How much is sick pay in Germany?

Sick pay (Krankengeld) amounts to 70% of your gross salary, but is capped at a maximum of 90% of your net salary. Additionally, it cannot exceed the health insurance contribution assessment ceiling (2026: EUR 181.23/day). After deductions for health and care insurance, the net sick pay typically amounts to about 55-65% of your previous net income.

How long do I get continued pay from my employer?

Employees are entitled to 6 weeks (42 calendar days) of continued pay from their employer for the same illness. The prerequisite is at least 4 weeks of uninterrupted employment. For a new, different illness, the 6 weeks start fresh. If the same illness recurs within 12 months, the periods are added together.

What happens after 6 weeks of illness?

After 6 weeks, continued pay from the employer ends and the health insurer takes over with sick pay (Krankengeld). This is lower than the regular salary and is paid for a maximum of 78 weeks (546 days) within a 3-year block period. Your employment relationship generally continues during this time.

How is sick pay calculated?

The calculation follows three steps: 1) The standard earnings are determined (gross salary divided by 360, times 30). 2) Two caps are calculated: 70% of gross standard earnings and 90% of net standard earnings. 3) The gross sick pay is the lower of the two values, limited to the contribution assessment ceiling. Health and care insurance contributions are then deducted.

What deductions are made from sick pay?

Health insurance contributions (half rate including supplementary contribution) and care insurance contributions (half rate, potentially with childless surcharge) are deducted from gross sick pay. Pension and unemployment insurance contributions are paid by the health insurer, not by the insured person. Sick pay is not subject to income tax but is subject to the progression proviso.

What happens after 78 weeks of sick pay?

After 78 weeks, the sick pay entitlement ends (benefit exhaustion). The health insurer notifies the employment agency. Affected individuals should check: 1) Unemployment benefits during incapacity under Section 145 SGB III, 2) Disability pension application, 3) Gradual reintegration (Hamburg Model), 4) Rehabilitation application. Register with the employment agency at least 3 months before exhaustion.

Do different illnesses count together?

No, for a new illness independent of the first one, a new entitlement to 6 weeks continued pay and up to 78 weeks sick pay arises. However, if the same illness recurs within 12 months, the periods are added together. For the block period (3 years), all sick pay periods for the same diagnosis are cumulated.

Do part-time employees also receive sick pay?

Yes, part-time employees are also entitled to sick pay, provided they have statutory health insurance (with sick pay entitlement). The calculation is based on the actual gross and net salary. Mini-jobbers (up to EUR 556/month) without their own GKV membership have no sick pay entitlement.

What is the block period for sick pay?

The block period is a 3-year timeframe starting from the first sick pay day for a specific illness. Within these 3 years, a maximum of 78 weeks of sick pay can be paid for the same diagnosis. After the block period expires, a new entitlement arises, provided the insured person was gainfully employed or available to the labor market for at least 6 months in between.

Can I be terminated while receiving sick pay?

Yes, illness does not automatically protect against termination. The employer can issue a sickness-related termination under certain conditions, such as frequent short-term illnesses or long-term illness with negative prognosis. However, the sick pay entitlement continues even after termination, as long as statutory health insurance membership continues.

Burnout and Sick Pay: What Affected Employees Need to Know | Sick Pay Calculator

Recognizing Burnout as a Medical Condition

Burnout is not an official medical diagnosis under the ICD-10 classification system, but it is recognized by the WHO as an occupational phenomenon and has been included as a separate factor in the ICD-11 health system framework. In practice, physicians frequently diagnose burnout as a depressive episode (F32), adjustment disorder (F43.2), or other stress-related condition and issue a certificate of incapacity for work.

For the sick pay entitlement, the exact diagnosis matters less than the medically confirmed incapacity for work. As long as a physician certifies that the patient is unable to perform their work due to health impairments, the entitlement to continued pay and subsequently sick pay exists, regardless of whether the diagnosis is burnout, depression, or exhaustion syndrome.

Phase 1: Sick Leave and Continued Pay

The first step when experiencing burnout is to see a doctor, typically the general practitioner or directly a psychiatrist or psychotherapist. The physician determines the incapacity for work and issues a sick note. From this point, the normal rules apply: the employer continues to pay the full salary for six weeks.

With burnout, it is particularly important not to delay the sick leave. Many affected individuals try to continue working despite clear symptoms, which typically worsens the condition and extends the recovery time. Early sick leave enables faster and more sustainable recovery.

The duration of sick leave for burnout varies considerably, from a few weeks in milder cases to several months in severe exhaustion states with accompanying depression. A typical illness duration is three to six months, with the first weeks often dedicated to stabilization and the actual therapeutic work beginning later.

Phase 2: Sick Pay During Burnout

If the incapacity lasts longer than six weeks, sick pay begins. The calculation follows the general rules: 70 percent of gross salary, maximum 90 percent of net salary, minus social insurance contributions. The financial cut hits burnout sufferers particularly hard, as many were already under high performance pressure and now face additional financial worries.

A special consideration with burnout: since burnout is frequently classified as a mental health condition, the three-year block period is particularly relevant. Mental health conditions have high relapse rates, and renewed sick leave for the same diagnosis within the block period counts toward the already-used 78 weeks. Sustainable recovery is therefore not only medically but also financially extremely important.

Therapy and Treatment During Sick Pay

Treatment for burnout typically involves a combination of psychotherapy, potentially medication, and lifestyle adjustments. Outpatient psychotherapy is covered by statutory health insurance, including both cognitive behavioral therapy and depth psychology-based psychotherapy. Unfortunately, waiting times of three to six months for a therapy spot are common.

Alternatively or additionally, a psychosomatic rehabilitation measure (Reha) can be applied for. Inpatient rehabilitation typically lasts three to six weeks and offers an intensive therapeutic program. The costs are covered by the pension insurance or the health insurer. A rehabilitation application can be filed at any time during the sick pay period.

Reintegration After Burnout

The return to the workplace after burnout is a critical moment. Gradual reintegration (Hamburg Model) is particularly recommended for burnout. The patient starts with a few hours per day (typically two to four hours) and increases working time over several weeks or months. During this time, they continue to receive sick pay.

Importantly, the working conditions that led to the burnout must be changed. Workplace Integration Management (BEM) can help identify suitable adjustments: reducing workload, changing the scope of responsibilities, more flexible working hours, or a transfer to a different department. Without such adjustments, the risk of relapse is high.

Prevention and Financial Protection

Those who already notice burnout symptoms but are still able to work should act proactively. Speak with your general practitioner about your stress levels. Even without sick leave, initial therapeutic measures can be initiated. Take advantage of workplace offerings such as health management, coaching, or supervision. Have an open conversation with your supervisor about the workload.

Financially, a daily sickness allowance insurance (Krankentagegeldversicherung) is advisable, as it bridges the difference between sick pay and net salary. Since burnout illnesses frequently last three to six months and the monthly income loss can be EUR 400 to 700, the financial damage quickly adds up to several thousand euros.

Overcoming Stigma

Despite increasing societal acceptance, mental illness in the workplace still carries stigma. Many burnout sufferers are ashamed of their condition and try to hide it. This is counterproductive: the more openly you deal with your situation (at least with your doctor, health insurer, and potentially your employer), the better you can be supported.

You are not obligated to disclose the exact diagnosis to your employer. The sick note contains the diagnosis only for the health insurer, not for the employer. Nevertheless, an open conversation, particularly within the context of BEM, can help improve working conditions and enable a successful return to work.