Training Contract for Trainees in Germany (Ausbildung) 2025

An apprenticeship contract (Ausbildungsvertrag) can generally be terminated by both contracting parties before the official start of training (Ausbildung) without the usual statutory notice periods needing to be observed. This offers both the apprentice and the training company the opportunity to release themselves from the contractual obligation before the training (Ausbildung) begins. However, certain conditions must be met for a valid termination, which are anchored in the Vocational Training Act (BBiG) and the general contractual regulations. A proper termination must always be made in writing, and special regulations apply to underage apprentices.

A vocational training (Ausbildung) contract in Germany not only establishes the framework conditions for the training but also defines the rights and responsibilities of both parties involved. Both the training company and the trainee are bound by the contractual agreements. The rights and responsibilities arise from the Vocational Training Act (BBiG), the training regulations, and labor law. The contract aims to create a balanced relationship between the interests of the trainee and the company to ensure a successful vocational training (Ausbildung).

Trainees in Germany can shorten their vocational training (Ausbildung) under certain conditions. The reduction can be requested both before the start and during the training. Reasons for a reduction may include educational background, professional prior knowledge, or special achievements during the training (Ausbildung).

Working conditions in a vocational training (Ausbildung) contract in Germany include legally regulated working hours, vacation entitlement, compensation, and a probation period. The working hours must comply with the provisions of the Working Hours Act (ArbZG) and the Youth Employment Protection Act (JArbSchG). Vacation entitlement is based on the Federal Vacation Act (BUrlG) and may be supplemented by collective agreements. The compensation must be documented in writing and varies depending on the industry and region. The probation period serves to assess suitability for the vocational training (Ausbildung) and can be terminated by either party without notice. All these conditions must be outlined in the vocational training (Ausbildung) contract.

A training contract (Ausbildungsvertrag) in Germany is legally valid if it meets the requirements of the Vocational Training Act (BBiG) and is concluded in writing. The contract must include provisions on training duration, probation period, remuneration, vacation, as well as any potential additional clauses. Subsequent changes are only permitted with mutual consent and must also be documented in writing. Additional agreements must not violate legal requirements and should serve the purpose of training (Ausbildung). The training contract (Ausbildungsvertrag) forms the legal basis for the training relationship and ensures that all obligations and rights of both parties are clearly defined.