Salary negotiations at career start rarely fail for lack of courage. More often they fail for lack of figures. If you know which collective agreement values, thresholds and deductions apply, you negotiate more objectively and with stronger arguments. This guide collects the fixed figures for 2026 and shows how to use them in a conversation, without relying on anecdotes from forums.
Short answer: A salary negotiation at career start rests on two pillars: collective agreement figures you can document, and your gross salary, which affects every deduction. Fixed figures for 2026 include the statutory minimum wage of 13.90 euros gross per hour and the compulsory insurance threshold of 6,450 euros per month. Last updated: October 2026.
The most important points at a glance
- If your employer applies a collective agreement, the pay table is your strongest argument. You document it with the agreement itself.
- Each extra euro gross does not reach you in full. Health, long-term care and pension contributions take their share, and income tax comes on top.
- The compulsory insurance threshold decides whether you are in statutory or private health insurance. For 2026 it is 77,400 euros a year.
- Renegotiating after signing is harder, so settle the key points before you sign.
- Negotiate the whole package: grade, special payments, holiday and supplementary pension all count.
Which figures you should know
The overview below only lists values that are set by law or fixed in a collective agreement. We deliberately leave out average salaries, because without a current official statistic they would not be reliable.
| Figure | Value 2026 | Status | Source |
|---|---|---|---|
| Statutory minimum wage | 13.90 euros gross per hour | official, from 1 January 2026 | BMAS, MiLoV5 |
| Minijob limit | 603 euros per month | official | section 8 SGB IV |
| Compulsory insurance threshold | 6,450 euros per month (77,400 euros a year) | official | GKV-Spitzenverband |
| Contribution ceiling, health and long-term care insurance | 5,812.50 euros per month | official | GKV-Spitzenverband |
| Contribution ceiling, pension insurance | 8,450 euros per month | official | German pension insurance |
| Employee lump sum for expenses | 1,230 euros a year | official | section 9a EStG |
| Basic tax allowance | 12,348 euros a year | official | section 32a EStG |
Status of the values: January to October 2026. Figures for 2027 are partly drafts and are therefore not listed as firm numbers here. For example, the 2027 compulsory insurance threshold appears in the draft social security reference values regulation as 7,012.50 euros per month, but it remains provisional until the regulation is adopted.
Collective agreement values as your argument
In the public sector and in companies bound by a collective agreement, the pay table is the most reliable basis. Example from the TV-L: pay grade 13 at step 1 is 4,759.37 euros gross per month from 1 April 2026, and pay grade 9b is 3,620.10 euros. Which grade applies to your post depends on the duties of the job, not on your wishes. You can find the table here: TV-L pay table.
| Pay grade (TV-L) | Step 1 | Step 2 | Step 3 |
|---|---|---|---|
| E 9b (monthly gross) | 3,620.10 € | 3,870.81 € | 4,035.07 € |
| E 13 (monthly gross) | 4,759.37 € | 5,106.09 € | 5,366.89 € |
The table is valid from 1 April 2026 to 28 February 2027. If your employer does not apply a collective agreement, the table still serves as a comparison. The statutory minimum wage is always the floor below which no salary may fall.
Gross and net: why the figure matters more
A raise of 300 euros gross does not mean 300 euros net. Social contributions rise with it, up to the relevant ceiling. Assumption: starting salary 4,000 euros, raised to 4,300 euros, no children, statutory health insurance, additional contribution 2.9 percent. Employee shares are 8.75 percent for health insurance, 2.4 percent for long-term care including the childless surcharge, and 9.3 percent for pension insurance.
| Gross salary | Employee social contributions | Change |
|---|---|---|
| 4,000 euros | 818.00 euros | starting point |
| 4,300 euros | 879.35 euros | +61.35 euros |
Of the extra 300 euros gross, 238.65 euros remain before income tax. Income tax depends on your tax class and allowances and comes on top. For the exact net effect, use the income tax calculator of the German Federal Ministry of Finance at bmf-steuerrechner.de. More on the payslip is in our guide on your first payslip.
Arguments that count in the negotiation
- Collective classification: name the pay grade your duties correspond to and the step that applies to you.
- Specific qualifications: degree, internships and projects that fit the post. Name them with results.
- Responsibility: additional tasks beyond the job description can be documented.
- Market reference: comparable job advertisements that state a salary are better than rumours from forums.
- The whole package: holiday, special payments, supplementary pension and training belong in the calculation.
A three-step conversation
- Before the talk: check the collective agreement, pay grade and step. Set a figure you can justify and a lower limit.
- In the talk: state the figure gross and justify it with the agreement or the duties. Then ask a question instead of giving in.
- After the talk: get the result in writing, including pay grade, step and special payments.
A sentence to open with could be: based on the duties of this post, I understand it to fall under a certain pay grade, and I therefore expect placement at step 1 with the amount you calculated beforehand. It helps to state the figure factually rather than apologetically.
Frequently asked questions
Can I still raise the salary after signing?
It is harder, but not impossible. After probation you can hold salary talks, and under a collective agreement you move up according to the step periods. A voluntary raise is the employer’s decision.
When is the right moment for the conversation?
The best moment is after a positive interview and before you sign. The company already wants you, and you negotiate terms rather than the post itself. In the public sector, offers are often fixed by collective agreement, so the step is usually the main point.
Does gross or net count when comparing offers?
For a comparison, gross counts, because every deduction depends on it. Comparing net alone hides differences in insurance and tax class. Convert offers to the same basis before you decide.
Does part-time work change the negotiation?
Part-time work usually does not change the classification, but pay is paid pro rata. Negotiate the full-time figure and calculate the share afterwards. Social contributions then follow the amount you actually receive.
What if there is no collective agreement?
Then your employment contract counts. Comparable job advertisements, your qualifications and the statutory minimum wage as a floor help you place an offer. A figure without evidence carries less weight than one with a clear rationale.
What to do now
- Find out whether your employer applies a collective agreement and get the pay table.
- Calculate your target figure gross and net with the Federal Ministry of Finance calculator.
- Prepare three arguments with evidence and set your lower limit.
- Have the result confirmed in writing before you sign.
Related guides
- Starting salary with a master or bachelor 2026
- Starting in the public sector: E 13 or A 13?
- Net salary 2026 as a new graduate
- Starting Salaries After Graduation: What Really Counts
Sources: BMAS, Fifth Minimum Wage Adjustment Ordinance (as of October 2026) · Section 8 SGB IV, marginal employment (as of October 2026) · GKV-Spitzenverband, fact sheet on 2026 reference values (as of January 2026) · TV-L pay table, valid from 1 April 2026 (as of October 2026).
Last updated: October 2026. This guide is general information, not individual advice.
