Remuneration for on-call duty: what you need to know

On-call duty is an important issue in many professions, especially in the healthcare sector, in technical professions or in shift work. But what exactly does on-call duty mean, how is it paid and what does the law say about it? In this article, we clarify all the important questions about payment and legal regulations for on-call duty. We'll also use an example to show you what the pay might look like and give you tips on how to find the right job.

On-call duty - differences to on-call duty and normal working hours

On-call duty, on-call duty and normal working hours - all somehow belong to working time, but they are 3 different concepts. Here are the most important differences:

• On-call duty: Here you are obliged to be on call at a location specified by the employer - often nearby or directly at the workplace. You are allowed to rest during this time, but you must be able to respond immediately if your help is needed. Important: On-call duty legally counts as working time.
• On-call duty: In contrast, during on-call duty you can stay at a location of your choice as long as you can be reached by telephone and can arrive at the place of work within a certain period of time. This time does not usually count as working time.
• Normal working hours: The classic working hours in which you actively work and perform your tasks. There is also the option of being on standby, i.e. you are at your workplace and ready to take on the next task straight away - for example, cab drivers when they are waiting for their next customer. 

On-call duty is therefore a hybrid form: you do not work continuously, but must be available at a specified location. This distinguishes it both from the more flexible on-call duty and from continuous active working hours.

Statutory regulation on the remuneration of on-call duty

Payment for on-call duty is prescribed by law, as it counts as working time. However, there are no fixed specifications as to how much this must be. The exact amount is usually regulated by the employment contract or collective agreements. 

In summary, the following applies to the statutory regulation of on-call duty:

• Remuneration obligation: On-call duty must be remunerated. How much depends on individual agreements.
• Working Hours Act: On-call duty counts as working time, meaning that the maximum average working time of 48 hours per week must be observed.
• Collective agreements: In professions covered by collective agreements, such as the public sector, there are often clear regulations on the remuneration of on-call time.

Take a look at your employment contract or collective agreement to find out which regulations apply to you. Make sure that your employer complies with the legal requirements so that you are not (unlawfully) disadvantaged!

Sample calculation for the payment of on-call duty

But now specifically: How much can you earn for on-call duty? This depends on various factors, such as the industry, the collective agreement and the duration of the shift. It is also important to know that on-call duty may be paid less, but not less than the statutory minimum wage.

A few examples:

• After their morning shift from 6 a.m. to 12 noon, a nurse is on call for another 2 hours after an appropriate break. You will receive at least minimum wage for this, but not your full hourly wage. Possible gradations can be between 40% and 80%, for example. 
• A doctor is on night duty, which also falls on a public holiday . According to the collective agreement of the VKA (public service), she then receives a time supplement amounting to 25 percent of the hourly pay for the public holiday and an additional time supplement amounting to 15 percent of the hourly pay for the public holiday, as she works during the night. 
• An electronics techn ician without a collective agreement could earn 50 to 80 euros on top of their basic salary for approximately four hours on-call duty. You can find more information on this in our article on the electronics technician salary.
• Roofers , on the other hand, often have fewer on-call duties, but earn attractive salaries due to other allowances. Read more about this in our article on roofers' salaries.

Remember: Your employment contract or collective agreement and a consultation with your employer are the only ways to get 100% clarity about your personal remuneration.

Find jobs with or without on-call duty

Typical professions with on-call duty are healthcare (doctors, nurses), technical professions (electronics technicians, service technicians) and professions with shift work (for example, shift supervisors in production - more on this in our article on the tasks of a shift supervisor).

Jobs without on-call duty are mainly found in traditional office or manual jobs without emergency services. On-call duty is not suitable for everyone, as it requires flexibility and resilience - and that's perfectly okay! You should therefore clarify in the interview at the latest whether you have to be on call in your new job and whether it (legally!) counts as working hours.

Find your job with WorkerHero

Whether you're looking for a job with or without on-call duty - WorkerHero is the right place for you. We'll help you find the right job, even if your German language skills are not yet perfect, if you're a career changer looking to get started in a new field or if you're simply looking for a job without on-call duty. Our platform specializes in the placement of jobs for skilled workers in Germany. Take a look at our offers now and find your next career move!