Minijob: the rights you really have
'A minijob, surely there are no rights there'? Wrong. As a minijobber you are an employee like anyone else and are entitled to minimum wage, paid vacation, and continued pay when you are ill. Many employers do not know this themselves.
Reach your next steps and the matching ready-made texts in just a few minutes, free of charge:
Assert your claim →Your chances of getting your money back
What you should do now
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1. Know your entitlements
Do the math: minimum wage times hours, pro-rata vacation entitlement, continued pay when sick. Compare it with your payslip.
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2. Demand missing benefits
Demand unpaid wages, vacation, or sick pay in writing, with a deadline.
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3. Mind the cutoff periods
Employment contracts often contain short cutoff periods (for example, 3 months). Assert your claims promptly.
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4. Advice
Unions and advice centers can help. In case of a dispute, the labor court is responsible (first instance: each side bears its own costs).
Frequently asked questions
Am I entitled to vacation in a minijob?
Yes. Minijobbers, too, are entitled to paid recreational leave, pro rata to the number of working days per week. If you work regularly on, for example, two days a week, you accrue a correspondingly pro-rated vacation entitlement.
Do I keep getting paid when I am sick?
Yes. After four weeks of employment, you are entitled to continued pay in case of illness for up to six weeks, just like other employees.
Take action now
We put together the ready-made texts and the right places to contact for you.
General information for self-help, not legal advice (RDG). In case of a high loss or uncertainty: contact a consumer advice center or a lawyer.