However, apprentices remain explicitly excluded from this protection, a fact that continues to spark public debate. While some consider the exclusion unjust, others defend it as necessary and appropriate.
From January, the minimum wage will rise again—from 12.82 euros to 13.90 euros per hour. According to estimates from the Federal Statistical Office, more than six million employees across Germany will receive a pay increase, including around one million in Bavaria. Apprentices, however, will not be among them.
Why Apprentices Are Not Covered by Minimum Wage Laws
The legal distinction lies in how compensation is defined. The minimum wage applies to remuneration for performed work. Apprentices, though often engaged in productive tasks, are classified not primarily as workers but as learners. Their primary role is educational, not economic. Therefore, the law refers to their pay as “compensation” rather than “wages.” This technical distinction is the main reason why the minimum wage does not apply to them.
In the past, there were even proposals suggesting that apprentices should contribute financially to their own training. These ideas did not prevail. Instead, the Vocational Training Act (§ 17(1)) requires employers to pay “appropriate compensation” to apprentices. Additionally, apprentices must not be required to cover the cost of tools, laptops, or textbooks themselves (§ 14(1)).
Minimum Wage for Apprentices? The Arguments
Opinions remain divided. Bertram Brossardt, CEO of the Bavarian Business Association, emphasized in response to an inquiry from Bavarian Broadcasting that vocational training should serve to develop professional skills, not to cover living expenses. He stated that training allowances are meant to be a financial contribution—not full income replacement—also considering the support typically provided by parents.
The Bavarian branch of the youth labor union strongly disagrees. District youth secretary Anna Gmeiner pointed to rising living costs and high rents, calling for a minimum training allowance that matches the statutory minimum wage. She also advocated closing loopholes that allow employers to pay less.
How “Appropriate” Compensation Is Defined
To ensure clarity, the law defines what constitutes appropriate compensation through a fixed minimum training allowance, adjusted annually by the Federal Ministry of Education. This allowance is based on the average wage development of the previous two years. In 2024, the monthly rate for first-year apprentices is 682 euros, rising to 805 euros in the second year and 921 euros in the third. These rates apply to all apprentices starting their training this year.
These figures are significantly lower than what a full-time minimum wage worker earns—approximately 2,000 euros gross per month. Still, apprentices often receive more than students in secondary or higher education. For comparison, the maximum monthly BAföG student support is currently 992 euros.
Higher Pay Through Collective Agreements
In many sectors, actual apprentice compensation exceeds the legal minimum—if a collective agreement is in place. According to the Hans Böckler Foundation’s collective bargaining archive, collectively negotiated apprentice pay ranges from 710 euros per month (e.g., in hairdressing in North Rhine-Westphalia) to 1,416 euros (in public healthcare services). Most apprentices now earn over 1,000 euros monthly.
The Role of Collective Bargaining
However, collective agreements only apply in companies bound by such agreements. Employers outside this framework are only required to pay the legal minimum training compensation. If the pay is more than 20 percent below the sectoral average, it is typically not considered appropriate under the law.
Understanding the Minimum Wage System
The statutory minimum wage was introduced in Germany on January 1, 2015, to establish a binding wage floor for all employers. It is governed by the Minimum Wage Act (MiLoG). A commission consisting of representatives from labor unions, employer associations, and academia meets every two years to recommend adjustments. The federal government typically implements these recommendations by decree, with rare exceptions—such as the one-off increase in October 2022.
The minimum wage applies to all employees regardless of their origin or occupation, including mini-jobbers, seasonal workers, and foreign employees. Employers who violate the law risk fines of up to 500,000 euros.
Legal Exceptions to the Minimum Wage
The law defines several exceptions. In addition to apprentices, the minimum wage does not apply to minors under 18 without a completed vocational qualification, self-employed individuals, or certain interns—including mandatory internships tied to education or short-term orientation internships.
Industry-Specific Minimum Wages
In many industries, sector-specific minimum wages exist. These are negotiated through collective agreements and apply to all businesses in that sector, regardless of their collective bargaining status. These industry minimum wages often exceed the general statutory minimum. Examples include the healthcare sector and the electrical trade.
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