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    Health Insurance for Foreigners in Germany
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    DAK-Gesundheit — keep statutory cover at new job17.8% of gross (open-ended)
    In 95% of expat employer changes the statutory membership stays — but the cover lane can flip in the 5% with a longer gap or no new German employer

    Health insurance when changing employer as an expat in Germany — what stays, what changes

    4.9/5 · Over 10,000 policies since 2009
    Health insurance when changing employer as an expat in Germany — what stays (DAK-Gesundheit membership, Versichertennummer, insurance card, Familienversicherung) and what changes (contribution, Krankengeld basis, lane if no new German job)
    Direct switch
    DAK stays
    No new job
    Expatriate €58/mo
    Brief bridge
    Economy €30/30d

    Three rules that decide what happens to your health insurance at an employer change as an expat:

    1. 1Direct switch — almost everything stays: DAK-Gesundheit 17.8% of gross (open-ended) membership, Versichertennummer, insurance card and Familienversicherung continue. Only the contribution amount and the Krankengeld basis are recalculated against the new gross.
    2. 2Short gap ≤ 1 month — § 19 SGB V bridges: Statutory follow-up cover (nachgehender Leistungsanspruch) protects the first month after the contract ends. From month 2 a freiwillige Weiterversicherung normally applies, with an income-based contribution; a recognised private incoming tariff is a fixed-premium alternative independent of income.
    3. 3No new German employer — switch lane: Use Care Expatriate from €58/month (up to 5 years) (HanseMerkur, § 5 / § 21 AufenthG, up to 5 years) for the long-term, or Care Economy from €30 / 30 days (up to 2 years) for a planned short bridge.

    Job change in the next weeks? 30-second employer-change tariff finder →

    Inside: the 5 things that stay in 95% of expat employer changes · the 5 things that change automatically — and the one you have to file yourself · the 1-month rule (§ 19 SGB V) that quietly saves most short gaps

    Sources: § 5 SGB V (statutory GKV via employment) · § 11 SGB V (statutory benefit catalogue) · § 19 SGB V (nachgehender Leistungsanspruch — 1-month follow-up cover) · § 5 / § 21 AufenthG (residence permit & cover precondition) · HanseMerkur Care Expatriate / Care Economy AVB · DAK-Gesundheit 2026 · Statistisches Bundesamt DRG 2024

    Long-Stay Coverage

    Care Expatriate by HanseMerkur Versicherungsgruppe / Advigon

    Residence Documents

    Proof for visa or immigration authority documents

    Fast Confirmation

    PDF confirmation available after successful application

    4.9/5

    Over 10,000 policies issued · Since 2009

    Changing employer in Germany? Keep statutory cover with DAK if a new contract starts within 1 month — or switch to Care Expatriate as the recognised long-term lane if there is no new German employer.

    🏛️ Authority-approved📄 Instant proof🔒 DAK / HanseMerkur🏷️ Transparent pricing
    4.9/5· Since 2009 · 10,000+ policies· Since 2009 · Over 10,000 policies issued

    What stays — and what changes — when an expat changes employer in Germany

    Quick answer: "What stays the same and what changes in my health insurance when I change employer in Germany?" — for almost every direct switch the statutory membership stays. Only the contribution amount, the Krankengeld basis, and (in edge cases) the cover lane itself change.

    What stays (in 95% of switches)

    • ✓DAK membership and Versichertennummer (insurance number)
    • ✓Electronic insurance card (eGK) — same card keeps working
    • ✓Familienversicherung for spouse / children (if no one else triggers their own GKV/PKV)
    • ✓Right to the full statutory benefit catalogue (§ 11 SGB V)
    • ✓Krankengeld waiting day count (Tag 43 onwards) is preserved at the same fund

    What changes

    • !Contribution amount — recalculated against the new gross salary (~17.8%)
    • !Krankengeld basis — uses the new average gross over the last 3 months
    • !Employer share — paid by the new employer once payroll runs
    • !Cover lane if there is no German follow-up employer (Care Expatriate becomes the recognised long-term option)
    • !Familienversicherung eligibility recheck if the spouse takes a new job above €556/month (Mini-Job grenze 2026)

    4 employer-change scenarios — which lane applies

    1

    Direct switch — new contract starts the day the old one ends

    DAK-Gesundheit membership stays — same Versichertennummer, same insurance card, no re-application. Only the contribution base changes (new gross). The old employer deregisters, the new one registers — the funds handle this electronically.

