01
Salary conversion only
Employees convert salary, the employer pays the legal 15% top-up. Meets the law, rarely convinces anyone.
Personal
Personal liability Contents insurance Buildings insurance Natural hazard cover Solar panel insurance Self-build insurance Car insurance Bicycle and e-bike Travel insurance Drone insurance Dog and horse liability Pet health insurance Legal expenses insurance Accident insurance Occupational disability Term life insurance Funeral insurance Private pension Private health insurance Supplementary health Dental insurance Long-term care Property owner liability Oil tank liability Hunting liability Horse liability insurance Glass insurance Gadget insurance Motorcycle insurance Motorhome insurance Travel medical Horse surgery insurance Basic abilities Child disabilityBusiness
Business liability Professional indemnity D&O insurance Business legal expenses Business contents Commercial buildings Business interruption Electronic equipment Machinery breakdown Contractors all risks Cargo insurance Fleet insurance Cyber insurance Trade credit insurance Company pension (bAV) Company health insurance Group accident insurance By type of businessGuides
Which insurance do I need? Who pays for the damage? Insurance you may not need Cancellation deadlines Insurance questions Compare the wordings of all tariffsInsurers
German insurers A to Z Austrian insurers Spanish insurers Complaints rankingContact
+49 3375 29 12 77 Contact Customer loginLanguage
Deutsch Österreich Español Boats and yachtsHome / Insurance broker / Business
In Germany every employee can demand to convert part of their salary into a company pension, and the employer usually has to add 15%. For international teams the scheme works differently from a UK workplace pension or a US 401(k): there is no auto-enrolment by law, and the employer stays liable for what was promised.
The question almost everyone asks first
Yes, on request. Under section 1a of the Company Pensions Act (BetrAVG), every employee in the statutory pension scheme may convert up to 4% of the contribution ceiling, €4,056 in 2026, into a company pension. If the employer has no scheme, the employee can insist on a direct insurance policy. The employer must add a flat 15% of the converted salary for direct insurance, pension funds and Pensionskassen, to the extent it saves social security contributions.
There is no statutory auto-enrolment in Germany. Staff must actively ask for salary conversion, unless the employer runs an opt-out model under a collective agreement or, since 2026, under a works agreement. Contributions are tax-free up to €8,112 in 2026 and free of social security up to €4,056.
The bigger difference is liability. German law treats a company pension as a promise by the employer. If an insurer or Pensionskasse pays less than promised, the employer must make up the difference. Only the 'social partner model', which requires a collective agreement, is a pure defined-contribution plan without guarantee.
Pension payouts are fully taxed later and, for members of statutory health insurance, subject to health and care contributions above an allowance of €197.75 a month in 2026. For most employees the scheme is still worth it, especially with the employer top-up. We advise on the insurance routes, not on individual funds.
Contracts from salary conversion belong to the employee from day one. When changing jobs within Germany, the employee can transfer the value to the new employer within one year (section 4 BetrAVG) or keep the contract, either paid-up or continued privately.
When leaving Germany, the pension usually stays in the German contract until retirement and is then paid abroad, taxed under the relevant double tax treaty. A cash-out is generally not possible, only very small entitlements may be settled. Employees from outside the EU should know this before converting large amounts.
The Second Company Pensions Strengthening Act has been in force since 22 January 2026, some parts from 2027. Employers without a collective agreement may now introduce automatic enrolment with an opt-out through a works agreement, if no pay agreements exist or are customary in their sector and they add a 20% top-up. The social partner model is also opened to employers outside collective bargaining.
For low earners, employers can claim back 30% of an additional employer-paid contribution through payroll tax (section 100 EStG). In 2026 this applies to monthly pay up to €2,575, with a maximum of €288 a year. From 2027 the maximum rises to €360 and the income limit is linked to the contribution ceiling.
What is covered
What is not covered
Who needs it
Who does not need it
Wheel of misfortune
Six things that really happen. The wheel picks yours and shows who pays.
Cost:
For the employer, the cost is the top-up, administration and, for some routes, insolvency insurance contributions. Against this stand saved social security contributions, which are usually higher than the 15% top-up. For employees, the net cost is what matters: a €100 contribution often costs well under €100 net, depending on tax class and income.
What drives the premium
No fixed benchmarks, as contributions depend on salary and scheme rules. Tax and social security limits as of 2026. Costs and benefits are fixed only in the quote.
01
Salary conversion only
Employees convert salary, the employer pays the legal 15% top-up. Meets the law, rarely convinces anyone.
02
Enhanced employer contribution
The employer adds, for example, 20% to 50% or a fixed monthly amount. A strong retention tool for international hires.
03
Company pension plan with written rules
One concept for all staff, with a pension regulation, a single provider, a group contract and digital administration. The standard for firms with around ten or more employees.
| Criterion | Minimum standard | Strong policy | Why it matters |
|---|---|---|---|
| Type of promise | defined contribution with minimum benefit | clearly documented in a written pension regulation | The type of promise decides what the employer is liable for. |
| Plan costs | group contract with reduced acquisition costs | effective costs below 1% a year | High early costs reduce the value the employer stands behind. |
| Portability | transfer under section 4 BetrAVG | insurer has joined the industry transfer agreement | New hires bring contracts, leavers take them along. |
| English-language service | German documents only | English information and online portal | Staff only value a benefit they understand. |
| Administration | paper-based | digital portal linked to payroll | HR time is often the real cost. |
