetze-im-internet.de/arbst_ttv_2004/__2.html; LASI LV 40
Q: Must employers provide equipment for home office work?
Legal basis: § 2 Abs. 7 ArbStättV (for telework workplaces)
For telework workplaces meeting the definition in § 2 Abs. 7 ArbStättV, the employer must provide and install furniture, work equipment, and communication facilities.
For mobile work not meeting this definition, German law does not establish general equipment provision requirements. Obligations depend on contractual arrangements.
Source: § 2 Abs. 7 Satz 2 ArbStättV
Q: Do working time regulations apply to remote work?
Legal basis: Arbeitszeitgesetz (ArbZG)
According to § 1 Abs. 2 ArbZG, the Working Time Act applies in all areas of activity with limited exceptions that do not include remote work.
The maximum working time, rest period, and break requirements apply to remote work.
Source: § 1 Abs. 2 ArbZG, https://www.gesetze-im-internet.de/arbzg/
Q: Must employers record working hours for remote workers?
Legal basis: § 16 Abs. 2 ArbZG
According to § 16 Abs. 2 ArbZG, employers must record working time exceeding eight hours per working day.
This requirement applies to remote work.
Source: § 16 Abs. 2 ArbZG, https://www.gesetze-im-internet.de/arbzg/__16.html
Q: Does Germany have a right to disconnect law?
Legal basis: Current state of German legislation
Germany does not have specific statutory provisions establishing a right to disconnect comparable to laws in some other European countries.
The Working Time Act’s rest period requirements (§ 5 ArbZG) provide minimum eleven-hour uninterrupted rest, which indirectly limits availability requirements.
Source: Analysis of current German legislation; § 5 ArbZG
Q: What role do works councils have in remote work arrangements?
Legal basis: § 87 Abs. 1 Nr. 14 BetrVG
According to § 87 Abs. 1 Nr. 14 BetrVG, works councils have co-determination rights on the design of mobile work performed using information and communication technology.
This does not include the decision whether to introduce mobile work, only its design.
Source: § 87 Abs. 1 Nr. 14 BetrVG, https://www.gesetze-im-internet.de/betrvg/__87.html
Q: Can employers require employees to return to the office?
Legal basis: § 106 Gewerbeordnung (GewO) and general contract law
Absent contractual provisions establishing a right to remote work, employers generally have the right to direct the place of work performance under § 106 GewO, subject to reasonableness requirements.
Specific circumstances depend on contractual arrangements and works council agreements.
Source: § 106 GewO; general principles of German labor law
Q: Are remote workers entitled to reimbursement of expenses?
Legal basis: Current state of German legislation
German law does not establish general statutory requirements for expense reimbursement for remote work.
Reimbursement obligations may arise from contractual arrangements, works council agreements, or collective bargaining agreements.
Source: Analysis of current German legislation
Q: How long can an employee work remotely from another EU country?
Legal basis: EU Regulation 883/2004 on social security coordination
Social security rules generally depend on where the employee habitually works. Specific rules vary based on circumstances.
For definitive guidance on cross-border work situations, contact:
Deutsche Verbindungsstelle Krankenversicherung – Ausland (DVKA)
https://www.dvka.de
Source: EU Regulation 883/2004; administered by DVKA