    DAK-Gesundheit ~17.8% of new gross →

    2

    Short gap up to ~1 month between contracts

    Statutory cover continues automatically as obligatory follow-up insurance (§ 19 SGB V — nachgehender Leistungsanspruch covers the first month after the contract ends). DAK membership stays in place; from month 2 a freiwillige Weiterversicherung normally applies if no new contract has started.

    DAK-Gesundheit · § 19 SGB V follow-up cover →

    3

    Gap longer than 1 month / no new German employer in sight

    Statutory voluntary continuation (freiwillige GKV) often becomes expensive — and is normally not open at all if the residence permit was tied to the previous employer. The recognised long-term lane is Care Expatriate from €58/month at entry age 13–40 (Basic), accepted for § 5 / § 21 AufenthG, up to 5 years.

    Care Expatriate from €58/month →

    4

    Brief, planned bridge during probation or contract renegotiation

    Care Economy from €30/30 days is the recognised short bridge — Schengen-conform, instant German + English PDF, cancellable the day the new DAK enrolment starts (no overlap fee). Use only when statutory follow-up cover does not apply.

    Care Economy from €30/30 days →

    Avoid the mistakes that can delay your application

    Visitor insurance may be too short

    For multi-month or multi-year stays, Care Expatriate can be a better fit than short visitor coverage.

    Statutory or private?

    Freelancers, self-employed people and some incoming long-stay cases may need private incoming coverage instead of German statutory insurance.

    Residence proof requested?

    Care Expatriate can provide PDF confirmation after successful application for visa or immigration documents.

    Renewal stress later

    A longer coverage term can reduce repeated renewal pressure during projects, residence processes or long stays.

    What happens when an expat misses the 1-month follow-up window without a new German contract

    One wrong insurance choice can cost you money, time and your application deadline

    A medical incident can become expensive fast — but the wrong certificate can also delay your visa, enrollment, residence permit or work start.

    🏥

    €500–€1,500

    Emergency doctor visit

    One urgent doctor or emergency-room visit can already create a painful bill — before tests, medication or follow-up treatment are added.

    🏨

    €2,000–€10,000+

    Hospital treatment

    If observation, surgery, overnight stay or specialist treatment is needed, costs can quickly move from hundreds to thousands of euros.

    🧳

    Up to 5 years

    Short visitor cover may be too weak

    For long stays, freelance work or residence documents, short visitor insurance may be too short or not the right proof.

    • Wrong or incomplete proof can delay your visa, enrollment or authority process.
    • Cheap home-country policies may miss the exact coverage, dates or repatriation wording required.
    • The cheapest policy can become expensive if it is the wrong proof for your situation.

    Before you apply, check: coverage amount, validity dates, destination area and repatriation cover.

    New contract starts in 4 weeks? Confirm DAK continuation now or lock the recognised private incoming lane before the gap exceeds 1 month

    Why act before your residence documents are due

    Long-stay proof can become urgent during visa, residence permit, project or relocation steps. Short visitor cover may not be enough.

    🧳

    Long stay, different proof

    Care Expatriate can fit longer incoming stays up to 5 years, depending on age and selected plan.

    📄

    Residence documents need clarity

    Your proof should match destination, coverage period and long-stay purpose.

    ⚡

    Do not wait for renewal stress

    Preparing longer coverage early can reduce repeated extension pressure.