| Contribution holiday | paid-up status | restart without new costs after parental leave or illness | Career breaks should not penalise the employee. |
| Add-ons | retirement benefit only | disability and survivor cover with simplified health questions | Group schemes can insure people who would struggle to get individual cover. |
Company pensions are provided by life insurers, Pensionskassen and pension funds, usually under group framework contracts with lower costs than individual policies. This list is a market overview and says nothing about which providers we work with.
| Insurer | Background |
|---|---|
| Allianz | direct insurance; the group also runs its own Pensionskasse and pension fund |
| Alte Leipziger | mutual insurer with its own Pensionskasse and pension fund, broker channel |
| R+V Pensionsfonds | pension fund of the cooperative R+V group |
| Swiss Life | part of the Swiss Life group, also runs a Pensionskasse and pension fund in Germany |
| HDI | part of the Talanx group, focus on corporate clients |
| Stuttgarter | mutual insurer, broker channel |
| WWK | mutual insurer with its own pension fund |
| NÜRNBERGER | group includes a Pensionskasse, agents and brokers |
Compare the wordings of all tariffs 19 tariffs from 16 providers, as of 24 October 2026
From the BaFin register
229
229 insurers supervised by BaFin, the German regulator, are licensed for this class of insurance.
(Lebensversicherer, Pensionskassen und Pensionsfonds)
Source: BaFin company database, 18 September 2026; EU insurers without a German office excluded.
Direct insurance (Direktversicherung)
A life insurance policy taken out by the employer on the employee's life. The most common route in small and medium firms.
Pensionskasse
A separate pension institution supervised by BaFin, taxed like direct insurance.
Pension fund (Pensionsfonds)
More investment freedom, insolvency insurance contributions payable. Also used to move existing pension promises off the balance sheet.
Support fund (Unterstützungskasse)
Allows contributions above the tax-free limits for managers and directors, usually backed by reinsurance.
Direct promise (Direktzusage)
The company promises the pension itself and books provisions. Normally combined with reinsurance.
Social partner model
Pure defined contribution without guarantee, based on a collective agreement. The employer owes only the contribution.
Myth or truth
Five things people say about this insurance. Guess first, then see the answer.
Salary conversion can slightly lower your future German state pension.
This is true.
True. Converted salary is free of pension contributions, so you earn fewer state pension points. The company pension usually more than makes up for it.
Taking a lump sum avoids health insurance contributions in retirement.
This is false.
Not for statutory members. The lump sum is spread over ten years and contributions are charged on each monthly portion.
Germany has a fund that protects company pensions if the employer goes bust.
This is true.
Yes. Employers with direct promises or support funds pay into the Pensions-Sicherungs-Verein, which steps in on insolvency.
The employer's 15% top-up is paid on top of your conversion.
This is true.
Correct. It is an extra contribution, not a deduction from your salary conversion.
You lose employer-funded pension rights if you leave within five years.
This is false.
Not anymore. Since 2018, rights vest after three years of the promise and from age 21. Rights from your own salary conversion are yours from day one.
Questions and answers
Up to €8,112 a year, which is 8% of the €101,400 contribution ceiling.
Of that, only €4,056 is also free of social security.
The limit applies jointly to direct insurance, Pensionskasse and pension fund.
Generally no.
The pension stays in the contract and is paid out at retirement, also abroad.
Only very small entitlements may be settled with a lump sum,
and that is the employer's decision, not the employee's.
Not if salary is above the pension contribution ceiling,
because the employer then saves no social security.
The top-up is tied to actual savings.
Collective agreements may set different rules.
Salary conversion vests immediately.
You can keep the contract paid-up, continue it privately or, within one year,
transfer its value to your new employer.
Employer-funded parts vest after three years if you are at least 21.
Yes, fully as income, because contributions were tax-free.
Members of statutory health insurance also pay health and care contributions on it above an
allowance of €197.75 a month in 2026.
Yes.
Under section 1 BetrAVG the employer must make up any shortfall against the promised benefit.
The exception is the social partner model, where only the contribution is owed.
Since the 2026 reform, yes, through a works agreement,
if no pay agreements exist or are customary in your sector and you add a 20% employer top-up.
Employees are enrolled automatically and may decline.
Usually direct insurance under a group framework contract: little admin,
no insolvency insurance contributions and easy transfer when people move on.
English-language information for staff is worth asking for.
Yes.
Employers can reclaim 30% of an additional contribution for staff earning up to €2,575 a month in
2026, up to €288 a year per person.
From 2027 the maximum rises to €360.
NAMMERT insurance broker
We obtain quotes and come back with a comparison, free of charge.
You can write in English.
Thank you, we have your request.
We will be in touch within one working day. If it is urgent: +49 3375 29 12 77.

Is company health insurance in Germany a tax-free benefit?

Do my employees in Germany need group accident insurance if the Berufsgenossenschaft already…

Should I take out a German private pension if I might leave Germany?

Do I need occupational disability insurance if I have just moved to Germany?

Can I be personally liable as managing director of a German GmbH?
How does the supplementary pension in the German public sector work?
How much does the employer add to a company pension in Germany?
How much tax and social contributions do I pay on a company pension?
What does German health insurance deduct from a lump-sum company pension payout?
What does Germany's second Company Pensions Strengthening Act change from 2027?
What happens to my company pension if I get a reduced earning capacity pension?
What happens to my company pension if my employer goes bankrupt?
Ten life situations, sorted honestly
Find your case, see which policy pays
Who it suits and what to check
Boat or yacht? NAMMERT has its own cover concepts for boats, arranged by the same broker.
Boat insuranceUpdated