Can an employee's start date fall on a weekend or public holiday in Germany?

In Germany, labor regulations do not exclude the possibility of starting an employment relationship on a public holiday, Sunday, or other day off. Setting a holiday as the start date of the employment relationship does not necessitate that the supported employee must perform work on that day. Additionally, beginning employment from the first of the month provides benefits to the supported employee, such as accrual of paid time off (PTO) and eligibility for social security benefits.

Is there a statutory probationary period in Germany and can it be extended or removed? Can the probationary period differ for various job titles or employment agreement types?

In Germany, the statutory probationary period can be up to 6 months. Once this period has commenced, it cannot be extended. During the probationary period, either party (employer or employee) can terminate the employment agreement by providing a notice period of 2 weeks. The probationary period is generally standard and does not vary based on job titles or types of employment agreements.

Are employment agreements mandated to be registered with a regulatory authority in Germany? If yes, what is the process for registration?

In Germany, employment agreements are not mandated to be registered with a regulatory authority to be considered active. After obtaining signatures on the employment agreement, the supported employee needs to be enrolled in the payroll system during payroll cutoff. This enrollment ensures the employment agreement is processed and considered active within the governmental system.

What is Pebl's onboarding timeline in Germany?

The onboarding timeline for Velocity Global Germany is approximately 3 days from the completion of the Onboarding Form for the initial drafts. An additional 4-5 days is required after the final drafts are approved.

Can Pebl accept or support customers that have a local entity in Germany?

Yes, Pebl can support customers with a local entity in Germany. In such instances, AÜG leasing may be conducted. If the supported employee works for the customer's German entity, an employment leasing contract needs to be established between Pebl GmbH and the German entity. However, it is essential that the customer holds an AÜG license. Practically, support is not possible if the customer does not have this license, as the consequences can be serious for both the customer and the end customer. If the customer fully understands and accepts all risks, Pebl can proceed. A service agreement is required when an end customer has a local entity. Additionally, a local service agreement is always required.