    ✅

    Private or statutory?

    Freelancers, self-employed people and employees on assignment without German statutory insurance may need a different route than employees.

    From employer change to clean cover handover — in 3 steps

    For DAK continuation the new German employer normally handles re-registration on day 1 of the contract. For a private incoming lane (Care Expatriate or Care Economy) 10 minutes online are enough — the policy document is issued by email in German + English and is accepted by every Ausländerbehörde.

    Long-term stay covered in 3 steps

    Care Expatriate can cover longer incoming stays up to 5 years, depending on age and selected plan.

    1. Choose your plan

      Care Expatriate for expats, freelancers, self-employed people, employees on assignment without German statutory insurance, or seniors up to entry age 74.

    2. Complete the application

      Enter passport, destination, stay details and requested coverage period online. Additional questions may apply depending on the plan.

    3. Submit your proof

      Receive PDF confirmation after successful application and submit it to the embassy, consulate or immigration authority if requested.

    What expats say about keeping statutory cover with DAK during an employer change in Germany

    4.9/5 · Since 2009 · Over 10,000 policies issued
    5/5
    “My biggest worry was that the embassy wouldn't accept the insurance.
    The proof was accepted immediately — no questions asked.
    That saved me a lot of stress.”
    Georges from Cameroon

    Georges

    Cameroon

    5/5
    “I needed proof of insurance urgently for my visa appointment.
    The confirmation arrived within minutes by email.
    Everything worked first time at the embassy.”
    Olga from Russia

    Olga

    Russia

    5/5
    “Found the best solution and best service for health insurance for foreign visitors and guests in Germany.
    Fast, simple and affordable.
    Highly recommended!”
    Michael from Germany

    Michael

    Germany

    5/5
    “The online sign-up was done in just a few minutes.
    When I actually had to see a doctor, the billing went smoothly.
    I was really covered — not just on paper.”
    Yunhee from Australia

    Yunhee

    Australia

    Now choose your plan

    4.9/5 · Since 2009 · Over 10,000 policies issued

    Full price tables — DAK-Gesundheit · Care Expatriate · Care Economy

    Quick answer: Three recognised products cover every employer-change scenario: DAK-Gesundheit at ~17.8% of gross continues automatically on day 1 of the new contract; Care Expatriate from €58/month is the recognised long-term private incoming lane if there is no new German employer; Care Economy from €30/30 days bridges short, planned gaps.

    Statutory continuation — DAK-Gesundheit

    ~17.8% of gross income, half paid by the new employer, family members covered free under Familienversicherung, no re-application at the same fund (DAK button price: 17.8% of gross (open-ended)):

    DAK-Gesundheit for employees (statutory)
    General contribution rate
    14.6 % of gross
    + 3.2 % DAK supplement = 17.8 %
    Employer / employee share
    8.9 % each
    Paid 50/50
    Compulsory long-term care
    approx. 3.6 % standard
    4.2 % childless from age 23 · reductions depending on number of children
    Total (incl. care, childless)
    ≈ 22.0 % of gross
    Depending on long-term care variant
    Family co-insurance
    possible
    Spouse & children covered under statutory conditions
    Sickness pay (Krankengeld)
    from day 43
    70 % of gross, max 78 weeks
    Compulsory insurance limit (JAEG)
    €77,400 / year
    = €6,450 / month (as of 2026)
    Income-based
    No flat rate — contribution scales with gross salary
    Family covered free
    Spouse without income + children co-insured
    Mandatory under JAEG
    Gross < €77,400 / year → statutory insurance required

    2026 contribution rates: 14.6 % general + 3.2 % DAK supplement = 17.8 %; split 50/50 between employer and employee (8.9 % each). Compulsory long-term care approx. 3.6 % standard, 4.2 % childless from age 23, reductions depending on number of children. Family co-insurance possible under statutory conditions. As of 2026.

