Minimum Wage in the Cleaning Industry 2026: Current Rates and Changes

The cleaning industry is one of the largest employers in Germany, with over 700,000 workers keeping offices, hospitals, schools, and public buildings clean every day. For companies operating in this sector — whether based in Germany or managing cross-border teams across the DACH region — staying up to date with minimum wage regulations is not optional. It is a legal obligation that directly impacts labor costs, contract pricing, and competitive positioning.

In this comprehensive guide, we break down the current minimum wage rates for Germany’s cleaning industry in 2026, explain the collective bargaining framework behind them, and offer practical advice for employers navigating the evolving regulatory landscape.

Understanding the Minimum Wage Framework in Germany

Before diving into the specific figures, it is important to understand how minimum wages work in Germany, particularly for the cleaning sector. There are two separate mechanisms at play.

The Statutory Minimum Wage (Mindestlohn)

Germany introduced a general statutory minimum wage in 2015. The rate is reviewed regularly by the Minimum Wage Commission (Mindestlohnkommission) and has steadily increased over the years. As of January 2025, the statutory minimum wage stands at 12.82 EUR per hour, with the next scheduled increase bringing it to 13.50 EUR in early 2026.

This statutory rate serves as the absolute floor for all employment across every industry in Germany. No employee may legally be paid less than this amount.

The Industry-Specific Minimum Wage (Branchenmindestlohn)

On top of the statutory minimum, certain industries have their own collectively agreed minimum wages that exceed the general rate. The cleaning industry (Gebaudereinigung) is one of them. These rates are negotiated between employer associations (primarily the BIV — Bundesinnungsverband des Gebaudereinigerhandwerks) and trade unions (primarily IG BAU — Industriegewerkschaft Bauen-Agrar-Umwelt).

Once agreed upon, these sector-specific rates are typically declared universally binding (allgemeinverbindlich) by the Federal Ministry of Labour. This means they apply to every employer in the cleaning sector, regardless of whether the company is a member of the employer association or the worker belongs to a union.

Current Minimum Wage Rates for the Cleaning Industry in 2026

The cleaning industry distinguishes between two wage groups based on the type of work performed. Here is the current breakdown:

Wage Group 1: Interior and Maintenance Cleaning

This category covers the majority of cleaning workers — those performing standard interior cleaning, maintenance cleaning, and routine janitorial work.

• Current rate (2026): 14.25 EUR per hour

This rate applies to all regular cleaning tasks including vacuuming, mopping, dusting, waste removal, and sanitary cleaning in offices, residential buildings, schools, and similar environments.

Wage Group 6: Specialist Cleaning and Glass/Facade Cleaning

Workers performing specialized tasks such as glass cleaning, facade cleaning, industrial cleaning, or work requiring specific technical qualifications fall under a higher wage group.

• Current rate (2026): 17.65 EUR per hour

This significantly higher rate reflects the additional skills, certifications, and safety requirements associated with these tasks. Facade and glass cleaning at height, for instance, requires adherence to strict occupational safety standards.

How These Rates Compare to the Statutory Minimum

At 14.25 EUR per hour, even the lower cleaning industry wage group sits well above the statutory minimum wage of 13.50 EUR. This gap demonstrates the strength of collective bargaining in the sector. For employers, it is critical to apply the correct industry-specific rate rather than defaulting to the statutory minimum.

Failure to pay the correct industry minimum wage can result in:

• Back-payment claims from employees
• Fines from customs authorities (Zoll), which enforce minimum wage compliance
• Exclusion from public procurement contracts
• Reputational damage and loss of client trust

The Collective Agreement: Key Details for Employers

The current collective agreement (Rahmentarifvertrag) for the cleaning industry governs far more than just hourly rates. Employers should be aware of the following provisions:

Working Hours and Overtime

• The standard working week is 39 hours for full-time employees
• Overtime must be compensated with either additional pay (typically a 25% surcharge) or equivalent time off
• Night work (between 23:00 and 06:00) and work on Sundays or public holidays carry additional surcharges

