Salary & payment
Confirm the gross salary, pay frequency, payment date, allowances, bonus conditions and whether any benefits are discretionary or guaranteed.
A practical, bilingual-friendly guide to salary, working hours, probation, holiday, notice periods and the clauses worth checking before you sign. Learn the vocabulary, prepare questions and organise your own review.
Your written terms can affect income, working time, location, responsibilities and how the employment relationship can end. Make sure the final agreement matches what you understood during recruitment.
Confirm the gross salary, pay frequency, payment date, allowances, bonus conditions and whether any benefits are discretionary or guaranteed.
Check agreed hours, work schedule, breaks, shift work, overtime rules and whether time recording is required.
Look for your position, core duties, reporting line, normal workplace, travel requirements and any remote or hybrid-work arrangements.
Check annual leave, how to request it, sick-leave reporting procedures and any company-specific policies referenced in the contract.
Read the probation clause, notice periods and termination provisions carefully. The legal effect depends on the contract and applicable law.
Review confidentiality, secondary employment, training-cost repayment, relocation, intellectual property, non-compete and collective-agreement references.
Tick each point after you have checked it in the actual contract. Your progress is calculated in this page only; it is not sent to Fortgang Institut.
Enter your own estimates to compare approximate annual gross pay and weekly hours. This is simple arithmetic—not a net salary calculator or a judgement about which contract is legally better.
*The hourly estimate divides monthly gross salary by 52/12 weeks per month and contracted weekly hours. It excludes bonuses, unpaid time, overtime, deductions and the value of leave. It is only a rough comparison aid.
A simple process for reviewing the terms calmly and keeping a record of what has been agreed.
Ask for the complete written terms and any referenced documents.
Check salary, role, time, location, leave and termination clauses.
Write down questions and request explanations in plain language.
Check that agreed changes appear in the final written version.
Save the signed contract and related employment documents.
Understand the wording before you agree to the conditions. Translations are general meanings; the precise effect depends on context.
| German term | English meaning | Question to ask |
|---|---|---|
| Arbeitsvertrag | Employment contract | Do I have the complete final version and all referenced attachments? |
| Bruttogehalt / Bruttolohn | Gross salary / wage | What is the gross amount and when is it paid? |
| Nettogehalt | Net salary | What deductions apply to my personal situation? |
| Arbeitszeit | Working time | What hours, schedule and recording rules apply? |
| Überstunden | Overtime | How is overtime authorised, recorded and compensated? |
| Urlaubsanspruch | Holiday entitlement | How many days apply and how is leave requested? |
| Probezeit | Probationary period | What duration and contractual conditions apply? |
| Kündigungsfrist | Notice period | What notice terms apply, and where can I verify them? |
| Befristung | Fixed term / limited duration | Is the contract fixed-term, and what end date or conditions are stated? |
| Arbeitsort | Place of work | Can the workplace change, and are travel expectations stated? |
| Tarifvertrag | Collective agreement | Does one apply, and where can I read the relevant terms? |
| Zusatzleistungen | Additional benefits | Are benefits guaranteed, discretionary or subject to conditions? |
| Nebentätigkeit | Secondary employment | Do I need to notify or obtain approval for other work? |
| Verschwiegenheit | Confidentiality | What information is covered and what obligations continue after employment? |
| Arbeitszeugnis | Employment reference / certificate | What documents will I receive when the employment ends? |
When comparing job offers, start with the gross terms in the contract, then separately estimate take-home pay using a current, reliable calculator that fits your situation.
The contractual gross salary or wage before applicable deductions. Confirm whether the figure is monthly or annual and whether bonuses are included.
Tax and social-insurance deductions depend on personal and employment circumstances. Do not assume the same gross salary gives every person the same net pay.
The amount received after applicable deductions. Use a current estimate for budgeting, and compare commuting, housing and other work-related costs too.
These points are not automatically unlawful or improper. They are signals to pause, ask questions and get advice where needed.
If salary, remote work, a bonus or another important condition was promised, ask for the agreed term to be documented clearly.
Ask how extra hours are approved, recorded and compensated. If the clause is broad or unclear, get an explanation before agreeing.
If the contract refers to a handbook, collective agreement or policy, ask for access and time to review it.
Confidentiality, side-work, non-compete, training-cost repayment and intellectual-property clauses may have important consequences. Do not guess at their legal effect.
Ask for the gross salary, pay date, variable-pay rules and any agreed deductions or repayment arrangements to be explained.
Request a reasonable opportunity to read the document. If you do not understand a clause, ask for clarification or independent advice.
Use these phrases to request clarification politely. Select “Copy phrase” to copy a line for your notes.
Build familiarity with the vocabulary you may encounter in contracts, HR emails and workplace conversations.
General answers to common questions. The precise answer to a legal issue depends on the contract and circumstances.
Use official sources for current rules and seek qualified advice when a decision has legal or financial consequences.