    Long-term lane if no new German job — Care Expatriate

    HanseMerkur incoming, ages 0–74, up to 5 years, accepted by the Ausländerbehörde for § 5 / § 21 AufenthG, certificate issued in German + English (3 tiers — Basic / Comfort / Premium · button price: from €58/month (up to 5 years)):

    Care Expatriateworldwide without USA, Canada and Mexico
    Basic
    BestsellerComfort
    Premium
    Deductible / yr
    150,–
    Deductible / yr
    150,–
    Deductible / yr
    500,–
    Deductible / yr
    0,–
    Deductible / yr
    500,–
    Deductible / yr
    1.000,–
    Entry age:0–12 (€ / month) 64,– 104,– 81,– 191,– 149,– 117,–
    Entry age:13–40 (€ / month) 58,– 84,– 63,– 181,– 141,– 109,–
    Entry age:41–60 (€ / month) 68,– 103,– 77,– 256,– 201,– 156,–
    Entry age:61–74 (€ / month) 246,– 322,– 248,– 432,– 336,– 263,–

    All prices per month/person in euros. Deductible applies per insurance year. As of 2026.

    Short planned bridge — Care Economy

    Schengen-conform incoming, ages 0–74, 1 day to 2 years, cancellable the day DAK restarts (button price: from €30 / 30 days (up to 2 years)):

    Care Economy
    Duration
    Bestsellerup to 64
    up to 64
    Bestseller65+
    65+
    no deductible with deductible no deductible with deductible
    up to 90 days €1.18/day €1.00/day €3.48/day €2.95/day
    91–180 days €1.59/day €1.35/day €4.37/day €3.70/day
    181–365 days €2.30/day €1.95/day €5.84/day €4.95/day
    366–730 days €2.83/day €2.40/day €9.32/day €7.90/day

    All prices per day/person in euros. Minimum premium €10 per person and term. Deductible is the share you pay yourself. Entry age 0–74. As of 2026.

    FAQ — Health insurance at expat employer change

    Frequently Asked Questions

    Does my DAK-Gesundheit membership end automatically when I change employer in Germany?

    No — for almost every direct switch the membership stays. Same Versichertennummer, same insurance card (eGK), same Familienversicherung for spouse and children. The old employer deregisters, the new one registers — the funds handle this electronically. Only the contribution amount changes (recalculated at ~<a href="/en/insurance-plans/dak-gesundheit-angestellte/overview/" class="text-primary underline underline-offset-2">17.8% of the new gross</a>) and the Krankengeld basis is updated. § 19 SGB V (nachgehender Leistungsanspruch) covers gaps of up to one month between contracts.

    What happens to my health insurance if I have no new German employer after the contract ends?

    Statutory voluntary continuation (freiwillige GKV) is often expensive — and may not be open at all if the residence permit was tied to the previous employer. The recognised long-term lane in that case is <a href="/en/insurance-plans/care-expatriate/overview/" class="text-primary underline underline-offset-2">Care Expatriate from €58/month</a> at entry age 13–40 (Basic) — HanseMerkur incoming, accepted by the Ausländerbehörde for § 5 / § 21 AufenthG, up to 5 years. For brief planned bridges of a few weeks, <a href="/en/insurance-plans/care-economy/overview/" class="text-primary underline underline-offset-2">Care Economy from €30/30 days</a> works as a Schengen-conform short cover.

    Can my spouse stay on Familienversicherung when I change employer?

    In most cases yes — Familienversicherung continues at the same DAK fund as long as the spouse's own income stays under the legal threshold (about €556/month / Mini-Job grenze 2026) and the spouse is not separately required to take statutory cover. If the spouse also starts a new job above the threshold, they need their own GKV membership — see the <a href="/en/guide-health-insurance-germany/health-insurance-expats-germany/private-vs-statutory-health-insurance-expats-which-factors-typically-matter-germany/" class="text-primary underline underline-offset-2">private vs. statutory comparison</a> for the lane logic.