Employer of Record & PEO in Germany | INS Global
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PEO in Germany

Hire Globally, Pay Locally, Expand Effortlessly

INS Global works with companies around the world to provide HR consultation and recruitment outsourcing services.

A PEO (Professional Employer Organization), imilar to a global EOR (Employer of Record), can operate in Germany as a local partner assisting companies expanding into the German market. Our PEO allows companies expanding into this new market to outsource the burdensome aspects of HR and avoid the complex requirements of establishing a separate legal entity in Germany.


Want to have a Team in Germany TODAY?

Show me how to grow my business now!

We prefer to let others grow their business.

Want to have a Team in Germany TODAY?

Show me how to grow my business now!

We prefer to let others grow their business.

EMployer of record

Is it Better to Work With a PEO in Germany or Incorporate a New Company?

Incorporating a company in Germany can be an excessively complex, frustrating process that requires companies to understand local laws in detail and establish a physical presence. Using a PEO in Germany will allow you to begin operating in the country without having to incorporate a new physical entity.   

A PEO:  

  • Saves time 
  • Saves money 
  • Limits potential bureaucratic or legal pitfalls 
  • Utilizes local networks and expertise 


Infographic | INS Global

PEO in Germany - Summary

How a German PEO in Germany Strengthens Your Company's New Market Potential

Practiced Legal Guidance

Germany can offer you extensive knowledge of the necessary local regulations, and informed opinions on local administrative procedures that keep your company compliant with tricky regulations.

Simpler Market Entry & Lower Costs

When entering new markets, even a simple HR mistake could lead to increased risks and wasted time. A PEO reduces these risks, decreases your market entry time, and saves money. 

Focus On Company Expansion

A PEO can provide payroll outsourcing in Germany, along with management services and recruitment strategies. When your time isn’t being taken up with these tasks, your employees can put their efforts into facilitating company growth.  

Reduced Time for Market Entry

Estimated time for Company Incorporation in Germany: 4-12 months  

Estimated time to establish a PEO in Germany: 5 days  


One Simple Point of Contact

Everything your company needs is provided by one single point of contact. This will limit misunderstandings that arise when dealing with many team members and provide you with a simple communication chain.


Manuel Ramos


Managing Director

We think INS Global is a good solution about starting business in new and complex markets. Understanding the market doesn’t mean you need to set up a company immediately.


Guide to Entering into a PEO Agreement in Germany

INS Global’s PEO in Germany will manage employee recruitment and assignment needs by following these 4 simple steps:  

  1. We first determine what best suits your company’s needs by conducting thorough research and engaging in extensive communication with you. 
  2. Our PEO provides you with a legal entity through which you immediately establish your operations in Germany.
  3. We handle the complicated legal aspects of recruiting and employing your future employees.
  4. Your team can continue to focus on their important daily tasks, while we handle the hassles of HR.

How to Choose Between PEO or Employer Of Record Services in Germany

Once you and your team have decided to enter the German market, our expert staff can help you to understand the differences between a PEO in Germany and an EOR. It’s necessary to be fully informed of the differences between these potential solutions to make the best choice for your company.  

A PEO operates a distinct, separate entity that provides other companies with HR services 

The services that are provided include: payroll outsourcing in Germany, tax, and legal advice, compliance assurance, among others

An EOR operates similarly to a PEO in that it is also a separate company, but it is legally liable for your employees that it hires on your behalf

An EOR will be responsible for all liabilities related to employment

In a PEO agreement, the contract remains between your company and your employee  

In an EOR agreement, the contract is directed by your company but executed between the EOR and the employee

Labor Law in Germany

Employment Contracts in Germany

In total, there are 14 sources related to labor and employment laws in Germany, including but not limited to The Civil Code, The Minimum Wage Act, and The Hours of Employment, among others. 

Most employment law acts refer to dependent employees only. The German Commercial Code later formally defined the terms ‘self-employed’ and ‘employed’.  

Employment contracts created in Germany will typically cover the following information: start date, title, description, location, vacation, and salary among several other areas of relevant information regarding the position.  

There are several minimum employment terms required by law that set out the minimum terms and conditions of employment, like the Minimum Wage Act, which requires EUR 9.35 gross per hour, and the Federal Vacation Act.  

Holidays/Vacation in Germany

The Federal Labor Vacation Act regulates statutory minimum vacation days for employees in Germany. The mandatory minimum is 20 working days. Additionally, for each employee’s respective industry, if a a collective trade agreement regulates that industry, then that employee may be entitled to more vacation days every year. In general, German workers will expect that they will be entitled to around 6 weeks of vacation each year 

Mandatory work holidays will differ from region to region, depending on if that region is historically more Catholic or Protestant. A comprehensive overview of the intended region for market entry should be carried out to avoid potential misunderstandings later.

Tax Law in Germany


Germany taxes its corporate residents on the income they earn worldwide. However, most DTTs (Double Tax Treaties) make income attributable to a PE (Permanent Establishment). Non-residents with a PE or who have property income will be taxed German-sourced income. Those that have earned royalties are taxed by withholding at the source. Interest that’s paid abroad is free of German tax altogether, in most cases.  

Corporate tax in Germany is levied at a rate of 15%, and is then subject to an additional 5.5% surcharge. In total the CIT in Germany is 15.825%.  

Personal income is taxed progressively according to the following scale: 

income taxes

Individual/Employer Social Contribution Rates 

As of January 2021, social security rates will be levied on employment income, and contributions by employers are generally tax free. The following are contributions that are split between the employer and employee 50/50 and have an income ceiling of EUR 85,200 per year:   

  • Pension Insurance: 18.6%  
  • Unemployment Insurance: 2.4%  
  • Health Insurance: 14.6% 

The remaining social contributions are as follows:  

  • Long-term care insurance: 3.05%, with an income ceiling of EUR 58,050 per year 
  • Insolvency contribution only payable by the employer: .12%, up to a ceiling of EUR 85,200 per year 


Discover More Solutions in Germany


No, it is necessary to use a local entity abroad to comply with each country labor law.

Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.

The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.

Liabilities may vary from country to country and include all the staff management responsibilities: labor contract issues, payroll management, and tax compliance, social security management, expenses claim declaration, hiring and termination
procedures, etc.

In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.