Holiday Entitlement

• Employees are entitled to a minimum of 28 working days of paid vacation per year (based on a 5-day week)
• Some collective agreements in the sector grant up to 30 days depending on tenure

Special Payments

• The collective agreement includes provisions for an annual special payment (similar to a 13th-month salary or Christmas bonus)
• The exact amount depends on the applicable regional agreement and length of employment

Probation and Notice Periods

• Probationary periods typically last six months
• Notice periods vary based on length of employment, starting at four weeks and increasing with tenure

Upcoming Changes: What to Expect

The cleaning industry’s wage landscape is not static. Several developments are worth monitoring:

Scheduled Wage Increases

The most recent collective agreement includes a staged increase plan. While the 2026 rates are now in effect, further increases are expected in 2027 as part of the multi-year agreement. Employers should factor these planned rises into their financial planning and contract pricing.

Pressure from the Statutory Minimum

As the statutory minimum wage continues to climb, the gap between the general minimum and the cleaning industry’s Wage Group 1 rate narrows. This creates upward pressure on the entire wage structure. If the statutory rate were to approach or exceed 14.25 EUR, the industry collective agreement would need renegotiation to maintain its relevance.

EU Directive on Adequate Minimum Wages

The European Union’s Directive on Adequate Minimum Wages (2022/2041) encourages member states to ensure minimum wages provide a decent standard of living and to promote collective bargaining coverage. Germany already exceeds many of the directive’s benchmarks, but the political environment favors continued wage growth.

Labor Shortages Driving Wages Higher

The cleaning industry faces significant labor shortages across the DACH region. An aging workforce, physically demanding working conditions, and competition from other sectors mean that many cleaning companies already pay above the minimum to attract and retain workers. The collectively agreed minimums are exactly that — minimums. Market rates in major cities like Munich, Frankfurt, or Zurich often exceed them substantially.

Practical Implications for Cleaning Companies

Understanding the rates is one thing. Implementing them correctly across your organization is another. Here are the key areas where wage compliance intersects with daily operations.

Contract Pricing and Margin Calculations

Every cleaning contract should be priced based on the correct minimum wage rates plus all statutory add-on costs (employer social security contributions, insurance, vacation accrual, sick pay provisions). A common mistake is to price contracts based on outdated wage rates, only to discover that margins have evaporated after the next scheduled increase.

Best practice: Build a wage increase buffer of 3-5% into multi-year contracts, or include a wage adjustment clause tied to the collective agreement.

Accurate Time Tracking

Minimum wage compliance is not just about the hourly rate — it is also about accurately documenting hours worked. German law requires employers in the cleaning industry to record start and end times for each working day. The customs authorities (Zollverwaltung) conduct unannounced inspections and can demand time records going back two years.

Paper-based timesheets are error-prone, difficult to verify, and can lead to disputes. Digital time tracking solutions provide tamper-proof records, GPS-based location verification, and automated reporting — all of which simplify compliance audits.

Tools like Crew Active allow cleaning companies to implement digital time tracking that satisfies legal requirements while also giving dispatchers real-time visibility into who is working where. Workers clock in and out via their mobile devices, and the data flows directly into payroll-ready reports.

Payroll and Social Security

Employers must ensure that gross wages meet or exceed the applicable minimum, including any surcharges for night, weekend, or holiday work. Payroll systems should be configured with the correct wage groups and updated promptly when rates change.

Social security contributions (pension, health insurance, unemployment insurance, long-term care insurance) add approximately 20-21% to gross labor costs on the employer side. These contributions must be calculated on the actual gross wage paid, not on the minimum.

Subcontractor Management

Many cleaning companies work with subcontractors. Under German law, the principal contractor (Generalunternehmer) can be held liable for minimum wage violations by subcontractors. This means you must verify that your subcontractors are paying the correct rates and maintaining proper time records.

