Mini-Job, Midi-Job, Full-Time: Health Insurance Differences Explained in Germany

No — mini-jobs under €556/month (2026 threshold) are exempt from employee GKV contributions — the employer pays 13% flat to the Minijob-Zentrale. Foreign workers still need separate cover: Care Expatriate from €58/month or family insurance under § 10 SGB V.

Midi-jobs trigger full GKV under DAK-Gesundheit (17.8% of gross) but with a reduced employee share — starting at ~5% and rising linearly to the full 8.9% at €2,000/month (§ 20 SGB IV — Übergangsbereich).

Full-time (≥ €2,000/month) means full GKV at 17.8% of gross, split 50/50 with the employer. Above the JAEG of €77,400 (2026) private cover becomes optional — Care Expatriate from €58/month is the standard alternative.

§ 18a AufenthG requires an income high enough to cover living costs (~€1,300/month net). Rarely. Multiple mini-jobs plus Care Expatriate (from €58/month) can bridge short phases, but a full-time contract stays the safer § 82 AufenthG proof.

No — mini-jobbers are not entitled to Krankengeld from DAK-Gesundheit (§ 44 SGB V requires main GKV membership). The employer pays 6 weeks Lohnfortzahlung; after that private daily-benefit riders on Care Expatriate step in.

Yes — a minijob does not provide health insurance. You must arrange your own coverage, e.g. through family insurance, voluntary statutory insurance, or an incoming policy like Care Economy (from €30/30 days).

A minijob (up to €556/month) does not include health insurance for the employee. A midijob (€556.01–€2,000/month) is fully subject to social insurance, including health insurance, with reduced employee contributions.

Approximately 17.8 % of gross salary, split equally between employer and employee (8.9 % each). A DAK-Gesundheit membership (from 17.8 % of gross, unlimited) provides full statutory coverage from day one.