Reasons for Increasing Compensation Progression in Vocational Training (Ausbildung)
During dual vocational training (Berufsausbildung), the trainee undergoes several phases, progressively acquiring more knowledge and practical skills. As the level of training advances, the trainee’s contribution to the company’s value creation increases, which is why the compensation is adjusted annually. This tiered Vocational Training Compensation (Ausbildungsvergütung) is mandated by law and established in many collective agreements.
Legal Requirements for Annual Adjustments
According to § 17 of the Vocational Training Act (BBiG), the training company is obliged to increase the compensation at least once a year during the training period. This regulation ensures that the trainee receives higher compensation in the second and third years of training compared to the first year.
Examples of Compensation Tiering
The following overview shows typical compensations in various vocational training (Ausbildung) professions, tiered by training year:
- Industrial Clerk (Industriekaufmann/-frau):
- 1st Year: approx. €1,050
- 2nd Year: approx. €1,150
- 3rd Year: approx. €1,250
- Electronics Technician (Elektroniker/-in):
- 1st Year: approx. €1,100
- 2nd Year: approx. €1,180
- 3rd Year: approx. €1,260
- Hairdresser (Friseur/-in):
- 1st Year: approx. €600
- 2nd Year: approx. €700
- 3rd Year: approx. €800
Collective Agreement-Based Tiering
In companies bound by collective agreements, the tiering of Vocational Training Compensation (Ausbildungsvergütung) is defined in the respective collective agreement. The rates vary depending on the industry and region. Often, percentage-based increases are specified in the collective agreement, becoming effective automatically with each training year. For example, in the metal and electrical industries, the annual compensation increase is approximately 8% to 10%.
Compensation in the First Training Year
The first training year primarily serves as an introduction to the profession. The trainee learns basic skills and typically takes on simple tasks. Accordingly, the compensation in this year is the lowest. Nevertheless, it must at least meet the legally mandated minimum Vocational Training Compensation (Ausbildungsvergütung).
Compensation in the Second Training Year
In the second year, the compensation increases as the trainee takes on increasingly challenging tasks and enhances their skills. The rise in compensation during the second year reflects the trainee’s progress and growing productivity within the company.
Compensation in the Third Training Year
In the third training year, the trainee approaches the completion of their Vocational Training (Ausbildung). They often undertake independent projects and more complex tasks. Compensation reaches its highest level in this year before the trainee aims for regular employment upon successful completion.
Special Considerations for Four-Year Vocational Training (Ausbildung) Programs
Some professions, such as Electronics Technicians or Mechatronics Engineers, have a training duration of four years. In these professions, the compensation tiering occurs over four levels accordingly. Compensation in the fourth year is generally significantly higher than in the first year and often approaches the starting salary of a skilled worker.
Additional Benefits During Vocational Training (Ausbildung)
In many companies, trainees receive additional benefits as their training progresses, such as:
- Bonuses for exceptional performance
- Holiday and Christmas bonuses
- Special payments upon successful completion of intermediate exams
These additional benefits help to increase trainees’ motivation and improve their financial situation.
Important Notes
The annual increase in Vocational Training Compensation (Ausbildungsvergütung) is legally mandated and should be clearly stipulated in the training contract. Trainees should regularly review their compensation and discuss any discrepancies with the training company. The responsible chambers (IHK, HWK) are available to provide advice regarding compensation tiering.