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HR Software for German Businesses

HRMZY is available in German and configured for German employment law — including Entgeltabrechnung (payroll), Urlaubsanspruch (leave entitlement), Betriebsvereinbarungen, and DSGVO (GDPR) compliance.

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Local HR Compliance

HR Compliance for German Employment Law

German HR compliance is among the most rigorous in the world. HRMZY helps German businesses meet their statutory obligations — from correct Urlaubsanspruch calculations and Lohnfortzahlung im Krankheitsfall to DSGVO-compliant data handling and Works Council (Betriebsrat) documentation requirements. The platform interface is available in full German.

  • German payroll with correct Lohnsteuer and Sozialversicherung calculations
  • Statutory leave entitlement (Bundesurlaubsgesetz compliance)
  • DSGVO / GDPR-compliant employee data management
  • Full German language interface
  • Sick leave (Krankheit) and continued pay tracking
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Why HR teams choose HRMZY
Live in 30 minutes
Free setup service included
Compliance built in
Automatically updated regulations
28 languages
Multilingual team support; newer features fall back to English
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What German Law Requires

Built for Lohnsteuer, Sozialversicherung and the BUrlG

The obligations a German employer actually carries, and what HRMZY does about each. Statutory figures link to gesetze-im-internet.de.

Urlaubsanspruch nach BUrlG

§3 BUrlG sets a minimum of 24 Werktage a year — Werktage being every day except Sundays and public holidays, so 20 days on a five-day week. HRMZY applies the statutory minimum as a floor and tracks contractual entitlement above it. Bundesministerium der Justiz — § 3 BUrlG

Kündigungsfristen

Base notice under §622 BGB is four weeks to the 15th or the end of a calendar month, lengthening with service on the employer side — one month after two years, two after five, three after eight. HRMZY holds start dates and service length so the correct period is visible before notice is given. § 622 BGB

Entgeltfortzahlung im Krankheitsfall

§3 EntgFG continues wages during incapacity through illness for up to six weeks. HRMZY records sickness absence per employee so the six-week window is traceable. § 3 EntgFG

Lohnsteuer and Sozialversicherung

Payroll components for wage tax and social-insurance deductions are configured as rules against each employee rather than entered by hand each run.

DSGVO toolkit

Consent management, right-to-erasure and anonymisation workflows, role-based access and full audit trails. Note you remain the controller — your compliance also depends on how you configure and use the platform.

German-language interface

German is one of the product-UI languages, so employees can use self-service, payslips and requests in German.

German Compliance

Built for Entgeltabrechnung, Sozialversicherung and BUrlG Leave

German HR runs on codified process: payroll splits across four social-insurance branches, leave has a statutory floor set by the Bundesurlaubsgesetz, and works councils have real say over how systems are used.

Payroll and social insurance

Lohnsteuer is calculated by tax class alongside employer and employee contributions to health, pension, unemployment and long-term care insurance, including the church-tax and solidarity components where they apply.

BUrlG leave entitlement

The statutory minimum is 24 Werktage a year under §3 BUrlG — Werktage being every day except Sundays and public holidays, so on a five-day week that is 20 days. HRMZY applies it as a floor, with contractual entitlement above it, carry-over into the following year and the March deadline tracked per employee. Bundesministerium der Justiz — § 3 BUrlG

Works councils and co-determination

Role-based permissions and audit logs let a Betriebsrat see what is recorded and who changed it, which matters because introducing systems that monitor performance is subject to co-determination.

DSGVO data protection

Personnel files are held with purpose limitation, retention periods and documented access. Subject-access, rectification and erasure requests are handled from within the platform rather than by hand.

Statutory figures on this page link to the official source and were verified on 18 August 2026. Employment law changes — this is general information, not legal advice, and it is not a substitute for professional guidance on your own obligations.

Common Questions

Frequently Asked Questions

Ja. HRMZY bietet eine vollständige deutsche Benutzeroberfläche für alle HR-Teams und Mitarbeiter. Die Sprachumschaltung erfolgt in Echtzeit, sodass Ihr Team jederzeit zwischen Deutsch und anderen Sprachen wechseln kann.

HRMZY supports key German compliance requirements including correct leave entitlement calculations per the Federal Leave Act (BUrlG), sick pay tracking (Entgeltfortzahlungsgesetz), and DSGVO-compliant data storage with full audit trails.

Yes. HRMZY's payroll module supports German salary calculations including Lohnsteuer (income tax), Sozialversicherungsbeiträge (social security contributions), and Nettolohn calculations. Payslips are generated in German format.

HRMZY ships a DSGVO/GDPR toolkit: consent management, right-to-erasure and data anonymisation workflows, role-based access controls, data-retention management, full audit trails, and Auskunftsbegehren (Subject Access Requests) handled directly from the platform. Note that under the GDPR you remain the data controller, so your own compliance also depends on how you configure and use the platform.

Section 3 BUrlG sets 24 Werktage a year, counting every day except Sundays and public holidays, which works out to 20 days on a five-day week. HRMZY applies that as a floor and tracks contractual entitlement above it.

Yes. Under Section 622 BGB the employer notice period extends with length of service, reaching one month after two years, two months after five and three months after eight. HRMZY holds start dates and service length so the applicable period is visible before notice is given.

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