Germany has a clearly-defined Employment Law, within which there are many requirements that concern payroll. All employees have the right to belong to a union or work council, and they are also able to negotiate collective bargaining agreements.
The Employment Law also enshrines the maximum working time limit of 48 hours per week; employees can work up to ten hours on individual days as long as their overall average over a six-month period doesn’t exceed eight. There is no legally defined structure around overtime pay in Germany, although any overtime worked must be recorded by employers, and compensation for overtime work may be determined in conjunction with work councils or collective bargaining.
Probation periods are also not legally defined in Germany, although providing a six-month probation with a two-week notice period is commonplace. Statutory notice periods start at one month after two years of employment, rising in stages according to the length of service, if the employer terminates the contract. If the employee terminates their contract, the notice period is four weeks irrespective of length of service.