Sick Leave in Germany

Part of the employment law cluster in the employment knowledge graph — connected to occupations, documents, hiring guides, career guides, country guides and employment law.

Sick leave in Germany at a glance

Sick leave covers time away from work because an employee is unwell. In Germany the topic is framed around how absence is notified, how it is evidenced where required, and how the employment relationship is managed during illness.

This page stays general. It does not state how long sick leave lasts, how pay during illness is handled, or when medical evidence is required, because those depend on the situation and the current rules. The aim is to outline what sick leave involves so both sides can ask the right questions.

Key points to understand

• Sick leave is absence from work due to illness.
• How absence is notified to the employer usually matters.
• Medical evidence may be expected in certain situations.
• Arrangements during illness can differ from ordinary working arrangements.
• Returning to work may involve its own steps depending on the situation.
• A collective agreement can shape how sickness absence is handled.

What this means for employers

• Set out clearly how employees should notify sickness absence.
• Confirm when medical evidence is expected for your situation.
• Handle sickness absence consistently and lawfully.
• Keep appropriate records of absence and any required evidence.
• Check whether a collective agreement affects how sickness is managed.

What this means for employees

• Know how and when to notify your employer of sickness absence.
• Understand when medical evidence may be expected.
• Recognise that arrangements during illness may differ from normal.
• Be aware that returning to work can involve its own steps.
• Raise questions about sickness arrangements with your employer or the relevant authority.

Confirming the current rules

How sick leave works in Germany — notification, evidence, pay during illness and return-to-work steps — depends on the situation and the current rules, which can change. This page gives no durations or figures and is not legal advice.

Confirm the current position with the official sources listed for this page and take qualified local advice on anything significant.

Common misunderstandings

• Assuming sickness absence needs no notification or follows no process.
• Believing medical evidence is never or always required without checking.
• Treating arrangements during illness as identical to ordinary working terms.
• Overlooking that returning to work may involve specific steps.
• Forgetting that a collective agreement may change how sickness is handled.