Recommended steps:

• Include minimum wage compliance clauses in all subcontractor agreements
• Request regular proof of wage payments and social security contributions
• Conduct periodic audits of subcontractor payroll practices
• Use digital platforms to track subcontractor work hours alongside your own employees

Minijob and Part-Time Considerations

The cleaning industry employs a large number of part-time workers and minijobbers (workers earning up to 556 EUR per month in 2026). Even these employees must be paid at least the industry minimum wage. The maximum monthly hours a minijobber can work are therefore limited by the applicable wage rate.

At 14.25 EUR per hour, a minijobber in Wage Group 1 can work a maximum of approximately 39 hours per month (556 / 14.25 = 39.01). Exceeding this threshold would push the employee over the minijob earnings limit, triggering full social security obligations.

Compliance Checklist for Cleaning Companies

To ensure your company meets all minimum wage obligations, use this checklist:

• Wage group classification: Verify that each employee is assigned to the correct wage group based on their actual duties
• Hourly rate verification: Confirm that all employees earn at least the applicable industry minimum wage
• Time recording: Implement a reliable system for recording daily working hours (start time, end time, breaks)
• Payroll configuration: Update payroll software with current wage rates and surcharge rules
• Contract review: Check all client contracts for adequate wage cost coverage and adjustment clauses
• Subcontractor compliance: Verify subcontractor wage practices and maintain documentation
• Record retention: Keep time records and payroll documents for at least two years (some regulations require longer)
• Employee information: Inform workers of their wage group classification and applicable minimum rates

How Digital Tools Simplify Wage Compliance

Managing minimum wage compliance across dozens or hundreds of employees — many of whom work at different client sites and on varying schedules — is a significant administrative challenge. This is where digital workforce management platforms make a tangible difference.

With a solution like Crew Active, cleaning companies can:

• Track hours digitally: Workers log their hours via a mobile app with GPS verification, creating auditable records that satisfy legal requirements
• Automate scheduling: Assign workers to shifts based on qualifications, availability, and location, ensuring the right wage group is always applied
• Generate payroll reports: Export accurate working time data directly into payroll systems, reducing manual errors
• Monitor compliance in real time: Dashboards show dispatchers at a glance whether all assignments are properly staffed and documented
• Manage subcontractors: Track external worker hours alongside internal staff for complete oversight

The investment in digital tools typically pays for itself through reduced administrative overhead, fewer compliance risks, and more accurate contract pricing.

The DACH Perspective: Austria and Switzerland

While this article focuses primarily on Germany, companies operating across the DACH region should be aware of the different frameworks in Austria and Switzerland.

Austria

Austria does not have a statutory minimum wage. Instead, minimum wages are set through collective agreements (Kollektivvertrage) that cover virtually all industries. The cleaning sector has its own collective agreement with rates that are comparable to, though not identical to, German rates. Employers must check the applicable Austrian collective agreement for current figures.

Switzerland

Switzerland has no federal minimum wage, though some cantons (such as Geneva, Basel-Stadt, and Neuchatel) have introduced cantonal minimums. Wages in the cleaning sector are governed by the national standard employment contract for the cleaning industry (Normalarbeitsvertrag), which sets minimum hourly rates that tend to be significantly higher than in Germany, reflecting Switzerland’s higher cost of living.

Conclusion

Minimum wage compliance in the cleaning industry is a moving target. Rates are regularly adjusted through collective bargaining, the statutory floor continues to rise, and enforcement is becoming stricter. For companies operating in this sector, staying informed and maintaining rigorous documentation is essential — not just to avoid penalties, but to build a sustainable business with fair working conditions.

The combination of proper wage classification, accurate time tracking, and sound contract pricing forms the foundation of compliant operations. Digital workforce management tools like Crew Active help cleaning companies master this complexity, replacing manual processes with automated, auditable systems that protect both the business and its workers.

If you manage a cleaning company in the DACH region and want to simplify your wage compliance and workforce scheduling, explore how Crew Active can support your operations at crew-active.de.